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| Title: | 東亞商業環境中管理外籍同仁之挑戰：跨文化之觀點
The Challenge of Managing Foreign Nationals in an East Asian Business Environment: a Cross-Cultural Perspective |
| Authors: | 喬蔚斯
Jordan, Wesley |
| Contributors: | 林月雲
Lin, Carol
喬蔚斯
Jordan, Wesley |
| Keywords: | 外派
跨文化管理
台灣
員工留任
文化衝擊
expatriate
cross-cultural management
Taiwan
staff retention
cultural collision |
| Date: | 2016 |
| Issue Date: | 2016-07-20 17:47:29 (UTC+8) |
| Abstract: | As the world economy further integrates, the need for effective, cross-cultural human resource management (HRM) is becoming ever more important. One of the main driving factors behind this trend is the continuing development of East Asian corporations. As these companies move-up the value chain, their productive processes become more complicated, and in turn, increases their need for specialized labor.
In the short-term, many of their local labor markets cannot meet this increased demand. Today, Multinational Corporations (MNCs) are filling the gap between labor demand and labor supply through the recruitment of foreign workers. One such industry is the English as a Second Language (ESL) market. In Taiwan, for example, these companies are locally owned and operated, but a significant portion of their staff is international.
Through quantitative and qualitative analysis, the author will show that in the ESL industry there is a connection between employee demographics (e.g. gender, nationality, ethnicity, degree major), and the length of time employees remain with their employer. Once identified, the author then discusses HRM practices aimed at improving the interview and evaluation process in order to better attract ideal candidates and improve staff retention.
Abstract i
Table of Contents ii
List of Figures vii
List of Tables viii
Chapter 1: Introduction 1
Chapter 2: Literature Review 2
2.1 What is Culture? 3
2.2 Origins of Culture 6
2.3 Characteristics of Culture 8
2.3.1 Kluckhohn and Strobecks’s Framework 10
2.4 Hofstede’s Six Dimensions 14
2.4.1 Individualism Versus Collectivism 15
2.4.2 Power Distance Index 16
2.4.3 Uncertainty Avoidance Index 17
2.4.4 Masculinity Versus Femininity 19
2.4.5 Long-term Orientation Versus Short-term Orientation 20
2.4.6 Indulgence 21
2.5 Implications in the Workplace 22
2.5.1 Work Motivation 22
2.5.2 Relationships 23
2.5.3 Risk-taking 23
2.5.4 Information Handling 24
2.6 Triandis’ Framework 24
2.6.1 Degree of Cultural Complexity 24
2.6.2 Degree of Tightness 25
2.6.3 Degree of Individualism or Collectivism 26
2.6.4 Degree of Verticalness or Horizontalness 26
2.7 Daniels, Radebaugh, and Sullivan’s Cultural Stabilizers 27
2.7.1 Common Language 28
2.7.2 Religion & Compliance 28
2.7.3 Social Stratification 29
2.7.4 Relationalism 30
2.7.5 Individualism Versus Collectivism 31
2.7.6 Rule of Law Versus Rule of Man 33
2.8 Understanding Culture to Communicate Effectively 33
2.8.1 Fact-based 34
2.8.2 Action-based 34
2.8.3 Relationship-based 34
2.8.4 Idea-based 35
2.9 Adapting the Model for Cross-cultural Comparison 35
2.10 Summary 37
Chapter 3: Research Methodology 39
Chapter 4: Qualitative and Quantitative Review 41
4.1 Staff Retention 41
4.1.1 Retention Versus Degree Major 41
4.1.2 Retention Versus Gender 43
4.1.3 Retention Versus Ethnicity 44
4.1.4 Retention Versus Age at Start of Employment 45
4.1.5 Retention Versus Nationality 45
4.2 Applicant Profile 49
4.2.1 Applicant Survey 1 50
4.2.2 Applicant Survey 2 50
4.3 MaxDiff Analysis 53
4.3.1 MaxDiff Design 54
4.3.2 Counting Analysis 55
4.3.3 Rescaled (Probability) Scores 56
4.3.4 Identifying Segments 56
4.4 The HESS International Applicant 58
Chapter 5: Retaining Staff 59
5.1 Successful Cross-cultural Management 61
5.1.1 Personal Motivations 61
5.1.2 Selective Cultural Traits 61
5.1.3 National Character 62
5.1.4 Organizational Innovation and Change 62
5.1.5 Social Demography 62
5.1.6 Communication Styles 62
5.1.7 Creating the Environment 63
Chapter 6: Conclusion and Final Considerations 64
Appendix I: Data and Results 66
New Teacher Survey 2 Survey Results 66
Correlation matrix (Pearson) 67
p-values 68
Coefficients of determination (R2) 68
MaxDiff Counts Analysis 68
Latent Class Estimation 69
Segment Identification 70
Solution for 2 Segments 70
Solution for 3 Segments 71
Solution for 4 Segments 71
Solution for 5 Segments 71
Appendix II: Surveys 72
Initial Market Research 72
ESL Market Research Survey 72
MaxDiff Survey 73
References 74 |
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| Description: | 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
103933040 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0103933040 |
| Data Type: | thesis |
| Appears in Collections: | [國際經營管理英語碩士學程IMBA] 學位論文
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