The Study of the Insurance Industry’s Employees Expatriation Willingness

• Main Authors: Chou , Rueishiang, 周瑞祥
• Other Authors: 陳銘薰
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/88746869064655631754

碩士 === 國立臺北大學 === 企業管理學系 === 99 === The internationalization of Taiwan insurance industry was began by the establishment of Chung Kuo Insurance Company’s Guam office in 1972, which was under the government’s international policy. As the setting of overseas office, the company faced the problem of allocating employees overseas. However, employees of insurance companies have more opportunities to work in China as the improvement of the cross-straits relationship in 2010. The purpose of this study is to explore the factors of expatriate employees, and provide the suggestions of expatriate hiring and expatriate policy to insurance companies. Based on the expatriates’ personalities, this study explores the factors that affecting expatriates, such as compensation management and corporate support. In addition, this study also explores the cognitive importance of demographic characteristics that affects the expatriates. The questionnaires were distributed to 653 respondents who were under the level of managers, and then 212 respondents replied. There were 13 invalid questionnaires, and 198 valid questionnaires. The respondent rate was 30.32%. The findings are the following: 1. The relationship of personalities of agreeableness, extraversion, conscientiousness and emotional stability, compensation management and corporate support is significantly positive. The company should consider proper compensation management and corporate support policy to those expatriates with the four characteristics to raise their willingness of working overseas. 2. The relationship of personality of openness, compensation management and corporate support is significantly negative. The company should consider another way to raise the willingness of expatriates with openness characteristic. 3. Females consider the factors that affecting expatriates, compensation management and corporate support more than males do, because females care compensation and support more than males do. Different positions also has significant influence on the factors of affecting expatriates, compensation management and corporate support, and those who has masters’ degrees or above are more likely to work overseas.