| Summary: | 碩士 === 義守大學 === 管理科學研究所 === 91 === Abstract
Facing the rising and flourishing trend of internationalization and such a extremely intense competition environment, the capability to obtain and utilize intangible asset, such as knowledge and human capital, is not only the importance source of inimitable competitive advantage but also a indispensable core competence that enterprises need to possess. Therefore, researchers, consultants and managers are now focusing on a "new" competitive advantage that promises infinite possibilities: human capital. Highly educated, knowledgeable workers the most in demand are the hardest to find and the easiest to lose. Attracting, retaining and developing human capital are the most important way organizations can keep up with the competition around the globe. Before we find out the best way to manage human capital, however, we have to answer the first question: how can we measure it?
Developing an “International Human Capital Measurement Scale” is the major topic of this dissertation. For testing the criterion-related validity, I also test the correlation between international human capital and enterprise performance. According to literature review and expertise interviewing, I found that international human capital is composed of six dimensions: (1) international working ability, (2) information technology ability, (3) oversea professional knowledge, (4) across culture ability, (5) across country relationship, and (6) individual characteristic. The statistical results showed that the reliabilities and criterion-related validities of the scales were highly supported.
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