Sun Yat-Sen Management Review  2007/12
Vol. 15, 英文特刊 p.11-38
Departrnent of Public Adrninistration and Managernent , National University of Tainan
本研究在探討派外人員的工作壓力、派外適應、工作態度與個人壓力管理 調節效果之間的關係。以148 位台灣企業派外人員為研究對象，利用階層迴歸 分析進行資料分析。研究結果發現派外人員工作壓力與工作投入、工作滿意有 負向關係;派外適應與工作投入、工作滿意有正向關係。此外，派外人員個人 壓力管理對工作壓力、派外適應與工作態度之間的關係會產生調節效果。(633404825809531250.pdf 48KB)
This study examines the relationship between job stress, expatriate adjustment, job attitudes, and the moderating effects of personal stress management using empirical data taken from 148 Taiwanese expatriate managers. Moderated multiple regression was used to analyze the data. The results revealed that expatriate job stress was negatively associated with job involvement and job satisfaction. However, results also showed expatriate adjustment was positively associated with job involvement and job satisfaction. Furthermore, multiple regression analyses revealed that personal stress management was a moderator of expatriate job stress, expatriate adjustment, and job attitude relationship(633404825809531250.pdf 48KB)
Job stress, Expatriate adjustment, Stress management, Job attitude
In the last few decades, Taiwan’s business moves towards globalization rapidly. Hence, it is an important issue to effectively manage expatriate employees with the purpose of improving performance and ensuring the effectiveness of operations in Taiwanese corporation. The human resource personnel need to understand the multi-faceted nature of their employees’ identities and maximize the potential of each employee. Adjusting to an international assignment can provoke the feelings of helplessness in an unprepared expatriate employee, who may have difficulty sorting out appropriate behaviors from inappropriate ones. Through this study, we found that role conflicts and job requirements, as sources of job stress in Taiwanese multinational enterprises, directly and negatively influence both job involvement and job satisfaction among expatriate employees. Therefore, we suggest that role discretion enables individuals to adapt their job roles and set themselves rather than adapting themselves to the situation, thereby facilitating innovative behaviors on the part of the role incumbent. Additionally, given the associations between job involvement, job satisfaction and expatriate adjustment, multinational corporations need to ensure that they have human resource policies and practices of support for their expatriates while abroad. Finally, we found that personal stress management will moderate the relationship between expatriate adjustment and working attitude. This is an important finding for multinational corporations, as they can offer stress management training to employees before sending them abroad. Such a practice will lower the failure rate, and improve expatriate performance.