知覺組織支持對外派留任意願之影響：工作安全感的調節角色

摘要近年來國人赴海外工作的人數持續增加，企業對外派人才的需求與國人對外派的意願已成為勢不可擋的成長動能，顯而易見，在全球化的市場擴張下，組織對外派人員的需求不斷成長，面臨了極大的競爭壓力與挑戰，而如何吸引潛在意願者或留住優良的外派人員，首先必須瞭解外派人員留任意願，然過去有關影響留任意願前因的研究，甚少探討知覺組織支持與工作安全感等方面。此外，利用上述構念來瞭解外派人員留任意願的形成過程更是闕如。據此，本研究以探討外派人員知覺組織支持對其留任地主國子公司意願的影響，並進而檢驗工作安全感對於前述關係所扮演的調節角色，期望能豐富化外派管理研究，並可作為台商外派管理之參考。本研究採用便利抽樣方式，針對台灣多國企業的海外分公司至少6個月以上的外派工作經驗者進行抽樣調查。根據資料分析結果，本研究獲得以下結論：（1）外派人員的財務知覺組織支持與職涯知覺組織支持越明顯，其留任意願越高；（2）當外派人員在低工作安全感之情況下，其職涯知覺組織支持對留任意願具有正向效果；（3）當外派人員在高工作安全感之情況下，其調適知覺組織支持對留任意願具有正向效果。綜合上述的研究成果與結論，本研究提出以下管理意涵：（1）對於多國企業經營者而言，管理舉措應與日俱進，在現今較為注重隱私與人性化管理的職場上，外派人員更加重視企業在薪資、升遷制度的透明化與市場競爭力；（2）企業管理階層如能適時予以員工重任與相對應職務，可提高工作黏著度；（3）對外派員工投注更多生活適應環節上的具體協助，則可提高其留任意願。

關鍵字

知覺組織支持；工作安全感；留任意願；外派人員

並列摘要

Abstract In recent years, the number of Chinese people working abroad has continued to increase. The demand for foreigners from companies and the willingness of Chinese people to send overseas have become unstoppable growth momentum. Obviously, under the expansion of the global market, the demand for foreigners from organizations continues to grow. Because of the great competitive pressure and challenges, how to attract potential willing or retain good expatriates must first understand the expatriate’s intention to stay. However, in the past research on the causes of the influence of the intention to stay, there is little discussion about the perceived organizational support, job security and other aspects. In addition, the use of the above constructs to understand the formation process of the expatriate's intention to stay is even more absent. Based on this, this research aims to explore the impact of expatriates’ perceived organizational support on their intention to stay in the landlord’s subsidiaries, and to examine the role of job security in regulating the aforementioned relationship. It is hoped that it can enrich the expatriate management research and can as a reference for the management of Taiwanese businessmen's assignments. This study uses convenience sampling to conduct a sample survey of overseas branches of Taiwanese multinational companies with at least 6 months of expatriate work experience. According to the results of data analysis, this study has the following conclusions: The more obvious the financial perception organization support and career perceived organizational support of expatriates, the higher their intention to stay; When expatriates have a low sense of job security Under the circumstances, the career perceived organizational support has a positive effect on the intention to stay; When the expatriate has a high sense of job security, the adjustment perceived organizational support has a positive effect on the intention to stay. Based on the above research results and conclusions, this research proposes the following management implications: For multinational enterprise operators, management measures should advance with each passing day. In today’s workplaces that pay more attention to privacy and humanized management, external Dispatch personnel pay more attention to the transparency and market competitiveness of the company’s salary and promotion system; If the management of the company can give employees important responsibilities and corresponding positions in a timely manner, it can increase job stickiness; Send more bets to foreign employees Specific assistance in life adaptation can increase their intention to stay.