外籍勞工以其所擔任之工作與班別，對台灣製造業相當重要。過去雖已有研究探討人力資源管理措施與外勞適應性或工作績效間之關係，但對於其間之中介機制與仲介參與之角色則較少論及。本研究主要的目的便是以層級式人力資源管理系統為架構，探討外勞準備度對外勞人力資源管理措施與外勞工作績效間關係之中介效果及仲介參與對其間關係之調節效果。由於過去並無研究針對仲介參與進行實徵驗證，因此本研究先利用質性研究探討相關概念並據之編制量表後，再以量化研究方式探討其調節效果。根據50組（50位人事主管，373位外籍勞工）來自大高雄地區製造業廠商之資料，本研究發現：
1.外勞的人力資源管理措施與外勞工作績效的關係：
(1)外勞的教育訓練措施對外勞的工作績效有顯著正向的影響。
(2)外勞的激勵措施對外勞的工作績效有顯著正向的影響。
(3)外勞的生活管理措施對外勞的工作績效有顯著正向的影響。
2.外勞的人力資源管理措施與外勞準備度與外勞工作績效的關係
(1)外勞的招募甄選管理措施對外勞的工作準備度有顯著正向的影響。
(2)外勞的工作準備度對外勞的工作績效有顯著正向的影響。
(3)外勞的招募甄選管理措施會藉由外勞的工作準備度影響其工作績效。
3.仲介參與與外勞的人力資源管理措施交互作用對外勞準備度與外勞工作績效的關係
(1)仲介參與對外勞教育訓練與外勞工作績效間之關係具有正向調節的效果。
(2)仲介參與對外勞激勵對外勞工作績效間之關係具有正向的調節效果。


對於外勞實務工作者，本研究建議應加強外勞招募甄選以增進外勞準備度，確保其日後工作績效。同時在教育訓練管理、激勵措施與生活管理上加強管理強度以增進外勞工作績效並與仲介互相配合以達到加乘管理效能。對於後續研究者，則建議可以採用縱貫性研究設計來蒐集資料，以確切檢驗各變項間因果關係。同時擴大樣本來源以增進整個研究之客觀性。

Foreign labors are important to Taiwan’s manufacturing industries as most of them are taking 3D (Dirty, Dangerous, and Difficult) jobs or night shifts. Previous researches have put attention on the influences of human resource management (HRM) practices on foreign labors’ adaptability or job performance. There is comparatively lesser researches focus on the mediating and moderating variables between foreigner labors’ HRM practices and their performance. Based on the framework of hierarchical HRM, this study aims to explore the mediating effect of foreign worker readiness and the moderating effect of agent involvement on the relationship between foreign labor HRM practices and their job performance. Due to lack of empirical researches related to agent’s involvement, hence this study first applied to qualitative research method to explore the construct and create the measurement and then used quantitative research method to examine the hypotheses. According to the data from Kaohsiung city manufacturing enterprises (total 50 sets of samples; including 50 HR heads and 373 foreign workers), the results revealed that:
1. The relationship between HRM practices and foreign labors’ job performance.
(1) Training & education practices are positively related to foreign labors’ job performance.
(2) Incentive practices are positively related to foreign labors’ job performance.
(3) Accommodation management practices are positively related to foreign labors’ job performance.
2. The relationship among HRM practices, foreign labor’s readiness and job performance.
(1) Recruitment and selection management practices are positively related to foreign labors’ job readiness.
(2) Foreign labors’ job readiness is positively related to their job readiness.
(3) Recruitment and selection management practices are positively related to foreign labors’ job performance through their job readiness.
3. The relationship among agent involvement, foreign labor’s HRM practices, foreign labor’s readiness and job performance.
(1) Agent involvement positively moderates the relationships between training & education management practices and foreign labors’ job performance.
(2) Agent involvement positively moderates the relationships between incentive practices and foreign labors’ job performance
Base on these findings, we suggests that practitioners should improve the oversea recruitment and selection practices for promoting foreign labors’ readiness and ensuring their job performance. Practitioners can also strengthen the magnitude of education & training, incentives and accommodation management to promote foreign labors’ performance. For enhancing the management effectiveness, practitioners should work closely with the agent in education & training and incentive practices. For the future researches, we suggest that longitudinal research design could further inspect the causal-effect relationship between HRM practices and performance. Furthermore, researches can also expand the sources of data to enhance the generalizability of the results.

目 錄 頁次
第一章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 7
第二章 文獻探討 9
第一節 人力資源管理措施與員工績效之關係 9
第二節 外勞人力資源管理措施之考量因素與對工作績效之影響 15
第三節 外勞人力資源管理措施對外勞準備度之影響 18
第四節 外勞準備度對外勞工作績效之影響 25
第五節 外勞人力資源管理措施、外勞準備度與外勞工作績效間之關係 26
第六節 仲介參與在人力資源管理措施與準備度與工作績效間之調節效果…27
第三章 質性研究－個案訪談 33
第一節 研究設計 33
第二節 個案訪談整理分析與量表編製 36
第四章 實證調查研究 50
第一節 研究設計 50
第二節 樣本與資料蒐集 53
第三節 測量工具 63
第五章 研究結果 66
第一節 人力資源管理與外勞工作績效 66
第二節 外勞準備度與外勞準備度 69
第三節 外勞準備度與外勞工作績效 71
第四節 外勞人力資源管理措施、外勞準備度與外勞工作績效 71
第五節 外勞人力資源管理措施、仲介參與與外勞準備度 73
第六節 外勞人力資源管理措施、仲介參與與外勞工作績效 74
第六章 結論與建議 79
第一節 結 論 79
第二節 管理意涵 82
第三節 研究限制與後續研究建議 83

參考文獻 84
附件一 對雇用外勞公司人事主管訪談問項大綱 93
附件二 對仲介公司高階主管訪談問項大綱 95
附件三 量化問卷調查－人事主管/外勞直接主管 96
附件四 量化問卷－外籍勞工 101

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三、網路部分
主計處（2010）。「失業率」，取自：http://dgbas.gov.tw/point.asp?index=3
行政院勞委會職訓局（2010）。「外勞業務統計 」，取自：http://evta.gov.tw/content/list.asp?mfunc_id=148func_id=57
移民署（2010）。「臺灣省行方不明外勞〈現況〉統計表」，取自：http://immigration.gov.tw/aspcode/9910/行方不明外勞（現況）