我國派外經理人報償管理與報償滿足、派外意願關係之研究

An Empirical Study on the Relationship between Expatriate Compensation, Compensation Satisfaction, and Expatriate Willingness: The Case of Taiwanese Managers

余明助(Ming-Chu Yu)

《輔仁管理評論》 12卷1期 (2005/01) Pp. 121-146

https://doi.org/10.29698/FJMR.200501.0005

摘要

本文旨在探討我國派外經理人的派外報償認知與報償公平的交互作用對報償滿足和派外意願的影響。透過169位派外經理人之問卷調查與資料分析結果顯示，不同派駐特性和派外地區之人員在派外報償、報償滿足、報償公平認知上具有部分顯著差異。此外，派外人員派外報償、報償公平認知對報償滿足與派外意願均有顯著正向影響，且在高報償公平認知下，愈強調福利措施提供有助於提高派外報償滿意；同時，愈重視津貼組合，並提供激勵性獎金，亦可提高派外意願。

關鍵字

派外報償 ； 報償公平認知 ； 報償滿足 ； 派外意願

並列摘要

The purpose of this study is to examine the effect of interactions between expatriate's compensation package and compensation equity on compensation satisfaction and the manager's willingness to stay in a foreign location. Through a series of mail survey of 169 expatriate managers demonstrated that expatriates assigned to the different positions and areas had a significant difference in terms of their expatriate compensations, compensation equities and compensation satisfaction. Additionally, the results also revealed that expatriate compensations, perceived compensation equities had a positive effect on payroll satisfaction and expatriate willingness.Finally, when the expatriate has higher perceived compensation equity, the MNCs should stress benefits system for the expatriation in order to create more payroll satisfaction. Similarly, MNCs should stress allowances and incentive bonuses for the expatriation to increase expatriate willingness.

並列關鍵字

expatriate compensation ； perceived compensation equity ； compensation satisfaction ； expatriate willingness

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