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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 陸洛 | |
dc.contributor.author | Kai-Chieh Yang | en |
dc.contributor.author | 楊凱傑 | zh_TW |
dc.date.accessioned | 2021-06-16T09:44:56Z | - |
dc.date.available | 2021-02-16 | |
dc.date.copyright | 2017-02-16 | |
dc.date.issued | 2017 | |
dc.date.submitted | 2017-01-25 | |
dc.identifier.citation | 中文部分
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/59917 | - |
dc.description.abstract | 在全球化浪潮的影響下,台灣有越來越多的企業在海外成立據點,或為了降低成本建立產線、或為了擴大市場增加海外分店,海外派遣人員需求增加的趨勢仍然持續。目前學術上對於外派適應的研究多為量化的方式,僅能探討變數與外派適應是否有關,難以捕捉兩者之間是如何影響,為補足研究缺口,本研究欲探討外派人員在外派適應過程中,外派人員如何面對挫折並克服困難,並以多變生涯理論解釋之。
研究採取比較個案研究法,挑選5位外派人員進行半結構式的深度訪談,經過彙整逐字稿以及分析後,本研究發現:(1)生涯承諾明確、有清晰外派動機的人,在外派適應上會有比較好的表現,遇到困難時較能正面積極、解決問題。(2)生涯承諾明確、有清晰外派動機的人比較不需要組織支援,他們能獨立自主、自己找方法解決問題。(3)有別於用職位、薪水來衡量成功,現代人更重視「心理」層面的成功,可能是自身的成長、或是生活上身心靈的富足、亦或是工作上的成就感。 整體而言,本研究透過多變生涯理論解釋了外派人員在面對相同困難時,為何會有不同的反應,拓展了理論的應用範疇,也在實務上,對公司或是外派者本身,有了評估員工是否適合外派的一個脈絡準則。 | zh_TW |
dc.description.abstract | With the trend of globalization, there are more and more enterprises in Taiwan setting up their subsidiaries either for cost-down or for expanding overseas markets. The demand for expatriates is continuing. Most of the academic research about expatriates’ adjustment is quantitative and can only discuss whether the variables are related rather than how the variables affect. In order to complement the lack of research, the purpose of this dissertation is to explore how do expatriates face frustrations and to explain it by Protean Career Theory.
Through qualitative analysis of interviews with 5 expatriates, the dissertation provides three major findings. First of all, the one who has clear career plans and motivation can solve problems with positive attitude when confronting difficulties. Secondly, the one who has clear career plans and motivation needs less supports from the organization, he/she can find solutions on his/her own. Thirdly, employees focus on psychological success such as the fulfillment of hearts or the sense of accomplishment rather than positions or wages nowadays. To sum up, this study explains the reason why expatriates have different reactions when confronting the same difficulties through Protean Career Theory. The results may contribute to the employers and the employees to evaluate whether or not a person is suitable for dispatching. | en |
dc.description.provenance | Made available in DSpace on 2021-06-16T09:44:56Z (GMT). No. of bitstreams: 1 ntu-106-R03741041-1.pdf: 2285101 bytes, checksum: 99a05f8f873f4ae0da606c9ed0e55807 (MD5) Previous issue date: 2017 | en |
dc.description.tableofcontents | 誌謝 i
中文摘要 ii Abstract iii 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 4 第二章 文獻回顧 5 第一節 海外派遣 6 第二節 生涯承諾 11 第三節 組織支援 20 第四節 外派適應 21 第五節 小結 23 第三章 研究方法 24 第一節 研究取向與方法 24 第二節 研究對象 25 第三節 資料蒐集 27 第四節 資料整理與分析 29 第四章 研究個案背景描述 31 第一節 個案1 31 第二節 個案2 35 第三節 個案3 39 第四節 個案4 43 第五節 個案5 47 第五章 研究發現 50 第一節 外派動機與外派適應 50 第二節 多變生涯理論-心理成功 55 第三節 小結 59 第六章 討論、研究限制與未來研究建議 60 第一節 討論 61 第二節 研究限制與未來研究建議 66 參考文獻 68 | |
dc.language.iso | zh-TW | |
dc.title | 生涯承諾與外派適應歷程之初探 | zh_TW |
dc.title | Career Commitment and Expatriates' Adjustment Process: An Exploratory Study | en |
dc.type | Thesis | |
dc.date.schoolyear | 105-1 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 吳欣蓓,高旭繁 | |
dc.subject.keyword | 外派,外派適應,生涯承諾,多變生涯理論, | zh_TW |
dc.subject.keyword | Expatriates,Career Commitment,Protean Career, | en |
dc.relation.page | 71 | |
dc.identifier.doi | 10.6342/NTU201700246 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2017-01-25 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 商學研究所 | zh_TW |
顯示於系所單位: | 商學研究所 |
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