生涯定向、回任管理與外派意願相關性分析

The Relationships among Career Anchor, Repatriate Management and Expatriate Willingness

羅智瑋(Chih-Wei Lo)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2009年)

https://doi.org/10.6840/cycu200900818

摘要

隨著產業不斷的外移加上近年台灣國際貿易活動的頻繁，企業紛紛拓展其事業經營版圖。外派人員的甄選及培養往往需耗費公司許多時間及資源，而台灣許多企業並未做好回任管理，使得外派人員的回任管理只淪為表面形式，造成外派人員深感挫折、工作士氣低落，進一步造成回任人員留任率低，無形中對企業而言，更是資源的浪費及茲糧於敵的人才耗損。故本研究欲探討員工個人的「生涯定向」如何影響其外派意願及公司的回任管理制度是否對員工外派意願造成衝突。期望能為未來企業甄選外派人員提供另一種觀點。
而實證研究發現，員工生涯定向較偏重「創造性」、「管理性」和「技術性」之員工其外派意願較高；生涯定向較偏重「安全性」之員工因其重視工作保障及地區安全，故其外派意願低。而在公司回任管理制度上，回任管理包括：「前程規劃與發展」、「支援系統」、「回任準備及訓練」、及「薪酬報償」等回任制度。當員工認知到公司回任管理制度越完善，員工的外派意願也越高。而重視生涯定向「技術性」之員工，希望回任後能發揮其國外所學的技能，故特別重視公司的回任管理制度的安排，希望能有機會利用其所學之一技之長為公司創造更大的競爭力。

關鍵字

派遣任務 ； 外派意願 ； 回任管理 ； 生涯定向

並列摘要

With the constant outbound relocation of industry and the frequent international trade activities in Taiwan recently, the industry develops its territory of business operation numerously. The selection and cultivation of outbound staff usually take a lot of time and resources of the company. However the industry in Taiwan doesn’t do well in management of repatriate staff. The management of the outbound returned relocation staff is just a false appearance. Therefore the outbound repatriate staff will deeply feel frustrated and discouraged at work. It will make the repatriate staff unwillingly retain their posts. Thus it is the waste of resources and the talents’ consumption that it seems to be the assistance for the enemy to the enterprise. Thus this research is to explore how the staff’s personal “career anchor” influences their intention to go outbound and whether the repatriate management system causes conflict among the staff’s outbound willingness. Hopefully it can offer another viewpoint for the future enterprise to select outbound staff.
We find through empirical study that those employees who put more stress on creativity, managerial and technical will have more willingness to go outbound and those who emphasize stability will have low willingness to go outbound due to their stress on work insurance and local safety. The repatriate management in the company includes the repatriate systems includes “future plans and development”, support system”, “repatriate preparation and training” and “pay and reward”. The more complete and perfect repatriate management the staff knows about their company, the more willingly they will go outbound. Those technical employees who put more stress on career anchor hope to develop their skills learned abroad after they return to the company. Therefore they especially think highly of the repatriate management arranged by their company and hope to make good use of what they learn to create more competitive power for their company if they have chances.

並列關鍵字

expatriate willingness ； repatriate ； career anchor

參考文獻

2. 田文彬，2003。台灣歷年海外派遣管理研究分析，人力資源管理學報，第三卷，第三期。第1-25頁。

12. 徐翊瓊，2005。組織策略及組織特性、生涯定向與員工工作態度之關聯性分析。私立中原地學企業管理研究所碩士論文。

14. 張紹勳，1999。企業員工生涯定位、工作滿意與組織效能之研究－以資訊電腦業為參考組，管理評論，第十八期，第二卷。

30. 趙必孝，1998。我國企業駐外回任人員的人力資源管理與組織投入因果關係之研究，管理學報，第十五卷，第三期，第473-505頁。

7. 林佩芬，2001。派駐大陸管理人員生涯規劃之研究。國立台灣師範大學工業科技教育研究所碩士論文。