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系統識別號 U0026-0812200911522712
論文名稱(中文) 國際人力資源管理活動與外派人員 學習動機、知識分享關係之探討 -以知覺組織支持、信任為中介變數
論文名稱(英文) The Relationship between International Human Resource Management Practices, Motivation to Learn and Knowledge Sharing Mediated by Perceived Organizational Support and Trust
校院名稱 成功大學
系所名稱(中) 國際企業研究所碩博士班
系所名稱(英) Institute of International Business
學年度 94
學期 2
出版年 95
研究生(中文) 廖沛涵
研究生(英文) Pei-Han Liao
學號 r6693117
學位類別 碩士
語文別 中文
論文頁數 113頁
口試委員 口試委員-劉玉雯
口試委員-吳學良
口試委員-陳忠仁
指導教授-史習安
中文關鍵字 知識分享  學習動機  信任  知覺組織支持  國際人力資源管理活動 
英文關鍵字 knowledge sharing.  perceived organizational support  motivation to learn  International human resource management practice  trsut 
學科別分類
中文摘要 本研究希望瞭解國際人力資源管理活動對知覺組織支持、信任之影響,知覺組織支持與信任間的關係,以及知覺組織支持、信任對學習動機、知識分享之影響。同時,並嘗試進一步探討國際人力資源管理活動是否能經由知覺組織支持以及信任,進而影響學習動機以及知識分享。
本研究是以台灣與跨國企業中的外派人員為主要研究對象。以台灣區電機電子工業同業公會所出版之「2004-2005會員名錄」中有在大陸設廠的公司,以及天下雜誌2004年台灣一千大企業調查與台灣五百大服務業調查資料為郵寄對象。本研究分為A、B二卷,中英文皆有。A卷是請外派人員填答關於公司所提供國際人力資源管理活動、信任與知覺組織支持等問項,而B卷則是請其主管或是同事去評估該名外派人員的學習動機與知識分享行為。本研究共發出1500套問卷,回收有效問卷共86套,成套有效樣本回收率為5.7%。
經由實證分析得到以下研究結果:第一,國際人力資源管理活動與知覺組織支持及信任之間有著正向的關係。第二,知覺組織支持與信任、學習動機及知識分享有著正向的關係。第三,信任與學習動機及知識分享有著正向的關係。第四,「知覺組織支持」與「信任」在部分國際人力資源管理活動與學習動機及知識分享間的關係,有著完全中介的效果。
本研究主要貢獻分述如下。首先,本研究探討了國際人力資源管理活動與知覺組織支持及信任間的關係,這是以往學者較少碰觸到的。再者,本研究驗證出外派人員所知覺的組織支持及信任在國際人力資源管理活動與外派人員的學習動機及知識分享間扮演中介的角色。本研究並以外派人員知覺到的國際人力資源管理活動的衡量方式,較準確地測量出組織所實施的措施對於員工的實際影響。




英文摘要 The research is designed to better understand how International Human Resource Management practices (IHRM) influences expatriates’ perceived organization support (POS) and trust in organization. We also try to explore the relationship between POS and trust. Meanwhile, the impact of expatriates’ POS and trust in organization on his/her motivation to learn and knowledge sharing behavior was also examined. Moreover, this study tries to examine whether expatriates’ POS and trust in organization will positively mediate the relationship between IHRM practices and motivation to learn as well as knowledge sharing behavior respectively.
In this research, two versions of questionnaires were used: a target-expatriate version and the supervisor/peer version. The target-expatriate version was asked the perceived IHRM practices, POS and trust in organization. The supervisor/peer of the target-expatriate was asked the target-expatriates’ motivation to learn and knowledge sharing behavior. Because our target employee is an expatriate, we also developed English questionnaire to measure their attitudes and behaviors. We sent 1500 questionnaires to 434 companies. 86 matched questionnires are usable and the return rate is 5.7%.
Our finding can be summarized as fallow. First, there is a positive relationship between IHRM practices, expatriates’ POS, and trust in organization. Second, when an expatriate perceive a higher degree of organizational support, he/she will present higer degree of his/her trust in organization and higher motivation to learn. Third, there is a positive relationship between trust in organization and knowledge sharing. Finally, expatriates’ POS and trust in organization could fully or partially mediate the positive relationship between IHRM practices and expatriates’ motivation to learn, knowledge sharing behavior.
