師徒關係與外派/回任調適：師徒類型與外派/回任人員人格特質的觀點

Mentorship and Expatriate/Repatriate Adjustment- Perspectives of the Types of Mentoring and Expatriate/Repatriate’s Personality Traits

10.6840/cycu201000159

莊文隆

核心自我評價 ； 外派調適 ； 回任調適 ； 地主國師徒關係 ； 母國師徒關係 ； host country mentorship ； repatriate adjustment ； core self-evaluations ； expatriate adjustment ； Home country mentorship

中原大學企業管理學系學位論文

2010年

博士

吳美連

英文

本研究調查特定師徒功能對於特定外派/回任調適面向所帶來的效益，並且探討核心自我評價 (Core Self-Evaluation,簡稱CSE) 是否調節了特定師徒功能與特定外派/回任調適面向之間的關係。研究樣本為281位國際企業外派人員。本研究利用複迴歸與階層迴歸分析法檢定11個假設，分析結果如下：(1) 不論是母國或是地主國師父，師父所提供的社會心理支持功能愈強，外派徒弟在地主國的一般調適情形愈好；角色模範功能愈強，外派徒弟在地主國的辦公室互動調適情形愈好；及師父的職涯發展功能愈強，外派徒弟在地主國的工作調適情形愈好；(2) 相較於地主國師父，母國師父能提供較多地主國的一般與互動調適；(3) 相較於母國師父，地主國師父能提供較多地主國的工作調適；(4) 母國師父在徒弟回任方面的幫助，社會心理支持功能愈強，回任徒弟在母國的一般調適情形愈好；角色模範功能愈強，回任徒弟在母國的辦公室互動調適情形愈好；及職涯發展功能愈強，回任徒弟在母國的工作調適情形愈好；(5) 外派徒弟的CSE特質在母國/地主國師父的角色模範功能和徒弟在外派辦公室互動調適之關係上、在母國師父的職涯發展功能和徒弟在外派工作調適之關係具有調節作用；(6) 回任徒弟的CSE特質在母國師父的社會心理支持功能和在地主國的一般調適之關係上、在母國師父的角色模範功能和徒弟在母國辦公室互動調適之關係上具有調節作用。 根據研究結果，本研究建議多國企業 (Multinational Corporations，簡稱MNCs) 可以將母國與地主國師父同時納入外派師徒計畫中，且針對母國與地主國師父的優勢來給予徒弟特別的協助，以利於外派人員成功完成外派任務與回任母公司。此外，本研究建議MNCs可指派母國與地主國師父協助低CSE的外派人員克服調適問題；而針對高CSE的外派人員，MNCs則需提供足夠的外派行前訓練。

This study investigates the benefits of specific mentoring functions to specific expatriate/repatriate adjustment facets, and explores whether core self-evaluation (CSE) moderates the aforementioned relationships. This study uses multiple regression analyses and hierarchical regression analyses to test eleven hypotheses. Analytical results from 281 expatriates/repatriates of international companies are summarized as follows: (1) the stronger the mentors’ psychosocial support is, the better the expatriate protégés’ general adjustment to the host country will be; the stronger the mentors’ role modeling function is, the better the expatriate protégés’ office interaction adjustment will be; the stronger the mentors’ career development function is, the better the expatriate protégés’ work adjustment will be; (2) home country mentors provide more assistance on general and interaction adjustment than host country mentors in the host country; (3) host country mentors provide more assistance on work adjustment than home country mentors in the host country; (4) the stronger the home country mentors’ psychosocial support is, the better the repatriates’ general adjustment to the home country will be; the stronger the home country mentors’ role modeling function is, the better the repatriates’ office interaction adjustment in the home country will be; the stronger the home country mentors’ career development function is, the better the repatriates’ work adjustment in the home country will be; (5) expatriates’ CSE traits positively moderate the relationship between home/host country mentors’ role modeling functions and expatriates’ office interaction adjustment, home country mentors’ career development function and expatriates’ work adjustment; (6) repatriates’ CSE traits positively moderate the relationship between home country mentors’ psychosocial support function and repatriates’ general adjustment, home country mentors’ role modeling function and repatriates’ office interaction adjustment. According to analytical results, this study suggests multinational corporations (MNCs) to incorporate home and host country mentors in expatriate mentoring programs. Home country mentors and host country mentors can utilize their advantages to help their expatriate protégés so that expatriates can accomplish their expatriate tasks and repatriate successfully. Furthermore, for expatriates with low CSE, this study suggests MNCs to assign home and host country mentors to help them overcome adjustment problems; for expatriates with high CSE, MNCs need to provide adequate pre-departure training for expatriates.

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