台商企業大陸子公司人力資源管理實務與幹部本土化成功關係研究：組織信任與文化差異的干擾效果

Empirical Study of Human Resource Management Practices and Managers’ Successful Localizations in Taiwanese Companies’ Subsidiaries in China: The Moderating Effects of Organizational Trust and Cultural Difference

The priorities for Taiwanese companies in China are localization and cost down. Past studies did not further find out what the key success factors of companies’ successful localizations. Therefore, this research focuses on the key success factors of Taiwanese companies’ localizations in China from the perspective of human resource management practice (HRMP). We also conduct the culture difference and organizational trust as moderators. Weanalyzed 207 effective questionnaires and argued that:(1) human resource development and the direction of expatriate have a positive impact on increasing the quality and quantity of local managers; (2) the interaction between “human resource planning” and “managers’ trust” plays a positive role on improving the quality andquantity of local managers; (3) human resource planning has a positive impact on the success of localization in terms of culture difference.