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題名:台灣企業國際人才管理與雇主品牌關係之研究
作者:楊立新
作者(外文):Lih-shing Yang
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
指導教授:趙必孝
學位類別:博士
出版日期:2013
主題關鍵詞:人力資本運用國際人才留任國際人力資本管理雇主品牌國際人才管理human capital leverageglobal talent retentionglobal human capital managementemployer brandingglobal talent management
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隨著全球經濟快速擴張與國際化的發展,促使全球企業更重視人才跨越國界的管理。同時,各國企業也透過提供優渥的薪資及福利,積極吸引或留任國際人才。例如:透過運用國際人才可獲取頂尖科技技術和知識或透過國際人才與本國人才間的交流合作提升本國人才的國際化能力等。本研究希冀藉由實務訪談、文獻探討與實證研究分析,以人力資本管理的觀點探討雇主品牌、國際人力資本與國際人才留任三構面的關係。經由3家公司的質化研究與111位國際人才樣本的量化研究之結果發現,雇主品牌會透過國際人力資本管理的中介作用,影響國際人才留任。本研究不僅在學術上建構國際人才管理之整合性模型外,於實務意涵亦能對全球各跨國企業的人才管理增添進一步的助益。
With the rapid expansion of globalization in recent years, MNCs pay more attention to the international talent management. Meanwhile, MNCs actively attract and retain global talents by providing superior compensation and benefits. For instance, leveraging global talents is good way to obtain top technology and knowledge. One way to enhance local talents’ internationalized competence is execution the exchanges and cooperation among global talents and local talents. According to human capital management perspective, this research ivestigates the relationship between employer branding, global talent management and retention by interviews, literature review and empirical analysis. According to 3 companies’ qualitative research and 111 global talent samples’ quantitative research, we find that employer branding has the positive effect on global talent management through the mediating of global talent management. As the result, our research contributes to build a global talent management integrative framework and provides some insights for MNC’s global human resource management practices.
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