外派職涯承諾、文化智商與自願外派中國意願之關聯：家庭及組織支持的調節效果

The Relationship between Personal-System Factors and Self-initiated Expatriates' Willingness Regarding Mainland China: Family and Organizational Support as Moderators

吳欣蓓(Hsin-Pei Wu) ； 陸洛(Luo Lu) ； 楊曉薇(Hsiao-Wei Yang) ； 林奇皓(Qi-Hao Lin)

《應用心理研究》 59期 (2013/12) Pp. 81-126

摘要

本研究目的在探討影響台灣全職工作者自願外派中國地區意願之因素。本研究以全職工作者為研究對象，並針對現階段赴中國地區發展性高的產業內組織進行問卷調查，主要集中在金融服務業、電子資訊科技業、製造業等，共發出640份問卷，有效回收數為598份，有效回收率為87.94%。結果發現，個人背景中，未婚、任主管職、年資淺者，自願外派中國意願較強。而個人系統因素中，外派職涯承諾以及文化智商越高者，自願外派中國意願也越強。家庭系統因素與組織系統因素的調節效果則發現，高度的組織支持則能夠強化具外派職涯承諾工作者的自願外派中國意願。

關鍵字

外派職涯承諾 ； 文化智商 ； 自願外派中國意願 ； 家庭支持 ； 組織支持

並列摘要

The aim of this research was to identify characteristics of employees who are willing to work in Mainland China voluntarily. To test hypotheses, we conducted a questionnaire survey among Taiwanese full-time employees in industries that have promising opportunities to enter markets in Mainland China, namely financial services, electronic information technology, and manufacturing. A total of 598 participants returned usable responses making the valid response rate 87.94%. The results showed that employees who were unmarried, holding managerial positions and those who had less work experiences would be more willing to work in Mainland China voluntarily. Furthermore, employees who had stronger expatriate career commitment and higher cultural intelligence had stronger self-initiated expatriate willingness. Finally, organizational support could strengthen the relationship between expatriate career commitment and self-initiated expatriate willingness.

並列關鍵字

expatriate career commitment ； cultural intelligence ； self-initiated expatriate willingness to Mainland China ； family support ； organizational support

參考文獻

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章英華編、傅仰止編()。,未出版。