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    題名: 組織承諾,人力資本,獎酬制度與駐外績效關連性之研究
    其他題名: The study of relationship among organizational commitment, human capital, compensation scheme and expatriates employees' performance
    作者: 邱玉青;Chiu Yu-ching
    貢獻者: 淡江大學會計學系碩士在職專班
    林谷峻;Lin, Ku-jun
    關鍵詞: 組織承諾;人力資本;獎酬制度;駐外績效;Organizational Commitment;Human capital;Compensation;and Expatriates’ Performance Scheme
    日期: 2008
    上傳時間: 2010-01-11 04:18:38 (UTC+8)
    摘要: 組織承諾影響著員工的行為與態度,而企業之營運績效主要關鍵決定在於員工,員工的貢獻度影響企業經營績效,組織再透過獎酬程序評估員工績效,組織承諾、人力資本、獎酬制度這三者與企業績效具有密切相關;企業如何激勵員工投入工作,除了以提供獎酬方式滿足員工需求外,企業更應了解如何給予員工高度的組織承諾同時善加利用獎酬結構的改變,促使員工的表現能如企業所預期,同時亦能可以留住企業人才及達成企業績效。
    本研究將過去大部份學者僅侷限於單一國家內,企業績效與員工之間關係的研究,延伸至對於派駐到海外員工之駐外績效對於組織承諾、人力資本、獎酬制度之間的關連性研究來進行探討。問卷調查以跨國企業在海外地區之駐外人員為母群體,採立意抽樣,總計抽取150位受試樣本,回收有效樣本107份,回收率為71.33%;結果發現整體構面的多元迴歸結果顯示:整體駐外績效受整體人力資本的影響最大。分構面的多元迴歸結果顯示:駐外績效受派外個人特質、努力承諾、管理營運能力、人員任用、價值承諾的顯著影響;任務績效受到派外個人特質、管理營運能力、努力承諾的顯著影響;脈絡績效受到派外個人特質、努力承諾、溝通協調能力的影響。
    研究結果可提供管理當局之參考有以下幾點:任務績效、脈絡績效同受個人特質、努力承諾影響,公司管理上應特別重視。
    The commitment made by an organization toward its employee affect employee’s behavior and attitude, so does the operation performance. Researchers suggest that these commitments, human resource, and the incentive plan in the organization are relative to company‘s performance. Thus, the way the company inspire employee to focus on jobs is critical? Besides offering bonus to satisfy employee’s request, companies should give more commitments and improve the incentive plan to stimulate employee performance, to maintain the human capital and hopefully to meet the company’s expectation.
    There are many studies focus on the relationship between local employee and firm performance. However, this study expends the topic and trying to find the effect of organizational commitment, human resource, and incentive plan to overseas employee performance..
    The research has sent questioners to 150 people and collected 107 valid ones, which represent 71.33% of the total questioner distributions. All the data were analyzed by the statistical procedures, which include descriptive statistics, Pearson’s correlation, multiple regression, t test, one-way ANOVA.
    The study has come up with the following conclusions: the organizational commitment will be significant different with the age of expatriate staff, company profile and the duration of work experience; the human capital will be significant different with the age of expatriate staff, their education level, the duration of work experience, job title and department; the compensation scheme will be significant different when the expatriate staff are in different age; the expatriates’ performance will be significant different when the expatriate staff are in different education level and the duration of work experience.
    The result of the study can offer the reference to manager as follow: task performance and contextual performance are both affected by human traits and effort commitment. To improvement the performance, management should focus on these characteristics.
    顯示於類別:[會計學系暨研究所] 學位論文

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