| Summary: | 碩士 === 東吳大學 === 國際貿易學系 === 95 === For years, business demand of expatriates is increasing because of the expansion of international operation. However, the necessary supports are insufficient for expatriates to remove their stress and conflict. The failure of expatriates makes companies have enormous economic losses and time and also meakes expatriate and its families frustrated. Therefore, it is important that different kinds of support mechanisms should be offered to reduce the expatriates’ loss ratio.
This research examined the effects of potential connection from expatriate job characteristics and organizational support mechanisms to work-family conflict, organizational commitment, and organizational citizenship behaviors. Useing regressive model, we also use SEM to examine the whole structure model. The result showed the goodness of fit is fair, the variable, expatriate job characteristics positively effect on work-family conflict. Orgainizational support mechanisms positively affect organizational commitment. Organizational commitment positively effect on organizational citizenship behaviors.
There are two contributions of this study, ie. managerial and theoretical implications. First, it helps business to understand the relationship between expatriate job characteristics and organizational support mechanisms on expatriates, and provides implications for organizations to establish appropriate support mechanisms to help expatriates, and then raise the expatriates’organizational commitment and organizational citizenship behaviors. Future research suggestions are proposed for more delicate research design.
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