國內產險業員工派外意願之研究

The Study of the Insurance Industry’s Employees Expatriation Willingness

周瑞祥(Ruei-Shiang Chou)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2011年)

摘要

1972年中國產物保險公司關島總代理處的設立，是臺灣產物保險業國際化海外發展的濫觴，臺灣產物保險業隨著政策的開放邁向國際。在設立海外據點的同時，也面臨海外設立據點後人才派任的問題，在2010年兩岸的關係發展進入了新的紀元後，臺灣產物保險業者登陸設立營業據點的腳步加快，在政策時程開放下，員工也同時面臨被派外至大陸工作的機會。本研究係以了解員工派外意願因素，提供產物保險業者在派外人員遴選與派外政策制定上之參考。
本研究就員工的人格特性探討報償管理與公司支援等影響派外意願因素重要性的認知，並以人口特性對於報償管理與公司支援等影響派外意願因素重要性認知上的差異進行研究。
本研究以問卷方式，將個案公司經理級以下員工做為調查對象，採便利抽樣，共計發出653份問卷，回收212份，剔除13份無效問卷，合計有效問卷198份，有效回收率30.32%。
主要研究發現：
一、 親和性、外向性、勤勉正直性與情緒穩定性特質員工和報償管理與公司支援具有高度正相關或正相關性。公司在設計報償管理機制與提供公司支援上對於上述特質員工均能產生吸引力，公司可思考對於上述特質員工在報償管理機制上與所提供的公司支援給予適當的增加來提昇上述人格特質特性員工的派外意願。
二、 學習開放性特質員工和報償管理及公司支援具有高度負相關或負相關。公司的報償管理機制與提供的公司支援對於學習開放性特質員工反而呈現出負相關，公司應思考其他方式來提升學習開放性特質員工的派外意願。
三、 女性比男性對於報償管理及公司支援在影響派外意願因素重要性上較為重視，可推論女性員工對於報償與支援比男性更為關心。不同職位對於報償管理及公司支援在影響派外意願因素重要性的認知上亦呈現顯著差異。碩士以上教育程度員工較高中職以下教育程度員工之派外意願程度高。

關鍵字

人格特質 ； 派外意願 ； 公司支援 ； 報償管理

並列摘要

The internationalization of Taiwan insurance industry was began by the establishment of Chung Kuo Insurance Company’s Guam office in 1972, which was under the government’s international policy. As the setting of overseas office, the company faced the problem of allocating employees overseas. However, employees of insurance companies have more opportunities to work in China as the improvement of the cross-straits relationship in 2010. The purpose of this study is to explore the factors of expatriate employees, and provide the suggestions of expatriate hiring and expatriate policy to insurance companies.

Based on the expatriates’ personalities, this study explores the factors that affecting expatriates, such as compensation management and corporate support. In addition, this study also explores the cognitive importance of demographic characteristics that affects the expatriates. The questionnaires were distributed to 653 respondents who were under the level of managers, and then 212 respondents replied. There were 13 invalid questionnaires, and 198 valid questionnaires. The respondent rate was 30.32%.

The findings are the following:

1. The relationship of personalities of agreeableness, extraversion, conscientiousness and emotional stability, compensation management and corporate support is significantly positive. The company should consider proper compensation management and corporate support policy to those expatriates with the four characteristics to raise their willingness of working overseas.
2. The relationship of personality of openness, compensation management and corporate support is significantly negative. The company should consider another way to raise the willingness of expatriates with openness characteristic.

3. Females consider the factors that affecting expatriates, compensation management and corporate support more than males do, because females care compensation and support more than males do. Different positions also has significant influence on the factors of affecting expatriates, compensation management and corporate support, and those who has masters’ degrees or above are more likely to work overseas.

並列關鍵字

personalities ； expatriates ； corporate support ； compensation support

參考文獻

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