Maddison (1979)曾提出企業國際化階段是與組織發展階段密切相關的，而組織發展各階段所擁有的人力資源管理型能也會有所不同。Lauent (1986)認為國際企業為建立、維持且發展其企業的整體性，就需要對其人員的管理，努力達到全球的一致性；然而另一方面，為獲得本土文化的效益，他們也需對不同社會的特殊文化，要求調適其人力資源管理的方法。Dowling 和De Cieri (1998)也指出一些影響人力資源實務的外在因素，例如產業特性和國際/地區特性。在科技發展一日千里的二十一世紀，這些因素在跨國環境中如何影響多國籍企業人力資源管理的全球化或在地化，是全球化趨勢下值得探討及驗證的。

本研究採用質性研究方式，實地訪談五家多國籍企業在台子公司，以人力資源管理措施的全球化及在地化實務為研究主題，其目的是了解多國籍企業人力資源管措施有那些主要影響因素。本研究主要結論:
1. 成立於二次大戰左右的國際企業，其國際人力資源管理措施因企業國際化階段不同而採取不同的措施，且於2000年之後管理越來越全球化。
2. 產業的特性及國家區域特性，會影響國際企業人力資源管理措施的全球化與在地化的程度。
3. 國際人才共用的程度，是影響國際企業人力資源管理措施全球化的重要因素。
4. 企業網路國際化會加速國際企業人力資源管理措施的全球化。

Maddison (1979) Scholar proposed that an international business and organizational development stage is closely related to the stage of internationalization, and human resource management model diverted in different organizational development stages. Laurnt (1986) believe that in order to establish, maintain and develop their business integrity, the international companies need to manage their personnel issue and strive to achieve global consistency; however, on the other hand, to obtain the benefits from local culture, they also need to adapt its human resources management to special cultures of different societies. Dowling and De Cieri (1998) also pointed out that some of external factors could effects of human resource practices, such as characteristics of the industry and international / regional characteristics. In the twenty-first century-a rapid technological development century, how these factors affect MNC’s IHRM is worth exploring and verifying under the trend of globalization.

This study proceed by the method of qualitative research, through field interviews with five subsidiaries of international company in Taiwan, research on HRM globalization and localization, in order to understand the effective factors of MNC human resources management practices. The main conclusions of this study are：
1. MNC established around World War II, its IHRM practices varied gradually according to internationalization stages, and tend to globalized management after year 2000.
2. The specific ccharacteristics of industry and nation/region will affect the extent of IHRM globalization and localization.
3. The sharing of international talent is an important factor effecting globalization in IHRM.
4. Building the system accelerate the globalization of IHRM

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
表次 vi
圖次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 國際化階段 6
第二節 國際企業的管理策略 12
第三節 全球化與在地化管理 21
第四節 集權與分權管理 25
第三 章研究方法 28
第一節 研究對象 28
第二節 研究設計 33
第三節 研究架構 34
第四章 研究結果與討論 36
第一節 國際化發展階段是影響國際企業人力資源管理的重要因素 36
第二節 產業特性是影響國際企業人力資源管理的重要因素 41
第三節 人才共用的程度是影響國際企業人力資源管理的重要因素 44
第四節 企業網路國際化是影響國際企業人力資源管理的重要因素 47
第五節 綜合討論 52
第五章 結論與建議 56
第一節 結論 56
第二節 管理意涵 57
第三節 研究限制與未來研究建議 59
參考文獻 60
附錄 64

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