- 學位論文
生涯承諾與外派適應歷程之初探
Career Commitment and Expatriates' Adjustment Process: An Exploratory Study
摘要
在全球化浪潮的影響下，台灣有越來越多的企業在海外成立據點，或為了降低成本建立產線、或為了擴大市場增加海外分店，海外派遣人員需求增加的趨勢仍然持續。目前學術上對於外派適應的研究多為量化的方式，僅能探討變數與外派適應是否有關，難以捕捉兩者之間是如何影響，為補足研究缺口，本研究欲探討外派人員在外派適應過程中，外派人員如何面對挫折並克服困難，並以多變生涯理論解釋之。 研究採取比較個案研究法，挑選5位外派人員進行半結構式的深度訪談，經過彙整逐字稿以及分析後，本研究發現：（1）生涯承諾明確、有清晰外派動機的人，在外派適應上會有比較好的表現，遇到困難時較能正面積極、解決問題。（2）生涯承諾明確、有清晰外派動機的人比較不需要組織支援，他們能獨立自主、自己找方法解決問題。（3）有別於用職位、薪水來衡量成功，現代人更重視「心理」層面的成功，可能是自身的成長、或是生活上身心靈的富足、亦或是工作上的成就感。 整體而言，本研究透過多變生涯理論解釋了外派人員在面對相同困難時，為何會有不同的反應，拓展了理論的應用範疇，也在實務上，對公司或是外派者本身，有了評估員工是否適合外派的一個脈絡準則。
並列摘要
With the trend of globalization, there are more and more enterprises in Taiwan setting up their subsidiaries either for cost-down or for expanding overseas markets. The demand for expatriates is continuing. Most of the academic research about expatriates’ adjustment is quantitative and can only discuss whether the variables are related rather than how the variables affect. In order to complement the lack of research, the purpose of this dissertation is to explore how do expatriates face frustrations and to explain it by Protean Career Theory. Through qualitative analysis of interviews with 5 expatriates, the dissertation provides three major findings. First of all, the one who has clear career plans and motivation can solve problems with positive attitude when confronting difficulties. Secondly, the one who has clear career plans and motivation needs less supports from the organization, he/she can find solutions on his/her own. Thirdly, employees focus on psychological success such as the fulfillment of hearts or the sense of accomplishment rather than positions or wages nowadays. To sum up, this study explains the reason why expatriates have different reactions when confronting the same difficulties through Protean Career Theory. The results may contribute to the employers and the employees to evaluate whether or not a person is suitable for dispatching.
參考文獻
延伸閱讀
- 王重仁、陳心懿（2021）。斜槓人生：多元職涯態度工作者之職涯適應力、職涯滿意度與專業承諾間之研究。商略學報，13(3)，219-234。https://doi.org/10.3966/207321472021091303004
- 劉香蘭（2018）。社工生涯之階段變遷：新手社工督導者之實務架構。台灣社會工作督導學刊，()，77-105。https://www.airitilibrary.com/Article/Detail?DocID=P20190814003-201812-201908140001-201908140001-77-105
- 黃奕偉（2015）。生涯轉換歷程中的意義建構－以成就觀為例的華人生涯輔導理念初探。輔導季刊，51(4)，39-49。https://www.airitilibrary.com/Article/Detail?DocID=19966822-201512-201601130012-201601130012-39-49
- 張美燕、陳威有（2015）。The Effects of Overseas Adaptation and Competence of Expatriate Managers on Job Performance。全球科技管理與教育期刊，3(1)，53-81。https://doi.org/10.6617/GTME.2015.3.1.53
- 諸承明、羅智瑋、梁成明、羅新興（2011）。A Study on the Relationships among Career Anchors, Repatriate Management, and Expatriate Willingness。中原企管評論，9(2)，29-53。https://doi.org/10.30104/CYMR.201108.0002