國際企業外派員工之人格特質、跨文化訓練、跨文化調適與工作績效關係模式之研究---以美商在台子公司為實證

A Study of the Relationship Model among Personality Traits, Cross-Cultural Training, Cross-Cultural Adjustment and Job Performance of the Expatriates of International Business---An Empirical Study of U.S. subsidiary in Taiwan

陳碧宗(Pi-Tsung Chen)

指導教授 ： 李元墩

共同指導教授 ： 王正華

長榮大學/管理學院/經營管理研究所(博)/碩士(2006年)

摘要

摘要
由於今日快速變遷，企業環境的高度競爭已經引起國際性派遣逐漸增加數量的策略需求。在過去20年來，外派人員成為國際企業的潛在競爭優勢，所以如何吸引及保有優秀外派人員是國際企業急需面對之課題。人格特質會影響跨文化訓練與跨文化調適之間的關係，此外跨文化訓練會影響跨文化調適，並且跨文化調適也會影響外派人員的工作績效。故本研究之目的乃在探討人格特質、跨文化訓練、跨文化調適與工作績效之關係與整體模式的配適度。
之後，本研究針對在台灣美商外派人員為施測對象，共發出804份問卷，有效回收135份。並以信度分析、變異數分析、t檢定、Pearson相關、複迴歸分析、層級迴歸分析及線性結構關係模式(LISREL)來驗證本研究之假設。本研究主要結論有以下六點：1.跨文化訓練與跨文化調適之間有顯著正相關，且跨文化訓練對跨文化調適具有顯著正向影響。2.跨文化調適與工作績效之間有顯著正相關，且跨文化調適對工作績效具有顯著正向影響。3.跨文化訓練與工作績效之間有顯著正相關，且跨文化訓練對工作績效具有顯著正向影響。4.人格特質在跨文化訓練與跨文化調適之間有顯著的干擾作用。5.跨文化調適在跨文化訓練與工作績效之關係上有顯著的中介變項效果。6.整體關係模式具有良好之配適程度。最後就本研究之結論與實務意涵做深入探討，根據研究結果提出實務應用與對後續研究之建議。

關鍵字

人格特質 ； 跨文化訓練 ； 跨文化調適 ； 工作績效 ； 在台灣美商外派人員

並列摘要

Abstract
Toady’s rapidly changing, highly competitive global business environment has created a strategic need for increased numbers of international assignments. During the past two-decade, expatriates represent a potential competitive advantage for international business. Therefore, how to attract and to keep excellent expatriates are the urgent subject for international business have to face. Personality traits may affect the relationship between cross-cultural training and cross-cultural adjustment, furthermore cross-cultural training may affect cross-cultural adjustment, and cross-cultural adjustment may also affect expatriate job performance. So the purpose of this research is to explore the relationship among personality traits, cross-cultural training, cross-cultural adjustment and job performance, and inspect the fitness of model in this study.

Then, this research takes American expatriates in Taiwan as subjects. There are 135 questionnaires effectively returned among 804 questionnaires distributed. Using reliability analysis, ANOVA, t-test, pearson analysis, regression analysis, hierarchical regression analysis, and LISREL analysis is to identify the hypothesis of this research, and there are four main conclusions are obtained：(1) Cross-cultural training is positively related to cross-cultural adjustment, and cross-cultural training has significant positive influence on cross-cultural adjustment. (2) Cross-cultural adjustment is positively related to job performance, and cross-cultural adjustment has significant positive influence on job performance. (3) Cross-cultural training is positively related to job performance, and cross-cultural training has significant positive influence on job performance. (4) Personality traits have an obvious and interfering influence on cross-cultural training and cross-cultural adjustment. (5) Cross-cultural adjustment has significant intervening effect on the relationship between cross-cultural training and job performance. (6) In this study, the fitness of the model is good. Finally, this summary makes the deep discussion on the conclusion of this research, and offers some suggestions about business practice and further research.

並列關鍵字

personality traits ； cross-cultural training ； cross-cultural adjustment；job performance ； the expatriates of U.S. subsidiary in Taiwan

參考文獻

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