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題名：國際企業員工內部流動對工作承諾影響之研究
作者：蘇奉信
作者(外文)：Feng-Hsin Su
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：謝安田
學位類別：博士
出版日期：2004
主題關鍵詞：內部流動；工作承諾；國際企業；internal mobility；work commitment；international business
原始連結：連回原系統網址new window
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本研究問題是探討員工內部流動(internal mobility)與工作承諾(work commitment)之關係，由於內部流動與員工之留任及生涯發展有關，而工作承諾之高低亦反映潛在組織人力資源流失之危機。因此，兩者之關係有必要進一步釐清。本研究之目的為擴充員工內部流動與工作承諾之理論知識，並驗證員工內部流動與工作承諾間之關係及國家經營文化之影響。故以不同國家經營文化之員工為樣本，以探究員工內部流動在不同國家經營文化下對工作承諾是否產生干擾。另亦將探究，是否整合多重構面之工作承諾量表較單一或少數構面之工作承諾量表，更能有效預測工作行為與結果。
本研究是透過郵寄問卷(questionnaires survey)的方式，總計共發出580份問卷，總共回收問卷272份，扣除作答不完全的問卷72份，有效問卷共計200份，有效回收率為34.5%。
本研究發現，員工內部流動之三種類型中，僅平調對工作承諾具有負相關並達到統計上的顯著水準，是所有員工內部流動之類型中解釋力最強的。員工內部流動對工作承諾有負相關之影響，只在低流動群才顯著。而平調與工作承諾則在高流動群時呈現負相關。此結果與過去研究之結論亦不相同。而國家經營文化對員工內部流動與工作承諾間之關係的干擾效果則並不顯著。 根據研究發現，本研究更進一步探討內部流動之晉升、平調及降調對工作承諾之意涵，並提出後續研究及管理應用之建議。
This study empirically examines the relationship between emp-loyees'' internal mobility and work commitment of international business. In addition, this article speculates that national business culture moderate the association between employees’ internal mobility and work commitment. One of the purposes of this article is to explain their relationship. Another purpose is to construct a multidimensional scale for measuring employees’ work commitment. The main hypotheses are that the relationships between those two variables are negative and are moderated by the national business culture.
An analytical approach of methodology is applied to analyze the parsimonious relationship by the cross-sectional survey. The samples used for this study consisted of full-time employees from northern Taiwan’s private international enterprises. Of the 580 surveys distributed, 272 were returned. Deducting 72 questionnaires that contained missing data and were unsuitable, 200 were deemed valid samples and represented a response rate of 34.5%.
Results indicate that only lateral move of the three types of employees’ internal mobility is significantly negative related to the work commitment. The moderating ef-fect of the international business culture of the employees on the relationship between internal mobility and work commitment is not significant. The managerial implications of the findings are discussed and recommendations for future research are provided.
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