碩士 / 國立政治大學 / 企業管理學系 / 89 / In a fast-changing and highly uncertain environment, the government is facing pluralistic claims of the public. How to promote the work performance of government, enhance the international competitive edge of Taiwan, and cater to the demands of society and the populace are the important challenges for the current government.
Although there is much research and literature on international human resource management (IHRM), none of it studies all functions of IHRM the relationships among functions in systematic or experimental research. For the time being, the government’s ministries and associations dispatch expatriates respectively by the different functions and missions. But the literature and research do less to study international human resource management system(IHRMS) of the government’s expatriates.
I have the opportunity to work and contact the other ministries’ and associations’ expatriates; hence, I will focus on government organization and explore how the decisive factors which are selection, education and training and motivation, impinge on the major function and the interplay of overseas adaptation and work performance of expatriates. By means of IHRMS of the government, thesis will complete the theory and the practice as well as promote overseas adaptation and work performance.
The research uses a questionnaire to survey. For the 175 received questionnaires of 193 issued, the received rate is 90.67%. To analyze the differences and explore the influences on overseas adaptation and work performance among selection, education and training and motivation of the government’s expatriates, the research uses some quantitative measures such as descriptive statistics, factor, cluster, correlation and regression analyses. The major findings are:
(1)Both “work-capability selection of the corresponding overseas mission” and “basic-conditions selection of the corresponding overseas mission” do not have a significant positive influence on “overseas adaptation.”
(2)“work-capability selection of the corresponding overseas mission” has a significant positive correlation on “work performance.”
(3)“The job education and training of the corresponding overseas mission” and “the language education and training of the corresponding overseas mission” have a significant positive influence on “overseas adaptation.”
(4)“The job education and training of the corresponding overseas mission” and “the language education and training of the corresponding overseas mission” do not have a significant positive correlation on “work performance.”
(5)“The financial motivation system of the corresponding overseas mission” and “the non-financial motivation system of the corresponding overseas mission” do not have a significant positive influence on “overseas adaptation.”
(6)“The financial motivation system of the corresponding overseas mission” has a significant positive influence on “work performance.”
(7)“Overseas work adaptation” has a significant positive influence on “work performance.”
(8)“Highly integrated IHRMS of expatriates” has a significant positive influence on both “overseas adaptation” and “work performance.”
The managerial meaning is that if the government would like to have high work performance of expatriates, it needs to consider not only IHRMS, but overseas adaptation, etc. The results of the research can provide the government the strategic reference of planning HRMS of expatriates in the future.
| Identifer | oai:union.ndltd.org:TW/089NCCU0121034 |
| Date | January 2001 |
| Creators | KAO, Ching-Pin, 高景彬 |
| Contributors | 韓志翔 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 84 |
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