回任機制、組織信任與工作滿意對外派回任人員知識分享之影響

Abstract

海外知識移轉至母公司的過程中，回任人員扮演著一個取得國際知識與分享於組織中的重要角色，而企業競爭的關鍵因素是如何透過回任管理機制的設計，促使回任人員有知識分享的意願進而產生知識分享行為。本研究目的主要在探討組織對回任人員的管理機制對知識分享意願以及知識分享行為之影響，並納入組織信任及工作滿意知覺之個人因素探究與知識分享意願及知識分享行為之關係。 本研究以回任人員為研究對象，採用問卷調查方式搜集資料，問卷設計前先針對具回任經驗的回任人員進行訪談，依訪談結果及相關文獻設計問卷題項，共計發出135份問卷，收回70份問卷，回收率達52%，最後有效問卷為68份。 本研究採用階層迴歸及集群分析法來進行資料分析，在階層迴歸分析中發現知識傳遞管道以及回任前職涯協助對知識分享意願有正向影響；在知識分享行為方面，組織因素的知識傳遞管道以及高自主性的工作設計均對知識分享行為有正向影響，而個人因素的組織信任及工作滿意對知識分享行為亦有正向關係，但若加入組織因素的回任機制進行階層迴歸分析時，會發現組織信任及工作滿意變項對知識分享行為的關係會變得不顯著，由此可推論組織因素的回任機制對知識分享行為的影響是大於個人因素的。而在集群分析中發現若組織重視回任機制，則回任人員的知識分享行為會愈多；研究中亦發現工作成就機會對知識分享行為有正向影響，而直接獎勵的方式對知識分享行為的影響並不顯著。

Repatriate's sharing of overseas knowledge with other organizational members after returning to home country is one of the key methods for a company to gain international, cross-cultural points of view and knowledge. A well designed repatriation management system will facilitate the knowledge sharing between repatriates and other organizational members. The purpose of the study was to examine the effects of repatriation management system on repatriate’s knowledge sharing behaviors. At the same time this study also investigated the moderating effects of repatriate’s perceived organizational trust and job satisfaction on the relationship between repatriation management and repatriate’s knowledge sharing motivation and behaviors. Survey was used to collect data. A total of 135 questionnaires were sent to the repatriates in various companies. Seventy of them were returned, making a response rate of 52%. Two incomplete questionnaires were excluded and the final sample included 68 repatriates. Hierarchical regression and cluster analysis were used to analyze data. The results from hierarchical regression analysis showed that career counseling before repatriation and channels for knowledge sharing after repatriation stimulated repatriate’s knowledge sharing motivation. Channel for knowledge sharing and autonomy on the job after repatriation facilitated knowledge sharing behaviors. It was also found that repatriate’s organizational trust and job satisfaction were positively related with knowledge sharing behaviors. However, when the repatriation management systems were added into regression model, the trust/satisfaction-knowledge sharing relationship became insignificant. The effect of repatriation management on knowledge sharing behaviors was greater than that of rust and satisfaction. The results from cluster analysis supported the effect of repatriation management on knowledge sharing uncovered in regression analysis. In addition, the study found that the opportunities for attaining achievement on job after repatriation enhanced knowledge sharing behaviors and the direct reinforcement for knowledge sharing had no effect on repatriate’s knowledge sharing behaviors.