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題名 | 臺灣企業派外人員對駐外報償決定因素認知之研究=Study on Factors Affecting Expatriate Compensation System of Taiwanese Companies |
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作者 | 余明助; | 書刊名 | 人力資源管理學報 |
卷期 | 4:1 2004.03[民93.03] |
頁次 | 頁103-125 |
分類號 | 494.3 |
關鍵詞 | 駐外報償; 任務特性; 地主國環境; 文化差異; Expatriate compensation; Task characteristic; Host environment; Cultural difference; |
語文 | 中文(Chinese) |
中文摘要 | 本研究目的乃在探討企業如何因應派外人員所面對的派駐特性、派外任務特性、地主國環境及組織因素來決定所實施的駐外報償組合。經由169位派外人員實證結果發現不同派駐地區的派外人員在駐外報償上有顯著差異。派駐亞洲地區、派駐職務為高階主管者較強調績效報償與福利措施。 其次,派外人員的工作自主性和回饋性愈高時,應同時強調績效報償、津貼組合與福利措施。工作變化性對本薪重要度有顯著負向影響。工作完整性愈高應重視津貼組合與福利措施的設計。當地主國與台灣政經相似性和文化差異愈高,且母公司提供回任保障時,需強調績效報償控制與津貼組合的運用。 |
英文摘要 | The purpose of this study is to explore how an enterprise designs its expatriate compensation according to expatriate characteristic, task factors, host environmental factors, and organizational factors. Through a series of mail survey of 169 Taiwanese’s expatriate managers, the results indicate that there are significant differences on expatriate compensation for facing different expatriate area. When an expatriate was assigned to Asia area and higher position, the parent should stress performance incentive and benefit system. Furthermore, the results revealed that the positive effects of the task autonomy feedback from job on performance incentive system, allowances packages and benefit system. Additionally, task variation has negative effect on base salary. Finally, when host national and Taiwan with more cultural difference, the patterns of economic & political development are quit similar, the parent company should stress more performance incentive and allowances packages system. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。