知覺組織支持、駐外人員海外適應與工作滿意度對組織承諾影響之研究-以Y航運公司為例

Abstract

為配合全球化下經貿活動的快速發展與跨國企業的運輸需求，航運業的服務範疇已從區域性型態擴展至全球，在貿易航線據點不斷擴增下，為強化與海外子公司的協同合作關係，母公司須時常將人員外派至各地，代表母公司至海外子公司進行營運管理，因此如何提供適切的管理措施予駐外人員，協助其在駐地的適應情況，進而順利達成組織賦予的任務，便成國際人力資源管理的一大挑戰。 故本研究採用社會交換理論的觀點，以某知名跨國航運公司為取樣對象，來探討駐外人員知覺組織支持、海外適應(包括一般適應、互動適應、工作適應三構面)、工作滿意度以及組織承諾之間的關係，實證研究結果顯示：一、知覺組織支持對海外適應、工作滿意度及組織承諾有正向影響效果。二、知覺組織支持會透過海外適應正向影響駐外人員的工作滿意度。三、知覺組織支持會透過駐外人員工作滿意度正向影響組織承諾。最後針對研究結果，對管理者提出國際人力資源管理政策建議。

In response to globalization, rapid development of trading activities, and demand for transportation from international corporations, the service range of container shipping industry has shifted from regional scale to international one. With expansion of trading and shipping bases, to strengthen the cooperative relationships among overseas branches, headquarters have to dispatch employees overseas serving as representatives to deal with managerial affairs in the branches. Therefore, how to motivate and manage expatriates, assist their adaptation to local contexts, and further accomplish the tasks assigned by the organization have become major challenges to international human resource management. This study examines the relationships among expatriates’ perceived organizational support, overseas adjustment, job satisfaction, and organizational commitment based on social exchange theory. The research results indicate that 1) expatriates’ perceived organizational support has a significant effect on overseas adjustment, job satisfaction, and organizational commitment; 2) expatriates’ perceived organizational support affects expatriates’ job satisfaction through overseas adjustment; 3) expatriates’ perceived organizational support affects expatriates’ organizational commitment through job satisfaction. Implications on international human resource management have been specifically discussed.