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系統識別號 U0026-1107201102101000
論文名稱(中文) 網絡能力與外派適應之關係:社會支持的調節效果
論文名稱(英文) The Relationship Between Networking Ability and Expatriate Adjustment: The Moderating Effect of Social Support
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 99
學期 2
出版年 100
研究生(中文) 蕭素鈴
研究生(英文) Suling Hsiao
學號 ra7984066
學位類別 碩士
語文別 英文
論文頁數 71頁
口試委員 指導教授-林豪傑
召集委員-張國義
口試委員-莊智薰
口試委員-鄭至甫
中文關鍵字 外派適應  網絡能力  社會支持  知覺組織支持  主管-部屬交換關係  知覺家庭支持  社會網絡理論  特質活化理論 
英文關鍵字 Expatriate adjustment  Networking ability  Social support  Perceived organizational support  Leader-member exchange  Perceived family support  Social Network Theory  Trait-Activation Theory 
學科別分類
中文摘要 本研究結合社會網絡理論及特質活化理論,探討網絡能力對外派適應的影響,並且探討包括知覺組織支持、主管-部屬交換關係與知覺家庭支持等社會支持的調節效果。本研究根據121份有效的外派人員樣本來驗證假設。研究結果顯示,網絡能力與外派適應有顯著正向相關;知覺組織支持對網絡能力與外派適應的關係有正向邊際調節效果。主管-部屬交換關係不具備調節效果,但具有直接正向影響。最後,與原先的預期相反,本研究發現知覺家庭支持對網絡能力與外派適應的關係有負向邊際調節效果。本研究檢驗外派人員跨文化適應的情境脈絡因素,可作為外派適應文獻之參考。本研究也進一步討論實證結果的理論與實務意涵,以及未來的研究方向。
英文摘要 This research employed the theories of social network and trait-activation to examine the moderating effect of social support, including perceived organizational support (POS), leader-member exchange (LMX), and perceived family support on the relationship between networking ability and expatriate adjustment. Hypotheses were tested using data collected from a sample of 121 expatriates. The results indicated that networking ability has a positive effect on expatriate adjustment, and perceived organizational support can marginally strengthen the relationship between networking ability and expatriate adjustment. Although leader-member exchange did not show a moderating effect, it did exert a direct effect on expatriate adjustment. Contrary to our prediction, perceived family support is found to marginally weaken the relationship between networking ability and expatriate adjustment. This research contributes to the expatriate literature by examining the contextual factors that affect an expatriate’s adjustment in a culturally-different country. Theoretical and practical implications and future directions are discussed as well.
論文目次 ABSTRACT I
ACKNOWLEDGEMENTS III
TABLE OF CONTENTS IV
LIST OF TABLES VI
LIST OF FIGURES VII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objectives. 5
1.3 Research Procedure. 6
CHAPTER TWO LITERATURE REVIEW 8
2.1 Expatriate Adjustment. 8
2.2 Networking Ability. 11
2.3 Social Support. 15
2.4 Moderating Effect of Perceived Organizational Support. 17
2.5 Moderating Effect of Leader-Member Exchange. 19
2.6 Moderating Effect of Perceived Family Support. 21
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 23
3.1 Conceptual Framework. 23
3.2 Hypotheses to be Tested. 23
3.3 Construct Measurement and Questionnaire Design. 25
3.3.1 Networking Ability. 25
3.3.2 Expatriate Adjustment. 25
3.3.3 Perceived Organizational Support. 26
3.3.4 Leader-Member Exchange. 27
3.3.5 Perceived Family Support. 28
3.3.6 Control Variables. 28
3.4 Sampling Method and Data Collection. 31
3.5 Data Analysis. 31
3.5.1 Descriptive Statistics Analysis. 32
3.5.2 Confirmatory Factor Analysis. 32
3.5.3 Multiple Regression Analysis. 32
CHAPTER FOUR RESEARCH RESULTS 34
4.1 Characteristics of Respondents. 34
4.2 Confirmatory Factor Analysis (CFA). 37
4.3 Correlation Coefficient Analysis. 38
4.4 Multiple Regression Analysis. 41
4.5 Results of Research Hypothesis. 49
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 50
5.1 Research Discussion and Conclusions. 50
5.2 Managerial Implications and Suggestions. 53
5.3 Limitations and Future Research Directions. 54
REFERENCES 57
APPENDICES 65
Appendix 1: Questionnaire for Chinese Version 65
Appendix 2: Questionnaire for English Version 68
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