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• Main Authors: Hui-Feng Wu, 吳輝峯
• Other Authors: Wen-Chueh Hsieh
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/59587730619569936165

碩士 === 東吳大學 === 國際經營與貿易學系 === 98 === In international operating setting,the foreign expatriates usually bear the performance of the subsidiary company. However, local staff might have different perception to the foreign expatriates and then affect their attitude and satisfaction. This study takes equity cognition(procedural justice, distributive justice) as an independent variable, satisfaction (performance appraisal, compensation adjustment) as a dependent variable, traits of foreign expatriates(leadership styles, cultures context, assignment periods) and traits of local staff (gender, function, level) as a moderating variables to try to survey local staff of foreign subsidiaries in Taiwan. 200 Questionnaires were sent out and 191 copies were collected. The researcher applied SPSS17.0 to test the data and the result are as below: 1.There is an obvious positive effect of equity cognition on satisfaction of both performance appraisal and compensation adjustment. Procedural justice moderates the effect on performance appraisal; distributive justice moderates the effect on compensation adjustment. 2.Stronger leadership style of foreign expatriates has moderating effect on the relationship between equity cognition and satisfaction. However, cultures context and length of foreign assignment have no moderating effect. 3.Traits of local staffs do not have any moderating effect on the relationship of equity cognition and satisfaction. Foreign expatriates of multinational companies should pay attention to procedural justice when doing performance appraisal, distributive justice when doing compensation adjustment in order to promote the satisfaction of local staff. Local staff have to understand the differences of corporate and managerial cultures and cultivate all kinds of cross culture adaptability.