| As the development of regional economics and complementarily of Cross-Taiwan-Strait economics, cross-region enterprises have played more and more important role in the Cross-Strait economics. From a macro sight, such trend succeeds in introducing industry transfer & promotion; from a micro sight, however, such trend also brings some dilemmas, one of which is the organizational commitment of employee in cross-region enterprises (CRE).In the first place, this dissertation reviews the researches on organizational commitment, discussing the theory from the respective of concept, structure, mechanics, etc. Followed, considering the significant phenomenon of cross-culture conflict, this dissertation expounds the specialty and necessarily of the research on the organizational commitment of employee in CRE.In the second place, this dissertation carries out the research on the system of organizational commitment of employee in CRE. Basing on a proposed analysis frame,"people-organization-environment"frame (POE), this dissertation elaborates and analyzes the special characters of organizational commitment of employee in CRE in three facets: the cognition to career development, the agreement to organization fairness and the adaptation to cross-culture environment. Finally, a 42-index appraisal system is launched in this part.Last part of this dissertation is a demonstration research. On the one hand, 40 people (18 of them are from Taiwan and others are from mainland) working in a enterprise controlled by Taiwan businessman are appraised by factor analysis, and the main factors of three facets are analyzed; On the other hand, this dissertation compared the differences of organizational commitment between Taiwan employee and mainland employee by statistics method. It is consequentially proved that Taiwan employee and mainland employee have evident difference in the performance of organizational commitment, and this conclusion is valuable in theory as well as practice. |
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