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URN etd-0919107-140226 Statistics This thesis had been viewed 5425 times. Download 4359 times. Author Chu-wen Chao Author's Email Address No Public. Department Management Business Administration Year 2006 Semester 2 Degree Master Type of Document Master's Thesis Language Chinese&English Page Count 179 Title THE IMPACT OF REPATRIATION ASSISTANCE ON ORGANIZATIONAL COMMITTMENT- PERSONALITY TRAITS AS INTERVENING VARIABLE Keyword personality traits organizational committment repatriation assistance repatriation assistance organizational committment personality traits Abstract The number of enterprises investing overseas increases significantly because of the heat of globalization. Many technicians and mangers are assigned to joint ventures or subsidiaries overseas. Most studies and literature focus on how to help enterprise expatriates to successfully accomplish overseas assignments and objectives overseas. However, repatriate management is neglected by enterprises very easily. In fact, it takes very high costs to cultivate, maintain and reassign talents with international experience. If enterprises can well manage repatriates in order to let them devotedly feed back the organization overseas knowledge, skills and experience, this will allow them to possess a better international view and international operability. The purpose of this study is to investigate the impacts of repatriation assistance on organizational commitment using personality trait as an intervening variable. Descriptive statistics, reliability analysis, correlation analysis and regression analysis are the major research methods.
Empirical results indicate that all three hypotheses of this study sustained: Hypothesis 1—“career development” and “training” in the enterprise repatriation program has positive influence on the affective organizational commitment of repatriates; “career development” has positive influence on the normative organizational commitment; “career development”, “training” and “compensation and benefit” has positive influence on continuance organizational commitment; Hypothesis 2—“conscientiousness” and “neuroticism” has positive influence on the affective organizational commitment; “conscientiousness” and has positive influence on the normative organizational commitment; “neuroticism” has positive influence on the continuance organizational commitment; and Hypothesis 3—“openness to experience” and “emotional stability” can enhance affective organizational commitment when “career development” is implemented by the organization; “openness to experience” can enhance affective organizational commitment when “training” is implemented by the organization; “conscientiousness” can reduce continuance organizational commitment when “career development” is implemented by the organization; “emotional stability” can reduce continuance organizational commitment when “compensation and benefit” is implemented by the organization; and “extraversion” can reduce continuance organizational commitment when “job arrangement” is implemented by the organization.
Besides retaining employees with short-term salary condition and job arrangement, enterprises should consider how to allow repatriate employees to involve in work; and long-term planning and development should not be neglected.
Use of expatriate personality trait selection tools
In order to find candidates who are conscientious, emotionally stable and open to experience, selection tools play a very important role. Personality trait tests and interviews are available tools.
Suggestions for follow-up researchers
(1) Research on overseas assignment of different levels
(2) Research on repatriation after continual overseas assignments
(3) Research on the causes of turnover after repatriation
(4) Research on the repatriation assistance of overseas multinationals
(5) Development of personality trait scale
Advisor Committee Yung-kuei Liang - advisor
Kun-huang Yeh - co-chair
Wellington K. Kuan - co-chair
Files Date of Defense 2007-07-30 Date of Submission 2007-09-19