企業經營國際化已成趨勢,不管是到海外銷售拓展市場或是到海外設廠從事製造都是具規模企業必需面臨的課題,而跨國企業到海外設立公司或設廠,最直接面臨的就是外派人員的選擇及管理,人員的選、訓、任、用、免如何拿捏才能恰到好處,讓勞資雙方都能滿意,這會是影響外派任務成敗的主要關鍵。 本研究是針對外派人員的個人能力、企業的組織政策、海外適應及組織承諾進行各構面之相關研究,並運用SPSS 統計軟體進行敘述性統計、信效度分析、相關分析及迴歸分析等方法進行分析。 研究變數的資料蒐集是透過同學、同事、海外台商組織網絡關係轉發紙本問卷及透過網路問卷取得,共發出250份問卷,回收的有效問卷為132份,有效問卷回收率為52.8%。 主要研究結果如下: 一.外派人員的個人能力對海外適應性具有正向影響效果,但並未呈現顯著影 響。 二.企業的組織政策中,外派政策與組織支援機制對外派人員的海外適應具有正 向且顯著的影響。 三.外派人員的個人能力對組織承諾具有正向且顯著的影響。 四.企業的組織政策中,外派政策與組織支援機制對外派人員的組織承諾具有正 向且顯著的影響。
The globalization of business has certainly been a trend throughout recent years. As a result, some enterprises with certain scales face critical challenges not only in exploring the overseas markets, but also in establishing overseas production plants and facilities. The first issue for a multinational corporation in regard to setting up an overseas branch office or a production facility is the selection and management of the expatriates. The key point regarding whether a dispatched assignment will be successful or failure depends on how to draw up complete regulations for the management in terms of personnel selection, training, appointment, and even termination. The research will mainly focus on the relationship among personal capabilities, organizational policies, overseas adaptation and organizational commitment. Descriptive statistics, reliability and validity tests, correlation analyses, and regression analyses were conducted by means of SPSS. The research data was gathered by both paper and online questionnaires through classmates, colleagues, and overseas Taiwanese business organizations who have the expatriates experiences. In total, out of 250 questionnaires, 132 valid questionnaires were received. The response rate was 52.8%. The main results of the research are indicated below: 1. The positive influences of expatriates’ personal capability on expatriates’ overseas adaptation was not supported. 2. Expatriate policies and organizational support systems have a positive and significant influence on the overseas adaptation of expatriates. 3. The personal capability of expatriates has a positive and significant influence on organizational commitment. 4. Expatriate policies and organizational support systems have a positive and significant influence on organizational commitment.