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題名：我國派外經理人報償管理與報償滿足、派外意願關係之研究
書刊名：輔仁管理評論
作者：余明助 引用關係
作者(外文)：Yu, Ming-chu
出版日期：2005
卷期：12:1
頁次：頁121-145
主題關鍵詞：派外報償；報償公平認知；報償滿足；派外意願；Expatriate compensation；Perceived compensation equity；Compensation satisfaction；Expatriate willingness
原始連結：連回原系統網址new window
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  • 共同引用共同引用:62
  • 點閱點閱:18
本文旨在探討我國派外經理人的派外報償認知與報償公平的交互作用對報償滿足和派外意願的影響。透過169位派外經理人之問卷調查與資料分析結果顯示，不同派駐特性和派外地區之人員在派外報償、報償滿足、報償公平認知上具有部分顯著差異。此外，派外人員派外報償、報償公平認知對報償滿足與派外意願均有顯著正向影響，且在高報償公平認知下，愈強調福利措施提供有助於提高派外報償滿意；同時，愈重視津貼組合，並提供激勵性獎金，亦可提高派外意願。
The purpose of this study is to examine the effect of interactions between expatriate’s compensation package and compensation equity on compensation satisfaction and the manager’s willingness to stay in a foreign location. Through a series of mail survey of 169 expatriate managers demonstrated that expatriates assigned to the different positions and areas had a significant difference in terms of their expatriate compensations, compensation equities and compensation satisfaction. Additionally, the results also revealed that expatriate compensations, perceived compensation equities had a positive effect on payroll satisfaction and expatriate willingness. Finally, when the expatriate has higher perceived compensation equity, the MNCs should stress benefits system for the expatriation in order to create more payroll satisfaction. Similarly, MNCs should stress allowances and incentive bonuses for the expatriation to increase expatriate willingness.
期刊論文
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19.Turban, D. B.、Campion, J. E.、Eyring, A. R.(1992)。Factors Relating to Relocation Decisions of Research and Development Employees。Journal of Vocational Behavior，41，183-199。  new window
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21.Kerr, J.、Slocum, J. W.(1987)。Managing corporate culture through reward system。Academy of Management Executive，1(2)，99-108。  new window
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23.DeSarbo, W.、MacMillan, I. C.、Day, D. L.(1986)。Criteria for Corporate Venturing: Importance Assigned by Managers。Journal of Business Venturing，2(4)，329-350。  new window
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25.Heneman, H. G.(1985)。Pay Satisfaction。Research in Personnel and Human Resource Management，3，115-139。  new window
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28.Naumann, E.(1992)。A conceptual model of expatriate turnover。Journal of International Business Studies，23(3)，499-531。  new window
29.Moorman, Robert H.(1991)。Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?。Journal of Applied Psychology，76(6)，845-855。  new window
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會議論文
1.黃國隆(1995)。台灣派駐大陸之企業管理人員的生活適應。台灣與大陸的企業文化及人力資源管理研討會。  延伸查詢new window
學位論文
1.盧美月(1998)。大陸台商企業經理人工作滿意度之研究(碩士論文)。國立中山大學。  延伸查詢new window
2.李世彬(1996)。勞工福利與勞工工作意願關聯性之研究(碩士論文)。國立臺灣大學。  延伸查詢new window
3.廖佩名(1998)。臺灣企業派外人員薪酬管理之研究(碩士論文)。輔仁大學。  延伸查詢new window
4.蔡玲玉(1989)。薪酬管理制度與勞資關係氣氛之研究(碩士論文)。國立政治大學。  延伸查詢new window
5.陳裕棋(1997)。薪酬公平與工作態度關係之探討(碩士論文)。國立中央大學。  延伸查詢new window
6.柯元達(1994)。臺商派駐大陸經理人適應問題研究(碩士論文)。國立中山大學。  延伸查詢new window
7.林偉仁(1996)。資訊服務業技術人員薪酬滿足之研究(碩士論文)。國立中央大學。  延伸查詢new window
8.李德玲(1992)。企業員工對薪酬制度反應之研究(碩士論文)。中國文化大學。  延伸查詢new window
9.呂錦隆(1994)。台商赴大陸投資之人員派遣制度研究(碩士論文)。文化大學。  延伸查詢new window
10.蔡叔君(1988)。我國多國籍企業海外派遣人員人事問題之研究(碩士論文)。中國文化大學。  延伸查詢new window
11.顧鳳姿(1993)。資訊業駐外經理海外適應之研究(博士論文)。國立政治大學。new window  延伸查詢new window
12.諸承明(1995)。薪資設計要素與組織效能關係之研究：以組織特性與任務特性為情境變項(博士論文)。國立臺灣大學。new window  延伸查詢new window
圖書
1.Dowling, P. J.、Schuler, R. S.、Welch, D. E.(1999)。International Dimensions of Human Resource Management。CA：Wadsworth。  new window
2.趙必孝(1998)。國際人力資源管理理論與實證。台北：華泰書局。  延伸查詢new window
3.李長貴(1998)。績效管理與績效評估。台北：華泰公司。  延伸查詢new window
4.Martocchio, J. J.(1998)。Strategic Compensation: A Human Resource Management Approach。Englewood Cliffs, NJ：Prentice-Hall, Inc.。  new window
5.何永福、楊國安(1995)。人力資源策略管理。臺北：三民書局。  延伸查詢new window
6.Lawler, E. E. III(1981)。Pay and Organization Development。London。  new window
7.Nunnally, Jum C.(1967)。Psychometric Theory。McGraw-Hill。  new window
 
 
 
 
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