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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/54361

    Title: 不同國際化策略之外派人員跨文化訓練架構
    Other Titles: The Framework of Expatriates’ Cross-Culture Training among Different Internationalization Strategies
    Authors: 陳海鳴
    Contributors: 淡江大學管理科學研究所
    Date: 2010
    Issue Date: 2011-07-06 09:14:35 (UTC+8)
    Abstract: 在企業國際化與全球整合趨勢下,本研究以競爭優勢核心概念之人力資源理論架 構為基礎,試圖針對四種企業國際化策略之特性,建構不同的外派人員之跨文化訓練 架構與內涵,希望藉由合宜的訓練模式,幫助外派人員適應海外工作環境與文化,提 升工作績效以避免外派失敗,力求人力資源之訓練策略更貼近企業全球化之趨勢與需 求。 許多企業在持續性競爭優勢的考量下,將市場佈局由國內市場拓展為全球市場, 促使企業邁向國際化,以落實經營使命及國際化策略,將內部人才派駐至海外子公司 執行要務與生活。本研究藉由文獻探討,依照Bartlett 和Ghoshal(1989)所提出的國際企 業四種國際化策略之特性,推導出四種相對應之外派人員跨文化訓練策略,進而推導 出基本訓練與支援訓練,以建構國際化策略之跨文化訓練架構,根據文獻評述中所陳 述之「人」(Who , 施予訓練之人物)、「事」(How, 施予訓練之方式)、「時」(When, 施 行訓練之時機)、「地」(Where, 施行訓練之地點)、「物」(What, 訓練課程之內容或機 制)等五大元素彙整出各構面之具體內容。進而以個案研究的結果修正所推導之企業 國際化策略跨文化訓練架構。以期能在外派人員海外赴任前以及海外工作過程中,給 予持續性的訓練規劃,以增進外派人員海外工作之能耐。
    In the trend of business internationalization and global integration, this study tries to focus on four kinds of internationalization strategies to establish a framework about expatriates’cross-culture training strategies based on the core competence of human resources. The framework helps expatriates to adjust working environment and culture abroad with appropriate training strategies to fit the trend and demands of globalization more without expatriate failure. Many enterprises extend their market setting from domestic markets to global markets based on the sustainable competitive advantage. They expatriate the staffs to execute some assignments and rive in overseas. After the literature review, the current study derive four types of expatriates’cross-culture training strategies corresponding the characteristics of the four types of enterprises internationalization strategies from Bartlett and Ghoshal (1989), and to develop “ the basic training ” and “ the supportive training”to structure the cross-culture training framework. According to the literature discussion about the five elements- “who(the trainers) ”, “how”(the training approaches), “when”(the timing or periods of training), “where”(the places) and“what”(the training contents or mechanisms), this research will set up the specific contents of four types of expatriates’cross-culture training strategies. Finally the framework will be revised after the cases study. This research will provide the sustainable training planning to enhance the expatriates’competence abroad before and during expatriating periods.
    Appears in Collections:[Department of Management Sciences] Research Paper

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