- 學位論文
外派意願與外派效能之探討；以T公司為例
The expatriates' motivation and effectiveness; A case of T company
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摘要
在全球化、自由化潮流趨動下，跨國企業營運成長快速，在世界經濟的地位愈形重要。其中，全球跨國企業來自新興市場國家比重日趨上揚，競爭力亦大幅提升。近年來台灣企業積極擴大經貿觸角，強化跨國經營能力，已逐步在東亞地區，甚至全球建立起緊密的經貿網絡，具備迎接全球化世紀的競爭優勢。 本研究是以企業國際化發展各階段的外派政策、外派意願的影響因素、組織的支持機制等，再將外派意願從職涯發展的角度、母公司支援、回任適應來探討。並包含跨文化訓練與衝擊、薪酬水準、家庭因素等，予與一一討論。研究所設定的對象，是以個案公司外派大陸關係企業內功能性部門最高決策者，不同於以往研究上針對性別、教育別或產業別等等廣泛族群，故較不適合以問卷形式來收集一級資料。因此採用質性研究方法以深度訪談方式來進行個案研究探討。 本研究發現目前個案公司已進入第二段國際化初期的階段，由於此階段因企業的國際化程度還不夠，為了能在此階段更深化，個案公司對外派政策須再重視並強化以下三點: 1.提升外派工作動機2. 協助職涯發展規劃3. 強化文化適應力。 藉由分析個案公司外派大陸關係企業功能性部門人員，針對外派政策制度與支援、外派人員的角度、與其他公司的做法，從心理層面與對職涯規劃進行分析，本個案研究期望藉由研究的結果達到以下三個目的： 1.透過本個案研究結果期望協助跨國企業瞭解外派人員所面臨的問題。 2.從企業國際化階段的角度來討論個案公司與宏碁企業現階段的外派政策之關係，供相關人員參考。 3.透過本個案研究結果期望給予跨國企業對外派人員管理上之建議，進而提升其他外派人員之意願。
並列摘要
In the trend of global and freedom world, multi-national corporations business grow fast and are becoming more and more important. Emerging markets has taken a big part among these multi-national companies and its global competition is also dramatically increased. In these few years, Taiwan business are trying hard to broaden their economic and trading views and the ability running business in abroad. They have build up global web in East Asia, and even spread to the whole world, all preparations are to get the upcoming competitive and won more advantages. This study is a discussion of developing a national business and the affective factors on different stages of dispatching policy, willingness to go abroad and organization support and etc. After this, will discuss the dispatch willingness from a view of personal life career, head office support and adaptation after back from abroad. The study will also includes discussion of cross-culture training and culture shock, wages standard, family factor and etc. Here, we use case study to do deep death focus group interview, qualitative study, as our study method. The object we chose is mainly on the high decision-making supervisors. Now this case study company is stepping into its second stage of internationalization but it still is far not enough. Therefore, we suggest three points to them: (1) increasing more dispatch incentives (2) assisting to develop career life plans (3) enhancing culture adaptation Analyzing through the dispatch policy and support, the view of dispatch employees, the system of other companies, the psychology side and the career life plan, our study expects to achieve the following three purposes: 1.Helping to solve the problems of dispatch people met in abroad business. 2.From the view of internationalization stage of our case study company and Acer and provide references to those interested and involved in. 3.Giving useful and helpful advises to how to manage dispatch employees and increase their willingness.
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