The effects of Repatriation Mechanism, Organizational Trust,and Job Satisfaction on Repatriate's Knowledge sharing.

• Main Authors: Chiali Huang, 黃佳李
• Other Authors: Yaude Wang
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/75440442627467472563

碩士 === 國立交通大學 === 管理學院碩士在職專班管理科學組 === 95 === Repatriate's sharing of overseas knowledge with other organizational members after returning to home country is one of the key methods for a company to gain international, cross-cultural points of view and knowledge. A well designed repatriation management system will facilitate the knowledge sharing between repatriates and other organizational members. The purpose of the study was to examine the effects of repatriation management system on repatriate’s knowledge sharing behaviors. At the same time this study also investigated the moderating effects of repatriate’s perceived organizational trust and job satisfaction on the relationship between repatriation management and repatriate’s knowledge sharing motivation and behaviors. Survey was used to collect data. A total of 135 questionnaires were sent to the repatriates in various companies. Seventy of them were returned, making a response rate of 52%. Two incomplete questionnaires were excluded and the final sample included 68 repatriates. Hierarchical regression and cluster analysis were used to analyze data. The results from hierarchical regression analysis showed that career counseling before repatriation and channels for knowledge sharing after repatriation stimulated repatriate’s knowledge sharing motivation. Channel for knowledge sharing and autonomy on the job after repatriation facilitated knowledge sharing behaviors. It was also found that repatriate’s organizational trust and job satisfaction were positively related with knowledge sharing behaviors. However, when the repatriation management systems were added into regression model, the trust/satisfaction-knowledge sharing relationship became insignificant. The effect of repatriation management on knowledge sharing behaviors was greater than that of rust and satisfaction. The results from cluster analysis supported the effect of repatriation management on knowledge sharing uncovered in regression analysis. In addition, the study found that the opportunities for attaining achievement on job after repatriation enhanced knowledge sharing behaviors and the direct reinforcement for knowledge sharing had no effect on repatriate’s knowledge sharing behaviors.