外派人員社會支持、組織承諾對工作績效之影響—文化距離為調節變項

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外派人员社会支持、组织承诺对工作绩效之影响—文化距离为调节变项

The Influence of Expatriates’ Social Support and Organizational Commitment on their Job Performance — Cultural Distance as the Moderating Variable.

林宜桦 , 硕士　　导师：李元墩　　

英文

文化距离；外派人员；制鞋业；工作绩效；代工；组织承诺；社会支持； Culture Distance ； Expatriate ； Footwear industry ； Job Performance ； Original Equipment Manufacturing (OEM) ； Organizational Commitment ； Social Support

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With the trend of business globalization, expatriate have become a significant part of globalized management. This research aims to investigate the relationship of Social Support and Job Performance in six factories of LingYih Group, which are manufacturing shoes in Vietnam, Myanmar and China. Also examining the mediating effects of Organizational Commitment on the relationship between two constructs of Social Support and Job Performance. Specifically, we propose that Cultural Distance moderate the expatriate between Social Support and Organizational Commitment; Social Support and Job Performance; Organizational Commitment and Job Performance. 
The survey method was adopted in this study. A total of 297 questionnaires were distributed and 273 copies returned. Among returned questionnaires, 258 copies were valid, with effective return rate of 94.50%. The data were analyzed with regression analysis, hierarchical regression and ANOVA to discuss the relationships among Social Support, Organizational Commitment and Job Performance.
The results indicated that Social Support had positive effects on Job Performance and Organizational Commitment had positive effects on Job Performance; Organizational Commitment appears partial mediating effects on the relationship between Social Support and Job Performance. However, culture distance had no significant moderating effect on Social Support and Organizational Commitment, Social Support and Job Performance, and Organizational Commitment and Job Performance.

参考文献 ( 177 ) 〈TOP〉

Aarons, G. A., & Sawitzky, A. C. (2006). Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services. Administration and Policy in Mental Health and Mental Health Services Research, 33(3), 289-301.
连结：
Abu Al-Rub, R. K., & Voyiadjis, G. Z. (2004). Analytical and experimental determination of the material intrinsic length scale of strain gradient plasticity theory from micro-and nano-indentation experiments. International Journal of Plasticity, 20(6), 1139-1182.
连结：
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions.UK: Sage.
连结：
Ambos, T. C., Ambos, B., & Schlegelmilch, B. B. (2006). Learning from Foreign Subsidiaries: An Empirical Investigation of Headquarters’ Benefits from Reverse Knowledge Transfers. International Business Review, 15, 294-312.
连结：
Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and organization review, 3(3), 335-371.
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引用含有DOI的文献

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。 如想对DOI的使用与概念有进一步了解，请参考 （ ） 。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。