A Study on the Relationship among Expatriate Performance, Perceived Organizational Support and Committed Human Resource Management: The Analysis of Moderated Effect of Host Country Nationals’ Willingness to Support and Value Congruence

Abstract

The purpose of this study was to explore the relationship between the factors of committed HRM, perceived organizational support, value congruence, HCN’s willingness to support and expatriate performance. This research was based on the questionnaire survey of expats who are currently serving in well-known OEM Taiwan-funded shoe factories. The number of population was approximately 2,000 expats. A total of 293 samples were collected in this study by snowball sampling.

There are five conclusions: (I) Committed HRM has a significant negative impact on the performance of expatriates; (II) Committed HRM has a significant positive impact on POS; (III) POS has a significant negative impact on the performance of expatriates; (IV) POS has a full intermediary effect between committed HRM and expatriate performance; (V) HCN’s willingness to support and value congruence doesn't have a significant moderation effect. On this study, it can be seen that if the expatriate cannot feel the support of the organization to them, no matter how good the human resource management system is, it will not be possible improve their performance.

Alternate abstract:

本研究旨在探討「承諾型人力資源管理措施」、「知覺組織支持」、「價值觀一致性」以及「駐地國員工協助意願」這些影響因素間之關係，並分析是否對於外派績效有實質之影響。本研究針對目前任職於越南運動品牌代工廠之2000名外派人員以問卷調查方式進行抽樣調查，並以滾雪球方式進行樣本回收，本研究共回收293份樣本。

研究發現以下五點結論：(一)承諾型人力資源管理措施對外派績效有顯著負向影響；(二)承諾型人力資源管理措施對知覺組織支持有顯著正向影響；(三)知覺組織支持對外派績效有顯著負向影響；(四)知覺組織支持在承諾型人力資源管理措施與外派績效間具有完全中介效果；(五)駐地國員工協助意願以及價值觀一致性不會在承諾型人力資源管理措施影響外派績效的過程中造成調節影響由知覺組織支持外派績效影響過程中扮演完全仲介角色可知，若無法讓外派人員感受到組織對他們的支持，無論多好的人力資源管理制度之建立，都無法提升外派績效。