碩士 / 國立高雄大學 / 國際高階經營管理碩士在職專班(IEMBA) / 101 / Owing to the rapid development of globalization, the formation of a cross-national enterprise has become a tendency. “A person” is a key factor of creating and maintaining the competitive advantage in an organization. According to the survey of GMAC in 2006, 21% expatriates quitted their jobs during the period of performing expatriate assignment; 23% repatriates left office immediately in the very year of coming back. From this we can see the importance of expatriates for the development of cross-national enterprises. Therefore, with the step of internationalization and the industrial ecology of globalization, the relevant issues of expatriates have been gradually valued by enterprises day by day.
The major purpose of this research was to explore the correlation among an expatriate’s cross-cultural training, expatriate adjustment, and turnover intention. First of all, the research established the research hypothesis by means of literature review, and then the questionnaire survey was adopted; the research subjects were the expatriate managers of Taiwan-capital enterprises that had a factory in Vietnam; the effective response sample was 110 copies which accounted for effective rate of 61.1%. Via the empirical analysis, the research results are as follows:
I. Cross-cultural training had a significant positive effect on expatriate adjustment.
II. Expatriate adjustment had a significant negative effect on turnover intention.
III. Cross-cultural training had a significant negative effect on turnover intention.
IV. Expatriate adjustment had a mediation effect between cross-cultural training and turnover intention.
From the personal angle of the expatriate, the research offered the following suggestions to business circles: to examine the expatriate adjustment policy and measures periodically, to pay much attention to the degree of fulfillment of a training system and the evaluation of achievements, and to consolidate the cultivation and inheritance of overseas experience. It’s not easy for the cross-national enterprise to find an appropriate expatriate. As for how to keep excellent overseas talents, the company’s relative measures and policy shall be the key points.
| Identifer | oai:union.ndltd.org:TW/101NUK05321023 |
| Date | January 2013 |
| Creators | Pei-chen Chen, 陳珮宸 |
| Contributors | Ing-chung Huang, Pey-lan Du, 黃英忠, 杜佩蘭 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 86 |
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