碩士 / 國立中山大學 / 人力資源管理研究所 / 83 / The purpose of this research is to develop a framework for the relationship between human resource control of expatriate and expatriate performance. Using a sample of multinational companies who have expatriates in aborad, we tested a set of hypotheses among the variables. In this framework, we first tested the correlation between human resource control, which we categorized by factor analysis method, and expatriates'''' performance by using the Pearson correlation analysis. Then, using the hierarchic regression analysis test, their relationships are moderated using cultural differences and the characteristics of the expatriate. Finally, we predicted the variables which effect expatriates'''' performance by using stepwise regression analysis.
The results revealed that selection control, performance appraisal control, and organizational support system control, have a more significant correlation of expatriates'''' perfor-mance, than training control and reward control. However, the effects of the relationships between human resource control (all five control) and expatriates'''' performance are moderated by culture differences, but, their relationships are moderated by characteristics of expatriate training control, performance appraisal control, and organizational support system control. Additionally, the best four predictive variables for expatriates'''' performance are :first is gernal selection, second is culture adaptation selection, third is results approach of performance appraisal, and forth is social support. All of these four variables can predict 71% of the success of expatriates'''' performance.
| Identifer | oai:union.ndltd.org:TW/083NSYS3007001 |
| Date | January 1995 |
| Creators | 王麗雲 |
| Contributors | 趙必孝 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 148 |
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