The Influence of Employee’s Organizational Identification on Job Involvement of Multinational Enterprises
莫雲峰、蘇奉信
E-mail: 9901128@mail.dyu.edu.tw
ABSTRACT
Internationalizing business operation can be beneficial in gaining regional economies and experience curve, transferring unique competitive edge, and impacting the technology of worldwide subsidiaries. Employees in a multinational organization come from every place in the world; under the influence of different custom and culture of each country, it is worthwhile to explore further whether it will affect the employee identification with the organization and, thereby, even affect their devotion to their work. The objective of this study is to continue and expand the theoretical knowledge of employee Organizational Identification and Job Involvement to verify the relationship between the employee Organizational Identification and the Job Involvement and to identify the impact of National Culture. These results are used to investigate what kind of interference effect to employee Job Involvement will be induced when subjecting employee Organizational Identification under different National Culture. The nature of these relationships will be demonstrated empirically. The investigation of this study will be carried out through designing questionnaires, which will be supplemented with relevant literature to analyze actual scenarios. Full time employees in domestic and foreign private-own international companies are targeted for data collection; a total of 350 questionnaires are sent out and 264
questionnaires are recovered. Subtracting 64 incomplete questionnaires, there are a total of 200 valid questionnaires with a valid response rate of 57.1%. The study finds: in the survey sample, among these five sub-dimensions: the power distance within the National Cculture, individualism, masculinity, uncertainty avoidance, and long-term orientation, etc., only long term orientation has an interference effect to the relationship between Organizational Identification and Job Involvement that reaches significant level statistically. The interference effect of National Culture to the relationship between the Organizational Identification and the Job Involvement is not significant. Based on the findings in this study, their differences from the Hofstede scoring of the cultural dimension of each country are further explored in this study. The causes for these differences and their implications are explained and follow-up research and management applications are also proposed.
Keywords : organizational identification ; job involvement ; national culture Table of Contents
內容目錄 中文摘要 ．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．
．．．．． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．
．．．．．．． vii 表目錄 ．．．．．．．．．．．．．．．．．．．．． ix 圖目錄 ．．．．．．．．．．．．
．．．．．．．．． xii 第一章 緒論．．．．．．．．．．．．．．．．．．． 1 第一節 研究背景與動機．
．．．．．．．．．．． 1 第二節 研究問題與目的．．．．．．．．．．．． 2 第三節 研究重要性．．．．
．．．．．．．．．． 4 第二章 文獻探討．．．．．．．．．．．．．．．．． 6 第一節 跨國企業現況與趨 勢．．．．．．．．．． 6 第二節 組織認同．．．．．．．．．．．．．．． 11 第三節 工作投入．．．．
．．．．．．．．．．． 17 第四節 國家文化．．．．．．．．．．．．．．． 21 第五節 組織認同與工作投入．
．．．．．．．．． 26 第六節 國家文化與組織認同．．．．．．．．．． 27 第三章 研究方法．．．．．．．．
．．．．．．．．． 29 第一節 研究架構與方法．．．．．．．．．．．． 29 第二節 研究變數與假設．．．．．
．．．．．．． 30 第三節 研究變項的操作型定義與衡量方法．．．． 32 第四節 問卷設計．．．．．．
．．．．．．．．． 34 第五節 分析工具．．．．．．．．．．．．．．． 39 第六節 信度與相關分析．．．
．．．．．．．．． 39 第七節 分析方法．．．．．．．．．．．．．．． 45 第四章 研究分析結果．．．．．．
．．．．．．．．． 47 第一節 樣本資料分析．．．．．．．．．．．．． 47 第二節 人口屬性與組織認同、
工作投入之關係．． 52 第三節 組織認同與工作投入之關係．．．．．．． 62 第四節 國家文化之干擾效果分 析．．．．．．．． 64 第五節 區分母公司國籍之國家文化干擾效果．．． 75 第五章 結論與建議．．．．．．．
．．．．．．．．． 89 第一節 研究結論．．．．．．．．．．．．．．． 89 第二節 實務之建議．．．．．
．．．．．．．．． 92 第三節 研究限制．．．．．．．．．．．．．．． 94 參考文獻．．．．．．．．．．．
．．．．．．．．．．． 96 附錄A 研究問卷．．．．．．．．．．．．．．．．． 108
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