| 摘要: | 本研究主要探討台灣的投資環境已經越來越國際化，許多全球化企業都有在台灣設立子公司的意願，充分利用台灣環境的優勢來達到更高的效能，而本研究以美、日在台子公司為例。
為了保有競爭優勢，所以如何管理公司員工提高員工工作滿意度與提升工作的績效，在組織永續經營中扮演了重要角色。因此總公司不得不發展一套可控制的策略資源整合、協調與控制各地海外子公司其核心知識經營管理，以鞏固其競爭優勢。
外在環境因素影響固然重要，但主要操之於人；企業內部的變革、領導、管理及執行力的展現，才是攸關企業的成敗與存亡。可見員工的重要性，所以由上述可知員工工作滿意度低將影響著企業的經營和員工的工作績效所以員工工作滿意度提高對於企業影響很大，進而提升員工的工作績效。
本研究之研究對象為在美、日在台子公司工作的全職員工，共計發放210份問卷，刪除無效問卷之後，有效問卷為169份，以迴歸分析進行研究假設之實證。研究發現，整體人力資源管理制度與工作績效具有正向關係，員工工作滿意度具有中介效果。而本研究根據實證結果提出實務與未來研究之建議。
This study focused on the investment environment in Taiwan has become in-creasingly international, many global companies have set up a subsidiary in Taiwan ,Full use of the advantages of Taiwan's environment to achieve higher performance, due to the improvement of cross-strait relations, production resources and reduce barriers to trade cross-border movement accelerated in the past 20 years, the pace of globalization in Taiwan, leading companies must respond to globalization and rapid implementation, In this study, the United States, Japan, for example a subsidiary in Taiwan for example.
In order to maintain competitive advantage, so how to manage employees to im-prove employee job satisfaction and improve work performance, Sustainable manage-ment in the organization In order to play an important role. So head office had to de-velop a control strategy for resource integration, coordination and control of its overseas subsidiaries around the core knowledge management, to strengthen its competitive ad-vantage.
External environmental factors are important, but the main parade in the people; internal change, leadership, management and execution of the show, is relevant to busi-ness success and survival. Shows the importance of employees, so we can see from the above lower employee job satisfaction will affect the business and employee work per-formance so employees to improve job satisfaction for the company a great impact, and thus enhance the employee's job performance.
The subjects of this study in the United States, Japan and a subsidiary in Taiwan to work full-time employees, paid a total of 200 questionnaires were deleted after the invalid questionnaires, 169 valid questionnaires, hierarchical regression analysis to study the hypothesis of the evidence. The study found that the overall HRM system and has a positive relationship between job performance and job satisfaction of employees with intermediate results. The empirical results of this study is based practice and future re-search recommendations. |
