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題名:美日在台子公司海外派遣負責人資歷對子公司經營績效影響之研究-兼論組織文化之干擾作用
作者:陸春霖
作者(外文):Chun-Lin Lu
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
指導教授:林彩梅
學位類別:博士
出版日期:2001
主題關鍵詞:海外派遣負責人子公司經營績效組織文化第一文化第二文化第三文化Chief Expatriate Referencesubsidiary’s performanceorganization culturefirst culturesecondary culturethird culture
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本研究探討海外派遣負責人資歷三構面與子公司經營績效利潤率與銷售成長率二構面之影響。採取調查人員親自拜訪204家公司,回收有效問卷201份,排除控制變數具有獨特性的技術及福利之樣本16份,總計樣本數185份。
本研究目的有下列幾項:一、探討海外派遣負責人資歷對其子公司經營績效之影響。二、探討多國籍企業子公司組織文化對海外派遣負責人資歷與其子公司經營績效影響之干擾作用。三、探討美日多國籍企業子公司組織文化與海外派遣負責人資歷對其子公司經營績效影響之差異。
本研究結果發現除了經驗對利潤率沒有影響之外,其它構面對經營績效利潤率與銷售成長率二構面都有顯著性影響。至於干擾變數組織文化第一文化、第二文化與第三文化對本研究自變數與應變數不產生影響,可是卻有預測解釋效果。
美日兩國比較,驗證兩國除了訓練之外其餘均具有顯著性差異。本研究意外發現兩點:一為多國籍企業海外派遣負責人高中學歷已不被考慮,另一為美日兩國同時出現第一文化不重視訓練,相對第三文化卻非常重視訓練。
This study explore the effect between chief expatriate three dimension and subsidiary’s performance two dimension. Using face to face survey for 204 company, total available questionnaire are 185.
This study reach three purposes as follows: 1.Explore the effect upon subsidiary’s performance by chief expatriate. 2.Explore the intervening effect between multinational enterprise organization culture, chief expatriate’s reference and subsidiary’s perfor- mance.3.Explore the difference of multinational subsidiary’s organization culture, chief expatriate’s reference and subsidiary’s performance between U.S company and Japan company.
The result of this study find only chief expatriate’s experience no influence on profit rate, the other factors all have significant influence on profit rate and sales growth rate. As to intervene, first culture, secondary culture, third culture have no influence on I.V and D.V but has prediction and explanation power to this research.
After compare U.S with Japan company, except training this study demonstrate all the other factors has significant difference. Without expectation, this research also find two facts: 1. The chief expatriate’s education background are all university or above. The junior high school already not to be considered. 2.U.S company and Japan company both show out the facts that first culture ignore training but third culture extremely pay attention to chief expatriate training.
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