第五章 結論與建議
第二節 研究限制與建議
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工程顧問公司，良好的企業聲望也可成為競標工程案時的優勢，增加其得到標案 的機率。
第二節 研究限制與建議
一、研究者考量到問卷回收之可得性與時效性，樣本之取得皆透過認識的友人協 助發放，造成樣本之屬性偏向年紀較輕之族群，致使已婚且有子女之樣本數 不多，使研究者在進行階層迴歸分析時無法將已婚或具有子女之族群抽取出 做更進一步之分析。建議後續研究利用更加多元的管道進行問卷的收集，使 樣本屬性更加豐富，降低受限於樣本而產生之研究偏誤。
二、本研究之研究對象並未對其現任之公司是否會有外派的可能進行限制，舉凡 任職於工程技術顧問業之土木工程師皆為研究之對象。因此，可能產生部分 答案不足以反映真實的情況，造成研究的偏誤。建議後續研究可將現職是否 有外派之可能納入調查，以篩選出更加精確之樣本。
三、員工使用地主國語言之程度以及外派地主國之所在地區對於外派意願存在 的影響性在本研究中並無未對其進行獨立的施測與研究。外派地主國與母國 距離之遠近、交通便利性、以及語言交談之順暢度都是可能會影響外派意願 之因子，建議後續研究將員工使用地主國語言之程度以及外派地主國所在之 地區納入研究變項之思考範疇之中。
四、研究問卷中施測外派意願之部分題項為“在目前公司的現況下，在未來三年 內，您願意接受外派的意願”，“在目前公司的現況下”之語句可能會讓受
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試者產生該題項是在詢問其對目前公司的看法，而非本研究欲調查其外派意 願之混淆。建議未來之研究將該語句刪除，降低施測的偏誤。
五、本研究中家庭支持程度對外派支持系統影響員工外派意願的調節效果多不 顯著可能是受到樣本屬性偏向年齡較輕者所影響，而產生之研究偏誤。然而，
家庭因素之影響力仍是不容輕忽。建議未來的研究者除了繼續觀察家庭支持 程度的影響力，更可加入依靠照顧親屬數量、家中未成年子女數、家庭成員 對外派意願所抱持之態度等變項進行調查研究。
六、本研究之調節變項-家庭支持對於外派意願之調節作用皆不顯著可能是因為 家庭親屬對員工外派意願之影響力並非僅有支持這種形式，家人之支持程度 與員工自身對家人之牽絆、顧慮是無法合為同一變項進行討論的。此外，家 庭之屬性也可分為原生家庭與婚姻家庭兩種不同之組成，本研究並未就家庭 之屬性進行精確的定義，可能造成受試者概念上之混淆產生研究上之偏誤。
建議後續研究在探討家庭因素對外派意願之影響時針對家庭組成之屬性進 行明確之定義。再者，除了探討家庭支持對外派意願之影響性，更要探測員 工自身對家庭之牽掛所產生之影響性，將兩構面加以精確的定義與區隔方能 產出更加精確之研究成果。
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經營管理論叢：2005 年學術研討會特刊，89-100。
李鴻文、許心怡，2007。家庭因素、成就動機對海外派遣意願之影響 。國立嘉
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http://www.emba.com.tw/ad/48e07fb0617344108719de661f6c72f7
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附錄一、外派支持系統影響外派意願調查問卷
各位辛勞的土木工程師 您好：
我是國立政治大學勞工研究所的研究生，這是一份學術性的問 卷，目的在研究企業提供的外派支持政策對員工接受外派意願之影 響，同時探討家庭支持程度在兩者之間的作用性。因本研究為純學 術研究，沒有您的鼎力相助，勢必無法完成。
衷心的期盼您能撥出五分鐘左右的時間來填答本問卷。本問卷採用 匿名方式，所有資料僅供研究分析使用。絕不對外公開，敬請安心 填答。
再次感謝您的鼓勵與協助。
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