兩岸直航影響外派人員離職傾向研究

A Study of Cross-Strait Direct Flights Effect Expatriates Turnover Intention

10.6147/JHRM.2011.1202.02

胡昕昀(Hsin-Yun Hu)；王偉安(Wei-An Wang)；范錚強(Cheng-Kiang Farn)

兩岸直航 ； 外派人員 ； 離職傾向 ； 外派距離 ； 工作家庭衝突 ； cross-strait direct flights ； expatriates ； turnover intention ； expatriate remoteness ； work-family conflict

人力資源管理學報

12卷2期（2012 / 06 / 01）

25 - 48

繁體中文

隨著兩岸平日包機直航所帶來的時間大幅縮短，各種外派類型員工之工作家庭衝突與離職傾向是否能有效減低，成為重要的議題。本研究參考Ahuja離職傾向模型，加入「外派距離」構念，並將外派人員區分成「常駐且家在大陸」、「常駐而家在台灣」、「出差型」三種外派類型，以台灣外派人員作為研究對象，利用問卷調查，共回收145份樣本。研究結果顯示，「外派距離」與「工作家庭衝突」有正向關係，並且「外派距離」與「工作家庭衝突」關係受到「外派類型」顯著的調節效果，其中常駐型員工的外派距離為近時，工作家庭衝突程度較低，顯示出直航帶來的距離縮短產生工作家庭衝突下降的效益；「組織承諾」及「工作耗竭」與「離職傾向」分別有負向和正向關係。

After an absence of sixty years, ”direct flights across the Taiwan Strait” commenced on July 4, 2008. Subsequently, it has changed from weekend chartered flights to daily chartered flights, and finally daily scheduled flights, and has been intensifying gradually. Thus, the remoteness between Taiwan and mainland China has been closing dramatically. This study takes this changing opportunity to look into whether changes in remoteness in expatriate assignments affects work-family conflict, and whether it in-turn result in a change in turnover intention. This study adopts Ahuja's turnover intention model, and supplemented with an ”expatriate remoteness” construct. In the proposed model, expatriates are divided into three types, namely, ”long-term expatriates with family in China,” ”long-term expatriates and family in Taiwan” and ”business travelers.” Taiwanese expatriates of various types were used as mail questionnaire samples in this study. A total of 145 convenient samples were collected. Results show that, as expected, ”expatriate remoteness” is positively associated with ”work-family conflict” while the association is moderated by ”expatriate type.” For ”long-term expatriate with family in China,” and ”long-term expatriate with family in Taiwan,” the association is positively but at different degree. In other words, direct flights shorten the distance and may effectively decrease work-family conflict. In addition, ”Organization commitment” is negatively associated with ”turnover intention,” while ”work exhaustion” is positive associated with ”turnover intention.”

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