家庭因素對其工作績效之影響－以海外派遣人員為例

The Effect of Family Factors on Expatriates' Job Performance

李鴻文(Hung-Wen Lee) ； 劉慶湘(Ching-Hsiang Liu) ； 許哲昌(Che-Chang Hsu)

《經營管理論叢》 4卷1期 (2008/06) Pp. 25-41

https://doi.org/10.6872/OMR.200806_4(1).0003

摘要

隨著全球化的趨勢，企業紛紛擴張其海外市場，在海外子公司陸續成立下，海外業務的營運便開始扮演重要的角色；然而企業最先遭遇的問題，便是如選派合適的人才，以維持海外業務的運作，母公司最常使用的方法，便是將其母公司內有經驗的員工，派遣至海外子公司，一方面協助海外任務的進行，同時更代表母公司從事監督控制的任務。本研究以中國石油股份有限公司派遣至大沙烏地阿拉伯地區（包括沙烏地阿拉伯以及卡達）之海外派遣員工為研究對象，以多元迴歸進行問題探討。研究發現海外派遣人員之家庭支持、及家庭適應力對其工作績效有顯著之影響，但家庭溝通能力與其海外適應情形在統計上並沒有顯著關係。本研究除了了解海外派遣人員之家庭因素與其海外工作績效之間的關係，並提供有效的建議，以提升中國石油股份有限公司海外派遣人員之工作績效。

關鍵字

海外派遣人員 ； 家庭因素 ； 工作績效

並列摘要

With the rapid trend of Globalization, enterprises have expanded their oversea markets and established their subsidiaries over the world. However, the enterprises have faced the fist problem is to choose appropriate expatriates to maintain and operate their business overseas. Generally, enterprises usually send their experienced employees not only to assist the development of subsidiaries but also mentor the performance of subsidiaries. The objective of this research is the expatriates working for Chinese Petroleum Corporation in Greater Arabia area, including Arabia and Qatar. The quantitative method, multiple-regression, were employed in this study. The findings of this research are following. The relationships between expatriates' family support and job performance is statistically significant. The relationships between expatriates' family adaptation and job performance is also statistically significant. However, the relationship between family communication ability and job performance is not statistically significant. The researchers hope this study not only can realize the relationships between family factors and job performance of expatriates, but also provide effective suggestions to promote the performances of expatriates in CPC.

並列關鍵字

Expatriates ； Family factors ； Job Performance