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題名:高績效工作系統在多國籍企業之應用-以在中國營運台商之外派人員與當地員工為例
作者:許竹君
作者(外文):Chu-Chun Hsu
校院名稱:國立成功大學
系所名稱:國際企業研究所碩博士班
指導教授:史習安
學位類別:博士
出版日期:2009
主題關鍵詞:工作家庭衝突關係型心理契約工作滿意度高績效工作系統中國當地員工外派人員工作績效job performancehost-country national (HCN)China.job satisfactionexpatriatework-family conflict (WFC)relational psychological contractHigh performance work system (HPWS)
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本研究探討將高績效工作系統應用到多國籍企業中,會對其外派人員及當地員工的績效產生何種影響。研究樣本為49家在中國營運的台商,針對49位高階主管、174位外派人員以及1084位當地員工進行問卷調查,並將分別以外派人員(研究一)和當地員工(研究二)為對象,驗證本研究所提出之整體架構。
針對外派人員,以結構方程模型驗證高績效工作系統、工作家庭衝突、工作滿意度、主管評之工作績效等變數間之關係。實證結果顯示實施高績效工作系統會提升外派人員的工作滿意度/績效;但實施高績效工作系統卻也同時增加了外派人員的工作家庭衝突,進而導致其工作滿意度/績效的降低。這顯示了高績效工作系統對於員工的工作和家庭等多重方面,並非皆為正向影響,值得管理者的注意。
針對當地員工,以結構方程模型驗證高績效工作系統、關係型心理契約、工作涉入、工作滿意度/績效等變數間之關係。實證結果顯示若多國籍企業對當地員工施行高績效工作系統,會提升其工作滿意度/績效;施行高績效工作系統亦會使當地員工與公司形成關係型契約,導致其工作涉入提高,進而正向提升工作滿意度/績效。
This study explores the effects of MNC implementation of high performance work system (HPWS) for their employees, including expatriates and host-country nationals. With survey data from 49 senior executives, 174 expatriates, and 1084 host-country nationals in 49 Taiwanese MNCs operating in China, this study investigates into expatriate (study 1) and host-country national (study 2) separately to test the whole research framework.
Expatriate data were collected on (1) perceived human resource management (HRM) practices concerning “high performance work system”, (2) perceived work-family conflict, (3) job satisfaction, and (4) supervisor ratings of expatriate job performance. Structural equation modeling technique helps us examine in one model the interdependent relationships among high performance work system, work-family conflict, and expatriate performance in their host-country. Our results show that an high performance work system is positively related to expatriate satisfaction and performance. However, an high performance work system is also positively related to expatriate work-family conflict, which in turn is negatively related to expatriate satisfaction and performance. Our findings remind managers that a high performance work system may produce multiple effects on various dimensions of employee work life, and not all of these effects may be positive.
For HCNs, this study uses the structural equation modeling technique to examine the interdependent and simultaneous relationships between MNC implementation of high performance work system with host-country nationals, the formation of a relational psychological contract, work involvement, and host-country national performance. The results show that MNCs can expect better performance from host-country nationals by implementing high performance work system with these workers. HPWS can induce host-country nationals’ formation of relational psychological contracts with the MNC, which promotes their work involvement and improves their job satisfaction/performance. Implications and limitation of this study are discussed.
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