| Summary: | 碩士 === 中原大學 === 企業管理研究所 === 105 === With the impact of the global economy, multinational companies (MNCs) are always in the competitive environment. Therefore, MNCs have to increase their competitiveness for survive. The issue of international human resource is taken more and more seriously with the globalization development, so the human resource with international experience is worthy to MNCs. Expatriates will face the cross-culture shock and have to readapt to new environment and life. Furthermore, the international assignment performance is related to whether expatriates adjusted well or not. So how to make expatriates more easily to adapt to host country and stable their work performance are very important to MNCs. It is the huge cost to MNCs that the international assignment fails because expatriates don’t adapt to host country. Consequently, MNCs need to figure out the factor that will improve expatriate adjustment to avoid international assignment failure.
The study explores impacts of expatriates’ perceived credibility and perceived likability of HCN coworkers and advice-seeking from HCN coworkers on expatriate adjustment; understands the relationship between organizational support and expatriate adjustment; and examines the mediating effect of advice-seeking on the relationship between perceived credibility and perceived likability of HCN coworkers and adjustment. The study uses HLM to analyze the relationship between organizational support and expatriate adjustment. By related literature review, we establish the research framework and propose hypothesis. The participants of the study were 108 expatriates in foreign subsidiaries and 30 MNCs which collected by internet and electronic questionnaires. The valid return rate for individual is 75% and for parent company is 45%.
The empirical results are: (1) Perceived credibility of HCN coworkers is positively related to expatriates’ advice-seeking from them. (2) Perceived likability of HCN coworkers is positively related to expatriates’ advice-seeking from them. (3) Expatriates’ advice-seeking from HCN coworkers is positively related to expatriate adjustment. (4) Expatriates’ advice-seeking from HCN coworkers mediates the relationship between expatriates’ perceived credibility of HCN coworkers and expatriate adjustment. (5) Expatriates’ advice-seeking from HCN coworkers mediates the relationship between expatriates’ perceived likability of HCN coworkers and expatriate adjustment. (6) Organizational support from parent company is not related to expatriate adjustment. According to empirical result, this study proposes further discussions and suggestions for MNCs and further research.
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