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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 堯里昂 | zh_TW |
| dc.contributor.advisor | Leon Van Jaarsveldt | en |
| dc.contributor.author | 魏暉百 | zh_TW |
| dc.contributor.author | Huei-Pai Wei | en |
| dc.date.accessioned | 2024-12-24T16:18:34Z | - |
| dc.date.available | 2024-12-25 | - |
| dc.date.copyright | 2024-12-24 | - |
| dc.date.issued | 2024 | - |
| dc.date.submitted | 2024-12-03 | - |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/96314 | - |
| dc.description.abstract | 本研究探討影響在台灣公司工作的外派專業人士適應與職業滿意度的因素，採用Black的外派適應模型、House的GLOBE理論及Andresen的多維適應模型。基於對60名外派人士的量化調查，研究發現自我效能顯著提升外派適應能力，而主管支持與職業留任高度相關。組織對高績效和持續改進的重視對工作滿意度有正向影響，但家庭適應與組織對家庭支持的影響在職業滿意度中有限。研究結果強調了個人及專業因素在塑造外派成果中的重要性，超越了家庭動態的影響。本研究建議通過培訓提升自我效能，促進主管參與，並使外派人員與高績效文化規範保持一致。通過挑戰關於家庭適應的假設並填補台灣特定研究的空白，本研究為改善外派體驗、提升組織競爭力以及推進全球人力資源管理實踐提供了可行的策略。 | zh_TW |
| dc.description.abstract | This study investigates the factors influencing expatriate adjustment and career satisfaction among professionals in Taiwanese companies, utilizing Black’s Expatriate Adjustment Model, House’s GLOBE theory, and Andresen’s Multidimensional Adjustment Model. Based on a quantitative survey of 60 expatriates, the findings reveal that self-efficacy significantly enhances expatriate adjustment, while supervisor support strongly correlates with career longevity. Organizational emphasis on high performance and continuous improvement positively impacts job satisfaction, yet family adjustment and organizational support for family adjustment show limited influence on career satisfaction. These results highlight the dominance of personal and professional factors over family dynamics in shaping expatriate outcomes. The study recommends fostering self-efficacy through training, promoting supervisor engagement, and aligning expatriates with high-performance cultural norms. By challenging assumptions about family adjustment and addressing a research gap specific to Taiwan, this research offers actionable strategies for improving expatriate experiences, enhancing organizational competitiveness, and advancing global human resource management practices. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-12-24T16:18:34Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-12-24T16:18:34Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | Acknowledgment ii
Abstract iii Table of Contents iv List of Figures vi 1. Introduction 1 1.1 Background 1 1.2 Structure of the Thesis 3 2. Literature Review 6 2.1 Black’s Expatriate Adjustment Model 6 2.2 Factors Influencing Expatriate Adjustment 7 2.3 House's GLOBE Theory 8 2.4 Phases on Expatriates Adjustment 10 2.5 Challenges in Expatriates Adjustment 10 2.6 Recent Research and Developments 11 2.7 Conclusion 12 3. Conceptual Framework 15 3.1 Introduction to the Framework 15 3.2 Black’s Expatriate Adjustment Model 17 3.3 House’s GLOBE Theory 18 3.4 Multidimensional Adjustment Model 19 3.5 Recent Research Contributions 20 3.6 SEM 21 4. Method 24 4.1 Research Design 24 4.2 Research Objectives 24 4.3 Sampling and Data Collection 24 4.4 Measurement of Variables 25 4.5 Data Analysis 28 4.6 Ethical Considerations 29 4.7 Limitations 29 5. Results 30 5.1 Demographics Summary 35 5.2 SEM 37 6. Discussion 39 6.1 Introduction 39 6.2 Findings by Research Question 39 6.2.1 Self-efficacy influence expatriate adjustment 39 6.2.2 Organizational support facilitates expatriate adjustment 40 6.2.3 Cultural dimensions identified affect expatriates’ experiences and job satisfaction 40 6.2.3.1 Selected Major Respondent’s Cultural Comparisons and Implications for Expatriate Adjustment 42 6.2.4. Social networks and family support contribute to expatriate adjustment and career development 44 6.3 Alternative Explanations 45 6.4 Limitations of the Study 46 6.5 Suggestions for Further Research 47 7. Conclusion 48 7.1 Interpretation of Findings 49 7.2 Contribution to Existing Research 49 7.3 Implications for Practice 50 7.4 Final Remarks 50 References 52 Appendix 1: Survey Questionnaires 61 | - |
| dc.language.iso | en | - |
| dc.title | 外籍人士在台灣企業的職業發展 | zh_TW |
| dc.title | Career Development for Expatriates in Taiwanese companies | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 113-1 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 劉心才;林嘉薇 | zh_TW |
| dc.contributor.oralexamcommittee | Hsin-Tsai Liu;Chia-Wei Lin | en |
| dc.subject.keyword | 外派適應,職業滿意度,自我效能,主管支持,績效導向,跨文化管理, | zh_TW |
| dc.subject.keyword | expatriate adjustment,career satisfaction,self-efficacy,supervisor support,performance orientation,cross-cultural management, | en |
| dc.relation.page | 65 | - |
| dc.identifier.doi | 10.6342/NTU202404657 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2024-12-03 | - |
| dc.contributor.author-college | 管理學院 | - |
| dc.contributor.author-dept | 企業管理碩士專班 | - |
| 顯示於系所單位： | 管理學院企業管理專班(Global MBA) | |
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