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題名：我國企業駐外回任人員的人力資源管理與組織投入因果關係之研究
書刊名：管理學報
作者：趙必孝 引用關係
作者(外文)：Jaw, Bih-shiaw
出版日期：1998
卷期：15:3
頁次：頁473-505
主題關鍵詞：人力資源管理；回任適應；期望滿足；工作角色特性；組織投入；Human resource management；Role characteristics；Repatriate adjustment；Repatriates met expectations；Organizational involvement
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(4) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:4
  • 共同引用共同引用:28
  • 點閱點閱:69
　　　　　本研究之目的乃在建構影想駐外之任人員之組織投入的因果關係架構，用以探討 如何藉由有效的人力資源管理，來提昇回任人員的正面工作角色特性與回任適應，並增加其 回任期望滿足，藉此可加強其對組織的投入。藉由我國企業103位駐外回任人員的實証研究 資料，本研究以多元迴歸分析和因徑分析驗証上述之因果模式。 研究結果發現我國企業對駐外回任人員在「前程規劃與發展」、「回任訓練與準備」、「薪 酬激勵」的實施程度並不理想；並且回任人員在工作角色的自主彈性上偏低，期望滿足也低， 因此在工作適應與組織投入上也不高。此外，當企業對回任人員重視其、「前程規劃與發展 」、「薪酬激勵」與「工作指派與考評」時，將使回任人員有較正面的工作角色特性（清晰 性、自主彈性、降低衝突），並增期望滿足；並且藉由工作角色特性的「自主彈性」與「降 低衝突」，以及「期望滿足」的增加，而造成對企業有較高的「組織投入」。同時，當企業 對回任人員重視「回任準備與訓練」與「工作指派與考評」時，也將透過對「工作角色特性 」；並藉由回任適應中的「工作適應」而增加其對組織的投入。總之，當企業愈重視對回任 人員的資源管理時，將增加其正面的工作角色特性、回任適應並增加其期望滿足，而帶來更 高的組織投入。藉由上述之結果，本研究對我國企業界提出數項有關人力資源管理建議。
　　　　　The purpose of this research is to develop a framework of organizational involvement of repatriates in the viewpoint of human resource management with an empirical study of 103 repatriates in Taiwanese companies, we found that human resource management have indirect causal effect on repatriates' organizational involvement through the mediate effects of role characteristics, repatriate adjustment and met expectations. Additionally, human resource management have the most total causal effects on organizational involvement among the all predictors. Base on the result, some suggestions about human resource management repatriates are proposed.
期刊論文
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23.Bluedorn, A. C.(1982)。A Unified Model of Turnover from Organization。Human Relations，35(2)，135-153。  new window
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25.Dolan, P. J.(1994)。Occupational Hazards: Culture Shock and Repatriation。Pennsylvania CPA Journal，65，20。  new window
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28.Forster, N.(1994)。The Forgotten Employees? The Experiences of Expatriate Staff Returning to the UK。Journal of International Human Resource Management，5(2)，405-425。  new window
29.Gregersen, H. B.、Black, J. S.(1990)。A Multifaceted Approach to Expatriate Retention in International Assignments。Group & Organization Studies，15(4)，461-485。  new window
30.Harvey, M. G.(1989)。Repatriation of Corporate Executives: An Empirical Study。Journal of International Business Studies，20(1)，131-141。  new window
31.Jones, G. R.(1989)。Socialization Tactics, Self-Efficacy, and Newcomers' Adjustments to Organizations。Academy of Management Journal，29(2)，262-279。  new window
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35.Pinder, C. C.、Schroeder, K. G.(1987)。Times to Proficiency Following Job Transfers。Academy of Management Journal，30(2)，336-353。  new window
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37.Solomon, C. M.(1995)。Repatriation: Up, Down or Out?。Personnel Journal，74，28-30。  new window
38.Solomon, C. M.(1995)。Repatriation Planning Checklist。Personnel Journal，74，32。  new window
39.Steers, R.、Mowday, R. T.(1981)。Employee Turnover and Post-Decision Accommodation Processes。Research in Organizational Behavior，3，235-282。  new window
40.Tung, R. L.(1988)。Career issues in international assignments。Academy of Management Executive，2(3)，241-244。  new window
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42.Banai, M.、Reise, W. D.(1993)。'Expatriate Managers' loyalty to the MNC: Myth or Reality? An exploratory study。Journal of International Business Studies，24(2)，233-248。  new window
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45.Harvey, M. G.(1983)。The Other Side of Foreign Assignments: Dealing with the Repatriation Dilemma。Columbia Journal of World Business，17(1)，53-59。  new window
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會議論文
1.黃賀(1996)。統一企業的大陸派遣問題。台灣本土企業個案發表暨研討會。國立中山大學管理學術中心。  延伸查詢new window
學位論文
1.王青祥(1985)。組織溝通、決策參與、個人特質與角色壓力相關之研究(碩士論文)。國立政治大學。  延伸查詢new window
2.廖彥良(1995)。電信局升遷管理與組織承諾之研究(碩士論文)。國立中山大學。  延伸查詢new window
3.趙必孝(1990)。金融自由化與金融機構人員離職因素關係之研究--以高雄市金融機構為對象(碩士論文)。國立中山大學。  延伸查詢new window
4.柯元達(1994)。台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
5.林營松(1994)。組織承諾及其影響因素對組織後果之研究--以楠梓加工出口區員工為例(碩士論文)。國立中山大學。  延伸查詢new window
6.李玉得(1992)。製造業高級人力事業前程策略之研究--以高雄地區製造業為例(碩士論文)。國立中山大學。  延伸查詢new window
7.陳太山(1987)。社會化類型對新進員工的影響(碩士論文)。國立政治大學。  延伸查詢new window
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圖書
1.Brislin, R. W.(1981)。Cross-cultural encounters: Face-to-face interaction。New York：Pergamon Press。  new window
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9.林詩詮、鄭伯壎(1990)。組織行為。台北：中華企業管理發展中心。  延伸查詢new window
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圖書論文
1.Pucik, V.(1984)。Strategic Human Resource Management In A Multinational Firm。Strategic Management Of Multinational Corporations: The Essentials。New York：John Wiley。  new window
2.Cascio, W. F.(1994)。Managing Human Resources: Productivity。Quality of Work Life, Profits。McGraw-Hill。  new window
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5.Moran(1989)。Coping with Re-entry Shock。Status of American Female Expatriate Employee: Survey Results。Boulder, CO。  new window
6.Van Maanen, J.、Schein, E. H.(1979)。Towards a Theory of Organizational Socialization。Research in Organizational Behavior。Greenwich, Conn.：JAI Press。  new window
 
 
 
 
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