多國籍企業員工的組織承諾：組織文化、高績效工作實務與經營團隊管理傾向之影響

國際化是今日大部分企業之發展趨勢，如何善用多國籍企業所在地的環境、文化、人才及制度，將影響多國籍企業經營與發展，此乃多國籍企業經營遠較一般企業困難之原因。尤其在人力資源管理方面，當企業在一個陌生的環境中經營，要能夠迅速了解並熟悉該地，當地員工就扮演著相當重要的角色，要如何去聘用及留住符合企業所需的當地人才，並取得員工之承諾，乃是多國籍企業營運必須考量的重點。因此，多國籍企業之經營除了應致力於「高績效工作實務」 (High Performance Work Practices， HPWPs)之外，「組織文化」的有效推導與應用亦可因此提昇員工對於企業及其相關工作任務的了解與認同，明瞭如何執行工作以促進企業發展，體認組織文化的價值性，並提昇對企業的承諾。多國籍企業經營的重點之一，就是要如何在全球佈局，也就是說經營團隊應如何拓展、經營全球的公司，當企業了解自身的願景與使命，並能夠有效面對全球環境的變化來作變革，是經營團隊在全球所要考量的依據；員工在此經營團隊「整體化傾向」下，對企業以及其經營團隊必能更具信心，進而提昇其「組織承諾」。本研究主要目的在瞭解多國籍企業中，組織文化、高績效工作實務、經營團隊之管理傾向如何影響員工的「組織承諾」。研究對象選擇在台之外商企業的員工。期望研究成果可作為多國籍企業提昇員工之組織承諾的策略參考依據。

關鍵字

組織承諾；組織文化；高績效工作實務；經營團隊管理傾向；多國籍企業

並列摘要

Today, internationalization is the trend of most enterprises. How to make MNE in the world able to develop effectively, make the best use of the local environment, culture, human resources and systems will impact on multinational business operations and development. It also makes MNE difficult than the general business. Particularly in staffing, local staff will play an important role to lead them understand and be familiar with the this environments quickly. It will be the focus and considerations of MNE to employ and retain local employee who meet the business needs and to achieve commitment with them. In addition to HPWPs, the organizational culture can also strengthen the employee understanding about task-related knowledge and how to implement the work to promote enterprise development and enhance employee recognition of the value of organizational culture and the enterprise. How to expand its management team and operate with global companies is the important things for MNE. Understanding their vision and mission and changing effectively to face the global environment are considerations of top management team to operate. With this globalization orientation of top management team, employee will have more confidence in the enterprises, as well as its top management team and enhance organizational commitment. The main purpose of this study is to understand how organizational culture, HPWPs and top management team orientation effect organizational commitment of employee in the MNE. I hope this study can be a consideration of strengthening organizational commitment in MNE.

並列關鍵字

Organizational Commitment ； Organizational Culture ； HPWPs ； Top Management Orientation ； MNE

參考文獻

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Allen, D., Shore, L. and Griffeth, R. (2003), The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, 29, 99-118.

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多國籍企業員工的組織承諾：組織文化、高績效工作實務與經營團隊管理傾向之影響

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