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博碩士論文 etd-0722110-133758 詳細資訊
Title page for etd-0722110-133758
論文名稱
Title
台灣跨國企業與外商企業高階經理人本地化之差異研究
The research of localization differential factors of Taiwan Enterprise and International Corporation
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
98
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2010-06-13
繳交日期
Date of Submission
2010-07-22
關鍵字
Keywords
國際人力資源管理、經理人本土化、派外CEO、台商、海外子公司CEO
International Human Resource Management (IHRM), expatriated CEO, subsidiary CEO staffing, Localization Manager, Taiwan enterprise
統計
Statistics
本論文已被瀏覽 5743 次,被下載 15
The thesis/dissertation has been browsed 5743 times, has been downloaded 15 times.
中文摘要
本研究欲探討台商在海外子公司高階經理人的任用思維,原因在於台商在全球進行企業佈局,不論是在歐美或大陸等地,其子公司負責人幾乎都是本國籍人士,而非當地國籍人士,而這種作法與歐、美外商剛好相反。台商這樣的作法,究竟反應台商的何種思維。本研究採用個案訪談法,總共訪談台商3家高階經理與一家外商總經理進行內容分析。結果發現台商相當重視企業文化的傳承,認為有共同的企業文化心智,才能溝通無礙。再則,是台商將海外子公司負責人一職當做是一種獎賞,要對公司有貢獻的人才能得到此一職務,第三,完備的財務系統,台商認為如果要任用當地人為子公司負責人,則財務系統的完備是不可或缺,但外商認為此一問題產生,也在於台商的帳務系統不透明所導致。最後,台商的泛家族主義與對人性看法為「人性本惡」的基本假定,皆是讓台商在海外子公司負責人的任用上,採取任用本國籍人士的原因。
Abstract
This study of Taiwanese managers in overseas subsidiaries, the appointment of high thinking, because the layout of Taiwan businessmen in the world of enterprise, both in Europe and the United States or in mainland China and other places, almost all of its subsidiaries responsible for the nationals, rather than local nationals, and this practice with European and American foreign just the opposite. Taiwanese firms such practices, what reaction to what Taiwanese thinking. This study uses the case interview, a total of three Taiwanese high-end interview with a foreign manager, general manager for content analysis.
The results showed that Taiwanese business culture heritage importance, that have a common intellectual culture can communicate seamlessly. Second, is the head of Taiwan to overseas subsidiaries as a reward for a job, people who have contributed to the company to get this position, the third, a complete financial system, local Taiwanese that if appointments to subsidiary responsible person, then the completeness of the financial system is essential, however, that this problem of foreign production, but also Taiwan's accounting system is the result of lack of transparency. Finally, Taiwan's Pan-Familism and views on human nature as "human nature is evil," the basic assumption that all is to allow Taiwan businessmen in overseas subsidiaries, the appointment of responsible persons, who take the nationality of the reasons for this appointment.
目次 Table of Contents
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 5
第二章 文獻回顧 7
第一節 國際企業的發展 7
第二節 國際人力資源發展策略 17
第三節 國際經理人的任用 25
第四節 本土經理人的任用 30
第三章 研究方法 34
第一節 個案研究法與質性研究 34
第二節 研究對象 38
第三節 訪談題目大綱暨研究流程 42
第四章 資料分析 44
第一節 企業文化的考量 44
第二節因地制宜:考慮任用當地經理人的因素 49
第三節 他人之石,可以攻錯: 54
台商如何解讀外商的任用制度 54
第四節 The Blind side:外商觀點來看台商 58
第五章 研究討論與建議 63
第一節 研究結果與討論 63
第二節 本研究的貢獻與限制 67
參考文獻 69
中文 69
英文 70

圖表目錄
表2 1多國、全球、國際、跨國企業的組織特質 10
表 2 2跨國組織管理模型 12
表 2 3國際企業所有權型態之優缺點比較 15
表 2 4不同策略的國際人力資源管理 19
表 2 5台商外派經理人考慮因素及優缺點 33
表 3 1訪談公司簡介 39
表 3 2訪談對象資料 40
表 3 3研究流程表 43
表 4-1外商經理人本地化制度 59
表 4 2外商經理人本地化的考量 61
表 5 1台商海外子公司任用研究結果摘要 64
圖 2 1整合-回應架構 11
圖 2 2子公司策略之分析架構 13
圖 2 3本土人力資源需求 20
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