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題名:海外派遣主管之異文化適應力對經營績效影響之研究
作者:劉莉玲 引用關係
作者(外文):Liu, Li-Ling
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:2003
主題關鍵詞:外派適應力外派經營績效教育程度多國籍企業經營管理文化expatriate adjustmentexpatriate performanceeducation levelMNE managerial culture
原始連結:連回原系統網址new window
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本研究問題主要探討外派主管異文化適應力對主管經營績效之影響,因為此關係至今尚無定論,而此關係似乎又受到多國籍企業經營管理文化差異及管理人員教育程度影響,其影響情形為何?為本研究所欲釐清之問題。本研究採用調查法,透過郵寄問卷(questionnaires survey),母體為中美日跨國企業所聘雇之台籍外派主管。共寄發1000份問卷600家具MNE業務能力公司。共回收558份,去除無效問卷27份,有效問卷為531份,回收率為56%。
研究結果發現,外派主管異文化適應力與經營績效呈現正相關;外派主管異文化適應力三個構面(一般適應力、互動適應力與工作適應力)與外派主管經營績效三個構面(環境績效、特定績效與工作績效)間的關係,分別呈現正相關。有關干擾變項,外派主管教育程度對於外派主管異文化適應力與經營績效間之干擾關係則獲得支持,代表此干擾變項對於外派主管經營績效確實具有預測解釋效果。至於MNE不同經營管理文化差異對外派主管異文化適應力與經營績效之干擾效果,則發現美式MNE外派主管異文化適應力對經營績效影響程度最大,中式MNE次之,日式MNE最小。而美式MNE外派主管教育程度越高時,增強外派主管異文化適應力對經營績效的正向影響最大,日式MNE次之,而中式MNE則可能因為傳統觀念與成本考量,認為外派工作不一定需要高學歷者擔任,因而呈現外派主管教育程度越高,負向干擾外派主管異文化適應力對經營績效的影響。
This study empirically examines the relationship between expatriate manager cultural adjustment and expatriate performance. In addition, this paper speculates that education level moderates the relationship between cultural adjustment and expatriate performance as perceived by expatriate managers.
The research questions of this paper desire from the existing literature on the relationship of expatriate managers’ cultural adjustment with expatriate performance and the moderating effect of managers’ education and MNE managerial style to the relationship of expatriate managers’ cultural adjustment on expatriate performance. The methodology used an analytical approach to analyze the parsimonious relationship by the cross-sectional survey.
The data is derived from questionnaire completed by 1000 Taiwanese expatriate managers. They were asked about their levels of general adjustment, interactive adjustment, job adjustment, contextual performance, specific performance, and task performance. Overall, 600 MNE firms completed at least one questionnaire from their expatriate managers (a total of 558 questionnaires); of these, twenty-seven were unusable because they were incomplete. A further 531 completed questionnaires were returned by contact-employees (56% response rate).
Finally, the results indicate that expatriate manager cultural adjustment is positively related to expatriate performance. In addition, the author speculates that education level of expatriate manager moderates the relationship between expatriate adjustment and expatriate performance as perceived by expatriate managers. These hypotheses were supported by the empirical data.
On the other hand, we found that different MNE managerial culture moderate the relationship between expatriate manager adjustment and expatriate performance. U.S. MNE expatriate manager adjustment affects the expatriate performance. This is especially marked in the case of American MNE’s; less in the case of Chinese MNE’s; and least of all in Japanese MNE’s. Managers’ educational level had varying effects on Americans, Japanese and Chinese. The higher educational level of American managers, the stronger effect of adjustment on performance. This is less true of managers in Japanese MNE’s. In the case of Chinese MNE’s, there is a negative correlation between level of education and the effect of cultural adjustment on performance for the traditional concept and cost down. These hypotheses were partly supported by the empirical data.
The contribution of this paper has two aspects. The theoretical: the paper can answer the research problem. The practical: this paper can offer insights into expatriate manager cultural adjustment could enhance the expatriate performance.
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