生涯定向對女性員工外派意願之影響－以家庭因素及組織外派資源為干擾變項

過去研究外派議題，大都以男性或有外派經驗者為研究對象，極少以女性員工為研究對象，且大都著墨在人格特質與組織支援對外派意願、績效與外派適應的影響，未有同時以家庭因素與組織外派資源加入作為干擾變數。故本研究欲以女性員工為對象，探討生涯定向對女性員工外派意願之影響，同時探討家庭因素及組織外派資源的干擾效果。本研究實證結果顯示：(1)不同生涯定向的女性員工其外派意願亦不同，對較重視自主性、創造性及技術性者，其外派意願較高；(2)家庭因素與組織外派資源的提供會影響女性員工之外派意願，但家庭因素與生涯定向交互作用結果並不會顯著影響女性員工之外派意願，而(3)組織所提供之外派資源只對重視技術性之女性員工有正向的影響。

關鍵字

生涯定向；外派意願；家庭因素；組織外派資源

並列摘要

Most of the previous researches with regard to the issue of expatriate were using the male or expatriate-experienced as the research object, and the female workers were rarely studied. And most of the previous researches focused on the impact of personality traits and organizational support on aspirations of the expatriate, performance and expatriate adaptation only. Family factors and organizational expatriate resources were not used as a moderating variable in the research model. This study is trying to use female employees as the research object to explore the impact of career orientation on the expatriate willingness of female and the moderating effect of family factors and organizational expatriate resources. The empirical results of this study show that, (1)The different expatriate willingness of female employees resulted into different career orientation. Female employees who emphasize more on autonomy, creativity, and technology have more willingness for expatriate. (2)Family factors and the provision of organizational expatriate resources have impact on the expatriate willingness of female workers. But, the result of interaction between family factors and career orientation would not have significant impact on the expatriate willingness of female workers. (3)The expatriate resource supported by organizations has significant positive impact on female workers who emphasize on technology.