企業派駐中國大陸人員適應因素與工作績效關係之研究：以某知名網路通訊電子製造大廠為例

A Study of Adaptation Factors and Performance of Corporate Expatriate Stationed in Mainland China ~ Taking A Electronic Manufacturer in Network Communication as an example

林進盛(Chin-Sheng Lin)

指導教授 ： 李弘暉

元智大學/管理學院/管理研究所/碩士(2006年)

摘要

台灣對於大陸貿易的倚賴與投資程度，與年俱增。此時，如何藉由派外人員來有效延伸母國企業對大陸地區的人力資源管理，是目前台商普遍所需面臨的重大挑戰。雖然中國大陸與台灣有著同文同種的歷史淵源，但隨著歷史變遷以及兩岸分隔治理數十年下，無論是在政治、經濟、教育…等外在社會環境的發展上，對於派駐人員管理的差異情形亦不同於其他國家的派外人員。而在派外過程中，派外人員的適應情形與工作績效，是否受到適應週期以及派外人員本身人格特質所影響，則有待進一步的探討。因此本研究之目的如下：一、探討企業派外人員派駐中國大陸過程中的適應情形。二、探討企業派外人員派駐中國大陸適應情形與工作績效間的關係。三、探討企業派外人員派駐中國大陸在人格特質與適應週期中，對適應情形與工作績效的關係。本研究以半結構式問卷及目的性抽樣方式，訪談個案M公司派駐大陸東莞廠之台籍幹部，經彙總分析後，主要研究結果如下：
一、企業遴選外派人員時，主要考量為派外前、後之工作內容關連性以及個人過去經驗。
二、個案公司大多採用「實地經驗模擬訓練」來作為派外任務之前期準備與訓練方式，然此一未經設計配套內容的訓練模式，並未能有效降低人員派外後之適應困擾。

三、派外人員在不同的適應階段會有不同的適應因素產生，以個案公司而言，外派人員在派駐後的「蜜月期」與「文化衝擊期」中，較易產生對生活、工作與家庭上之適應困擾，而在第三階段之「調適期」中，文化與工作困擾則是該時期最主要的困擾因素，但隨著時間拉長，前述三項適應困擾均呈顯著下降之趨勢。到了第四階段「熟悉期」時，文化適應則呈現相反之情況，即時間愈長，文化適應困擾之情況呈現顯著增加。
四、對照個案公司外派人員外派前後的適應因素與適應情況，可得知派外人員對於適應因素困擾之預期與實際認知產生相當大之落差。尤其是在文化、生活與工作方面，派駐後所產生之困擾遠比外派前之預期高出許多。兩岸雖屬同文同種，但在個案公司中所呈現出之結果，文化適應反而是最容易被派外人員及企業所忽略的。
五、以廣泛之人格特質而言，的確與派外人員之適應狀況與工作績效有所關聯。

關鍵字

派外人員 ； 適應因素 ； 適應週期 ； 工作績效

並列摘要

The trade reliance and investment of Taiwan to Mainland China is growing year by year and extending the human resources management of the parent company to the setup in Mainland China effectively through the deployment of expatriates is becoming a vital challenge to Taiwan investors in China. While there is no essential difference in culture and in race between Taiwan and Mainland China, with the historical change and the separated governance for past 60 years or so, the social externalities in political, economic and education are constituting a challenge to the expatriates from Taiwan, not very far from those of other countries. During the period of dispatch, the adaptation to the job and performance of job may be affected by the duration of adaptation and personality characteristics of the expatriate. They are open for further study. Hence the purpose of the Study is focused on: 1) Adaptation of corporate expatriate in Mainland China; 2) The relationship between the adaptation in Mainland China and performance of the corporate expatriate to Mainland China and 3) the relationship between personality characteristics and adaptation duration and the job performance and the adaptation to the environment .
In this Study, a semi-structural questionnaire and purported sampling method are adopted in interviewing Taiwanese Staff in Dongguan plant of M company. After collection and sorting as well as analysis, the major findings of the Study are as the following:
1. The main considerations of a company in selecting expatriates are the relationship between the job before and after expatriation and previous experience of the candidate.
2. The subject company prepares and trains the expatriates mostly in Simulating Training with Site Experience. However, this training mode, without being designed and packaged, had failed in effectively reducing the adaptation trouble of expatriates.
3. Expatriates have different adaptation factors during different period of adaptation. In the case of the subject company, the expatriate is prone to life, job and family disturbance in adaptation during the so-called Honeymoon period and Culture Impact period. During the 3rd period of Adaptation period, cultural and job disturbance are the major troubling factors. With elapse of time, those adaptation troubles demonstrate significant dropping trend. However, during the 4th period, the Familiarization Period, the trouble in cultural adaptation reverted, i.e. the cultural adaptation trouble grows with the elapse of time in a significant level.
4. When comparing the adaptation factors and adaptation realities of the expatriate of subject Company, it is noted that there are wide gap between the expected adaptation trouble factors and the learned trouble in adaptation. This is particularly true in culture, life and job, which showed much higher trouble that expected when they are actually expatriated. Despite that the cultures and human races at both sides of the Strait are basically the same, yet the findings in the study of the subject Company indicates that Cultural Adaptation is the most ignored problem by both the expatriate and the company.
5. In the broad sense of personality characteristics, it does relate to the adaptation and performance of the expatriate.

並列關鍵字

Expatriate ； Adaptation Factor ； Adaptation Cycle, ； Performance

參考文獻

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