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    題名: 企業海外派遣支持系統對員工外派意願影響之研究-以土木工程師為研究對象
    The study of how corporations' expatriate support system affects employees' willingness to accept an international assignment: a case study of civil engineers of engineering consulting corporations
    作者: 馬薇喬
    Ma, Wei Chiao
    貢獻者: 張昌吉
    Chang, Chun Chig
    馬薇喬
    Ma, Wei Chiao
    關鍵詞: 海外派遣
    外派支持系統
    外派意願
    土木工程師
    工程技術顧問業
    家庭支持程度
    International assignment
    Expatriate support system
    Willingness to relocate
    Civil engineer
    Engineering consulting corporations
    Family support
    日期: 2017
    上傳時間: 2017-07-31 11:16:39 (UTC+8)
    摘要: 本研究旨在探討企業外派支持系統對員工外派意願之影響,以及家庭支持程度在兩者間之調節效果。同時,透過調查研究瞭解我國工程技術顧問業外派支持系統各項構面之實施現況,以及個人特徵之不同所產生外派意願之差異。本研究針對任職於工程技術顧問業之土木工程師為研究對象,希冀研究結果能夠作為工程技術顧問業未來國際人力資源管理策略之制定與規劃上之參考。
    我國工程技術顧問業在國內需求漸趨飽和以及政府的推廣下,有能力承接大型工程規模之工程顧問公司紛紛躍入國際舞台,積極投標新興發展國家之工程專案,外派人才之需求量遽增。然而,根據既往研究顯示工程技術顧問業中卻存在著外派意願低落的情況,如何提升員工之外派意願為當務之急。
    研究結果顯示外派支持系統實施程度最高者為報償支持與選任支持,最低的項目為家庭支持與社會性與後勤性支持。外派支持系統內含之訓練支持、報償支持、回任支持、家庭支持以及社會性與後勤性支持皆對外派意願具有正向影響性,其中又以回任支持對外派意願之解釋能力最強。
    This study is aimed to investigate how corporations' expatriate support system affects employees' willingness to accept an international assignment, using family support as a moderator. And to investigate the implementation level of corporations' expatriate support system in engineering consulting corporations. Meanwhile, to investigate how employees' personal characteristics' difference result different level of willingness. Subjects in this study were civil engineers of engineering consulting corporations. I hope the conclusion can be the consultation when engineering consulting corporations conducting international human resource strategy.
    Due to the reduction of domestic needs, and the promotion of the government. Engineering consulting corporations which are capable of contracting large scale engineering case are actively in bidding cases in developing countries. However, the result of former study indicated employees' in engineering consulting corporations are reluctant to accept an international assignment, so how to increase employees' willingness is the priority issue here.
    The conclusion of this study indicates the highest implementing factor in corporations' expatriate support system of engineering consulting corporations are compensation support and selection support, and the lowest factor are family assistance support and logistical support and social support. Training support, compensation support, repatriation support, family assistance support, logistical support and social support all can positively affect employees' willingness. Above all, repatriation support is the most affecting factor.
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    描述: 碩士
    國立政治大學
    勞工研究所
    102262002
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0102262002
    資料類型: thesis
    顯示於類別:[勞工研究所] 學位論文

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