海外派遣人員之工作績效及其影響因素之評估－以投資大陸地區之台商為例

吳萬益; 蔡明田; 林佳姿

doi:10.6656/MR.1999.18.3.CHI.1

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P1 - 34

社会科学 > 经济学
社会科学 > 管理学

DOI： 10.6656/MR

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海外派遣人员之工作绩效及其影响因素之评估－以投资大陆地区之台商为例

The Evaluation pf Expatriate's Working Performance and Its Influence Factors-The Companies in Taiwan Investing in Mainland for Example

吴万益(Wann-Yih Wu) ；蔡明田(Min-Tien Tsai) ；林佳姿(Chia-Tzu Lin)

管理评论； 18 卷 3 期 (1999 / 09 / 01) ， P1 - 34

繁体中文 DOI： 10.6656/MR.1999.18.3.CHI.1

海外派遣人员；人力资源管理；多国籍企业；甄选标准；教育训练； Overseas expatriates ； Human resource management ； Multinational companies ； Selecting criteria ； Training program

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摘要 │ 参考文献 (53) │ 国际计量

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As the Mainland authority announced its open policy in 1979 and the government of ROC issued its permissions of visiting and investment in Mainland in 1989, many companies in Taiwan have invested in Mainland heavily with accelerated pace, especially for those primary companies with intensive labors requirement including livelihood, electronic, mechanical and petrochemistry industries. However, due to lacking experiences in cross cultural management and overseas investment, many companies have encountered some problems including arguments between owners and employees, bad living adaptation of expatriates in the host countries, etc. The results have negative influences on company operation.
This study thus focuses on the expatriates in these four industries. The purposes of this study are as follows:
1. To evaluate the selecting criteria, training program and living adaptation among expatriates of livelihood, electronic, mechanical and petrochemistry industries.
2. To explore the influences of the expatriate's selecting criteria to the expatriate's living adaptation in the host countries.
3. To investigate the influences of the expatriate's training program to the expatriate's living adaptation in the host countries.
4. To evaluate the influences of the expatriate's selecting criteria to the expatriate's working performances.
5. To verify the influences of the expatriate's training program to the expatriate's working performances.
Through a series of questionnaire survey and personal interview, this study concludes the following results.
1. Expatriates from Taiwanese companies to Mainland can not adapt the administrative procedures of the Chinese government of Mainland China. When firms select expatiates, they consider age, health, ability and the willingness of the overseas living. They also emphasize the training on professional technology, illustration of host countries, language and courtesy.
2. Taiwanese overseas expatriates with better health condition, more past working and expatriate experiences, higher understandings of the customs and habits of the host countries, more trainings on political and legal issues may result in better living and working adaptation in the host countries.
3. The selecting criteria, training program, and living adaptation of a firm's expatriates may impact on the expatriate's working performances in the host countries.
4. In order to arrange better living adaptation of expatriates in the host countries, it is suggested that Taiwanese firms should select younger expatriates with overseas working experiences, better health conditions and better past working performance. In addition, it is also suggested that expatriates should take necessary training program, especially on political, legal and cultural issues.

参考文献 ( 53 ) 〈TOP〉

Aextell, R. E.(1990).Do's and Taboos of Hosting International Visitors.New York:John Wiley ＆ Sons.
Backer, J. C.(1984).Foreign Language and Predeparture Training in U. S. Firms.Personal Administrator,29
Backer, J. C.,Gregory, K. Stephens(1989).The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignment.Journal of Management,15
Backer,J. C.,Werbel, James D.(1980).The Effect of Job Transfer on Employees and Their Families.Washington, D. C.:Employee Relocation Council.
Black, J. S.(1988).Work role transitions: A study of American expatriate managers in Japan.Journal of International Business Studies,19

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