多國籍企業海派人員回任之適應性與組織契合度之研究

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题名:	多國籍企業海派人員回任之適應性與組織契合度之研究 The Research of MNE Expatriates Repatriation Adjustment and Person-Organization Fit
作者:	黃正強
贡献者:	國際企業管理研究所
关键词:	海派人員回任適應個人與組織契合度 repatriation adjustment person-organization fit expatriates
日期:	2006
上传时间:	2014-07-01 10:51:45 (UTC+8)
摘要:	本研究乃是探討海派人員的回任適應對個人與組織契合度之關係，經由相關文獻之引用及邏輯之推理，發現兩者之關係有必要進一步釐清。研究樣本以長輩和朋友所上班的工作地點，透過郵寄問卷(questionnaires survey)的方式，進行問卷之填寫。總共寄發了200份問卷，總共回收58份，去除無效問卷沒填寫完成者24份，總共有效問卷為34份，回收率為17%。本研究結果發現，回派人員在回任後的工作適應和個人與組織契合度的影響程度為正相關，表示回派後的工作適應愈高，回派人員與組織的契合度將愈高；回派人員在回任後的人際適應以及組織文化適應對個人與組織的契合度的影響程度不顯著。根據以上之研究結果發現，企業對於員工在回派前以及回派後，對工作適應相關的人力資源管理做好充分的事前規劃與準備，有助於回派人員在回任後暸解自己的工作內容以及責任，並且透過組織的幫助與支援，增加在工作上的適應。經由在工作適應過程中，使回派人員與組織的契合度更趨於一致。 This purpose of the present study is to examine the relationship between expa-triates repatriation and person-organization fit. In summary, what is the relationship between both of them? This is an unanswered question. The purpose of this paper is to explore their relationship. An analytical approach of methodology is applied to analyze the parsimonious relationship by the cross-sectional survey. The data is composed of service contact-employees and is collected by 200 questionnaires. Customer contact-employees were asked about their levels of job ad-justment, interaction adjustment, organization culture adjustment, socialization tac-tics and person-organization fit. Of all samples, twenty-four employees were unus-able because they were incomplete. Completed questionnaires were returned by 34 contact-employees (17% response rate). Finally, the results indicate that job adjustment is positively related to per-son-organization fit. Base on the finding of this study, the following suggestions are made: In the process of job adjustment, the organization should planning a complete human resource managenent of job adjustment that will enhance and exchange the job adjustment, and then increase the person-organization fit. In addition, the author speculates that task interaction adjustment, organization culture adjustment between person-organization fit as perceived by repatriate . However, these hypotheses were not supported by the empirical data. The contribution of this paper has two aspects .The theoretical: the paper can answer the research problem. The practical: this paper can offer insights to expatriate repatriation as to how to enhance the per-son-organization fit.
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