The research’s contributions are as fallow. First, we investigate the relationship between IHRM practices and POS, trust in organization, which is seldom discussed in past research. Futhermore, this is the first empirical research to test the mediate effect between IHRM practices and expatriates’ motivation to learn, knowledge sharing behavior.




論文目次 第一章 緒論 1
 第一節 研究動機與背景 1
 第二節 研究目的 4
 第三節 研究流程 5
第四節 章節架構
第二章 文獻探討 7
第一節 國際人力資源管理活動 7
(一)文化知覺力培訓(Culture awareness training) 8
(二)行前探訪(Preliminary visits) 9
(三)語言訓練(Language training) 10
(四)外派財務誘因(Foreign service inducement) 10
(五)績效回饋機制(Feedback mechanism) 11
(六)配偶的協助方案(Spouse assistance) 11
(七)子女教育安排(Education arrangement) 12
(八)稅務管理(Tax arrangement) 12
(九)職涯規劃(Career planning) 13
(十)工作安全感(Security) 14
第二節 國際人力資源管理活動、知覺組織支持與信任 14
一、社會交換理論 15
二、知覺組織支持 15
三、國際人力資源管理活動與知覺組織支持之關係 18
四、信任 19
五、國際人力資源管理活動與信任之關係 21
六、知覺組織支持與信任之關係 22
第三節 知覺組織支持、信任與學習動機 24
一、學習動機 24
二、知覺組織支持與學習動機之關係 26
三、信任與學習動機之關係 27
第四節 知覺組織支持、信任與知識分享 28
一、知識分享 28
二、知覺組織支持與知識分享之關係 30
三、信任與知識分享之關係 31
第五節 知覺組織支持與信任中介效果 32
一、知覺組織支持之中介效果 32
二、信任之中介效果 33
第三章 研究方法 35
第一節 研究架構 35
第二節 研究假設 36
第三節 研究變數 37
一、國際人力資源管理活動 37
二、知覺組織支持 40
三、信任 40
四、學習動機 41
五、知識分享 41
第四節 問卷設計 42
一、國際人力資源管理活動 42
二、知覺組織支持 44
三、信任 45
四、學習動機 45
五、知識分享 46
第五節 抽樣方法 48
一、研究對象與樣本來源 48
二、問卷發放與回收情形 48
三、樣本基本資料分析 49
四、無反應偏差 53
五、共同方法偏差 54
第六節 資料分析方法 54
一、描述性分析 55
二、信度分析 55
三、效度分析 55
四、因素分析 56
五、相關分析 56
六、層級迴歸分析 56
第四章 實證分析 57
第一節 變數之轉換及計算方式 57
一、國際人力資源管理活動 57
二、知覺組織支持 60
三、信任 61
四、學習動機 62
五、知識分享 64
六、區別效度(Discrminant Validity) 65
第二節 相關係數表 65
第三節 層級迴歸分析 67
一、國際人力資源管理活動、知覺組織支持與學習動機 67
二、國際人力資源管理活動、知覺組織支持與知識分享 72
三、國際人力資源管理活動、信任與學習動機 75
四、國際人力資源管理活動、信任與知識分享 79
五、知覺組織支持與信任 82
第四節 研究假設檢定之結果整理 83
第五章 結論與建議 84
第一節 研究結論 84
一、國際人力資源管理活動與知覺組織支持、信任 84
二、知覺組織支持與信任、學習動機、知識分享 85
三、信任與學習動機、知識分享 85
四、知覺組織支持、信任在國際人力資源管理活與
學習動機、知識分享間之中介效果 86
第二節 研究貢獻與研究限制 87
一、 研究貢獻 87
二、 研究限制 88
第三節 研究建議 90
一、 對於後續研究之建議 90
二、 對於實務界之建議 91
參考文獻 92
附錄 I A卷 99
附錄 I B卷 103
附錄 II Questionnaire A 106
附錄 II Questionnaire B 111
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