台商派駐大陸已婚員工離開現職傾向之研究：工作－家庭衝突理論之觀點

Intent to Leave of Expatriates from Taiwan Business in Mainland China: The Apporach from Work-Family Conflict

10.6656/MR.2001.20.3.CHI.85

黃英忠(In-Chung Huang)；董玉娟(Yu-Chuan Tung)；林義屏(Yi-Ping Lin)

離職傾向 ； 工作－家庭衝突 ； 組織支持 ； 家庭支持 ； Intent to leave ； work-family conflict ； organizational support ； family support

管理評論

20卷3期（2001 / 07 / 01）

85 - 122

繁體中文

本研究以工作－家庭衝突理論出發，來探討家庭因素其對派外人員離開現職傾向的影響。本研究以台商派駐大陸的人員為研究對象，以雪球抽樣的方式，進行問卷的調查。回收有效樣本286份，得到幾點主要的結論：首先，就整體而言，本研究離開組織傾向、轉換工作傾向以及提前回任傾向的模式適合度均良好。其次，工作－家庭衝突及工作投入在派外人員的個人因素及家庭因素與離開現職傾向的關係中均扮演著完全中介的效果；而家庭支持則部分透過工作－家庭衝突對派外人員的離開現職傾向產生間接的影響，部分則對派外人員的離開現職傾向有直接影響。本研究亦針對研究的發現對學術及實務上提出建議。

A model is developed to test the family factor influencing expatriates' turnover tendency according to the approach, work-family conflict. The participants in this study were a sample of 286 expatriates of Taiwan international business companies assigned to Mainland China. The data were collectd by quesionnarie in snowball sampling. The results of the study show that first of all, the three goodness-of-fit indexes for the overall models were good. Furthermore, work-family conflict and work involvment play a complete mediate effect among individual family factor and intent to leave. Last, family support has both direct and indirect effects through work-family conflict effects on intent to leave of expatriates. The findings of the study were also discussed as to how they may contribute to international HRM researchers and practitioners.

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