組織的外派資源對員工外派意願之影響

Abstract

隨著台灣國際化的程度日漸提高，外派議題益發受到重視，公司願意花費龐大投資提供各式各樣的組織的外派資源，以期望提升外派人員的意願及效率。本研究除欲對組織的外派資源進行現況分析外，更希望能在組織資源有限的限制下，從琳瑯滿目的外派資源中，找出最能有效增加員工外派意願的組織外派資源，將經費運用地更有效率，以提升企業競爭力。 本研究對象以全台灣地區來自不同組織的全職工作者為樣本資料，共計回收有效問卷353 份。研究結果發現：台灣企業提供的外派資源普遍不充足且員工知覺重要的資源與組織是否提供間確實有落差。另外，透過階層迴歸分析結果發現，組織提供資訊/服務的外派資源愈多，員工外派意願愈高。 就研究結果，我們除了歸納整理一個完整的外派資源清單外，也從員工的需求角度，探討外派資源對員工的重要性，故此清單可以提供有外派打算或外派資源發展不夠完善的組織規劃與配置外派資源，讓組織所提供的外派資源能發揮最大化效用，提供外派員工真正需要的資源。

With the advance of internationalization in Taiwan, expatriate issues have been noticed gradually. Companies are willing to spend a lot providing various resources on this issue, so that employees are expected to be more willing to work overseas. This research not only analyzes the status quo of expatriate resources but helps enterprises to figure out the most effective expatriate resources and allocate them appropriately given limited resources in an organization. The objectives in this research focus on full-time employees from different organizations in Taiwan, with a total of 353 valid questionnaires. We found insufficient expatriate resources in organizations in Taiwan and that there exists a gap in employees' expectation between what they perceive important to have and the availability. In addition, we found the more expatriate resources concerning information service an organization offers, the more willing employees are to be expatriated through hierarchical regression analysis. According to the result, this research suggests a list for organizations without sufficient expatriate resources to reschedule the optimal design and allocation of those resources by taking into consideration employees' perception and needs.