高科技產業個人生涯規劃、組織生涯管理對海外派遣意願關係之研究

The Relationship among Individual Career Plan, Organizational Career Management, and Willingness to Relocate in High Technological Industry

李鴻文(Hung-Wen Lee) ； 潘鴻文(Hung-Wen Pan)

《管理實務與理論研究》 1卷3期 (2007/09) Pp. 106-122

https://doi.org/10.29916/JMPP.200709.0007

摘要

近年來台灣產業結構改變，以高科技產業爲主，政府也實施多項的政策來發展高科技產業。而隨著全球化的趨勢，企業爲了要降低成本、研發更優良的技術以增加競爭力，紛紛向國外設廠。然而企業最先遭遇的問題，便是如何選派合適的人才，以維持海外業務的運作，而海外派遣意願是一個重要參考因素。在個人方面，現今高科技產業規模龐大、工作高度專業分工，要在職務上有所晉升並不容易，加上個人越來越重視生涯規劃，如果執行海外派遣任務能讓他獲得晉升的機會，個人會較願意接受海外派遣任務。而在組織方面，組織生涯管理強調與員工個人生涯規劃搭配，並滿足員工生涯上的需求，以達到雙贏的局面。本研究以全台高科技產業員工爲研究對象，並以便利抽樣的方式進行問卷調查，問卷收集使用郵寄的方式，共計發出1000份，回收問卷數爲375份，回收問卷37.5%，扣除其中無效問卷39份，得有效問卷爲336份，有效問卷回收率爲33.6%。本研究希望能透過迴歸分析的方法，分別對個人生涯規劃、組織生涯管理與海外派遣意願進行迴歸分析，以建立本研究的迴歸模式，並據此了解各變數之預測能力。而研究中的迴歸分析結果顯示如下：1.個人生涯規劃與海外派遣意願有顯著影響。2.組織生涯管理與海外派遣意願有顯著影響。3.個人生涯規劃與組織生涯管理之交互作用對海外派遣意願沒有顯著影響。最後，本研究除了要瞭解員工個人生涯規劃、組織生涯管理與海外派遣意願之間的關係，並對企業提供有效的建議，在企業方面，加強組織生涯管理制度以提高員工的海外派遣意願，進而以提升高科技產業海外派遣任務的成功機會。

關鍵字

個人生涯規劃 ； 組織生涯管理 ； 海外派遣意願

並列摘要

In recent years, the industrial structure changes in Taiwan, the high tech industry is primary, and the government also implemented many policies to develop the high tech industry. With the rapid trend of Globalization, the enterprise must reduce the manufactured cost and develop a profound technology to increase the competitive ability, so establish factory in overseas. However, at first, the enterprise encounters questions how to choose the appropriate personnel, and maintain the overseas business operation. Therefore, it is a very important factor to willingness to relocate. In the personal aspect, now personal promotion is not easy and employees put more emphasis on their career planning because the high tech industry scale is huge and high specialized labor division. If expatriating in overseas can get promotion, employees will accept expatriate. In the organization aspect, if enterprises can focus on individual career plan and organizational career management, it can meet employees' needs and it also can take advantages in individual and organization. We select the employees in the high tech industry in Taiwan as our sampling subjects and send questionnaires to them to collect data. Send 1000 questionnaires, and effective questionnaires are 336 questionnaires. After that, this research uses regression methods to explore the relationships among all of them, and understand the forecasting abilities of variables. The regression analysis results of this study are as follows: 1.Individual career plan influences willingness to relocate significantly. 2. Organizational career management influences willingness to relocate significantly. 3. The correlation of individual career plan and the organization career management don't influence willingness to relocate significantly. Finally, this research not only understands the relation among individual career plan, organizational career management, and willingness to relocation, but provides the effective suggestion to promote the advantage of organization in high technological industry.

並列關鍵字

Individual Career Plan ； Organizational Career Management ； Willingness to Relocate

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