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  • 學位論文

外派人員主動尋求建議與組織支持對外派適應之跨層次研究—資源保存理論觀點

A Cross-Level Examination of Expatriate Advice-Seeking and Organizational Support on Expatriate Adjustment—Conservation of Resource Theory Perspective

指導教授 : 邱雅萍

摘要


隨著全球經濟的衝擊、競爭,跨國企業長期面對競爭激烈的環境,必須讓自身競爭力提升,才能生存下去。國際人力資源的議題也隨著全球化的發展逐漸受到重視,有著國際經驗的人力資源對於組織是無價的資產,而外派人員在執行任務期間會有文化上的衝擊與生活上須重新適應的問題,根據Haslberger(2008)研究顯示,外派人員適應與否會與其工作表現有密切關係,故對跨國企業而言,如何穩定外派人員在地主國的生活與工作表現也成為核心的課題,因為不管是任務失敗或是外派人員不適應導致的離職,對公司都是很大的損失,故跨國企業應找出能夠改善外派人員適應問題的因素,來避免任務的失敗。 本研究探討外派人員對地主國同事的知覺信任與知覺喜歡、主動尋求建議對外派適應的影響,也一併探討對地主國同事主動尋求建議對知覺信任與知覺喜歡與外派適應間關係的中介效果。此外,以跨層次分析的方式,探討母公司組織支持對外派適應之影響。經文獻探討,建立研究架構並提出研究假設。本研究發放網路問卷,共計回收108份個人有效問卷,30家跨國公司,個人有效問卷率75%,公司有效問卷率50%。 研究結果發現:外派人員對地主國同事的知覺信任與知覺喜歡對主動尋求建議有正向影響;外派人員對地主國同事的主動尋求建議對外派適應有正向影響;對地主國同事主動尋求建議對知覺信任及知覺喜歡與外派適應間有中介效果;母公司組織支持對外派適應無影響。根據研究結果,本研究將進一步討論及提出結論、實務意涵與對後續研究之相關建議。

並列摘要


With the impact of the global economy, multinational companies (MNCs) are always in the competitive environment. Therefore, MNCs have to increase their competitiveness for survive. The issue of international human resource is taken more and more seriously with the globalization development, so the human resource with international experience is worthy to MNCs. Expatriates will face the cross-culture shock and have to readapt to new environment and life. Furthermore, the international assignment performance is related to whether expatriates adjusted well or not. So how to make expatriates more easily to adapt to host country and stable their work performance are very important to MNCs. It is the huge cost to MNCs that the international assignment fails because expatriates don’t adapt to host country. Consequently, MNCs need to figure out the factor that will improve expatriate adjustment to avoid international assignment failure. The study explores impacts of expatriates’ perceived credibility and perceived likability of HCN coworkers and advice-seeking from HCN coworkers on expatriate adjustment; understands the relationship between organizational support and expatriate adjustment; and examines the mediating effect of advice-seeking on the relationship between perceived credibility and perceived likability of HCN coworkers and adjustment. The study uses HLM to analyze the relationship between organizational support and expatriate adjustment. By related literature review, we establish the research framework and propose hypothesis. The participants of the study were 108 expatriates in foreign subsidiaries and 30 MNCs which collected by internet and electronic questionnaires. The valid return rate for individual is 75% and for parent company is 45%. The empirical results are: (1) Perceived credibility of HCN coworkers is positively related to expatriates’ advice-seeking from them. (2) Perceived likability of HCN coworkers is positively related to expatriates’ advice-seeking from them. (3) Expatriates’ advice-seeking from HCN coworkers is positively related to expatriate adjustment. (4) Expatriates’ advice-seeking from HCN coworkers mediates the relationship between expatriates’ perceived credibility of HCN coworkers and expatriate adjustment. (5) Expatriates’ advice-seeking from HCN coworkers mediates the relationship between expatriates’ perceived likability of HCN coworkers and expatriate adjustment. (6) Organizational support from parent company is not related to expatriate adjustment. According to empirical result, this study proposes further discussions and suggestions for MNCs and further research.

參考文獻


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