| Summary: | 碩士 === 淡江大學 === 國際貿易學系 === 85 === There are many ways by which employers have broad influence on
employees. All these influence change the fulfillment of
psychological contract of employees. Psychological contract is
defined in terms of unwritten expectations held by employers and
employees about the nature of their exchange. Also,
psychological contract is highly subjective , is defined by the
individual, and is to be understood from the employee''s
perspective. We investigated expatriate''s turnover tendencies of
foreign MNCs in Taiwan as a function of its perception of human
resource practices(HRPs). Furthermore, we analyzed the mediating
role the psychological contract.The research tries to attain the
following goals:1. To understand the relationship between
expatriate''s perception of HRPs and the fulfillment of its
psychological contract.2. To understand the relationship between
the fulfillment of expatriate''s psychological contract and its
turnover tendencies.Each of the 340 expatriates of foreign
subsidiary or branch of U.S. and Japan electronics MNCs in
Taiwan from statistics on Foreign Investment was mailed a
survey. Of these, 81 responded. The results are summarized as
follows:1. The relationship between expatriate''s perception of
HRPs and the fulfillment of its psychological contract is
significant and positive. The influence of expatriate''s
perception of HRPs on the fulfillment of its psychological
contract is significant and positive, except the training
programs. The positive relationship between expatriate''s
perception of HRPs and the fulfillment of its psychological
contract is different in the U.S. and Japanese firms in
Taiwan.2. The relationship between the fulfillment of
expatriate''s psychological contract and its turnover tendencies
is significant and negative, except the intention to leave the
location. The influence of the fulfillment of expatriate''s
psychological contract on its turnover tendencies is significant
and negative. The negative relationship between the fulfillment
of expatriate''s psychological contract and its turnover
tendencies only exists in the Japanese firms in Taiwan.
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