在全球化的趨勢下，將知識與技術有系統地移轉至海外子公司可增強多國籍企業的競爭優勢，外派人員在知識移轉的過程中具關鍵性的角色，但過去相關研究的觀點多從組織層面探討知識移轉的過程，較少從個人層面探討其影響因素，本研究以高科技公司的外派人員為研究對象，從個人層級觀點，探討外派人員組織承諾對知識移轉之影響，同時檢驗組織距離和文化距離之調節效果。本研究問卷調查新竹地區高科技業的外派人員，發放790份問卷，回收434份，有效問卷計391份，回收率為54.93%。資料經逐步迴歸與層級分析後，結果顯示外派人員的認同性承諾對於外顯知識的移轉具有顯著的正向影響，而外派人員的忠誠性及持續性承諾則對內隱知識的移轉具有顯著的正向影響。研究發現，組織距離小與文化距離小皆對外派人員組織承諾和外顯及內隱的知識移轉具有顯著的調節效果。 In today’s business environment, corporations are coping with the challenges of globalization. To enhance competitive advantages, it is particularly important for multinational corporations to be able to transfer core competences to operational units overseas. The role of expatriates is important to the success of knowledge transfer. Prior reseach in the related area mostly focused on knowledge transfer process at the organizational level. Few studies have explored the factors influencing knowledge transfer at the individual level. This study investigated expatriates of high-tech companies in Hsinchu Science Park in Taiwan. The effect of expatriate organization commitment on knowledge transfer was explored at the individual level. The moderating effects of organization distance and culture distance were examined as well.This study surveyed expatriates of companies in high-tech industry. A total of 790 questionnaires were distributed and 434 copies returned. Among them, 391 copies were valid, with a return rate of 54.93%. Data were analyzed with hierarchical regression. Results indicated that expatriate identifiable commitment had significant positive effects on explicit knowledge transfer. Expatriate continuance and loyalty commitments had signicant positive effects on tacit knowledge transfer. It was found that both samll organization distance and small culture distance had moderating effects on expatriate organization commitment and the transfer of explicit and tacit knowledge.
