Organization Commitment

• Main Authors: Hsiao Yung, 蕭永斌
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/67703667303148927109

碩士 === 國立中正大學 === 勞工所 === 98 === This research is mainly to explore the Taiwanese expatriates’, to Mainland China, perception toward the importance and satisfaction of compensation’s as well as their organization commitment. Researchers seldom focus on detailed items which reflect the realistic situations and expatriates’ satisfaction. This research was expected to investigate the relationships between compensation’s satisfaction and organization commitment both from companies’ and employees’ viewpoints through quantitative and qualitative analyses. This research started with collecting the data of expatriate compensation from 16 firms by interviewing HR staffs. Then, the author sent 400 questionnaires to the expatriates of the above 16 firms. There were 217 valid questionnaires received with the return rate of 57.5%. Important findings from the data analysis are: 1. There are gaps between expatriates’ perceptions to the importance and satisfaction of compensation 2. Companies are decreasing expatriates’ salaries and bonus but expanding their benefits. 3. Partial moderator effect exists between expatriates’ satisfaction to compensations and organization commitment. Most companies, with international business, encourage employees to participate foreign assignments. Therefore, proper compensation packages that match expatriates’ needs become crucial to the success of assignment and expatriates’ organization commitment.