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博碩士論文 etd-0629106-183111 詳細資訊
Title page for etd-0629106-183111
論文名稱
Title
以國家文化構面之觀點建立外勞管理制度 —以日月光公司菲籍勞工為例
Study on establishing foreign worker managerial system under perspective of national cultural dimensions—Using Filipino workers in ASE as a case study
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
67
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
2006-05-18
繳交日期
Date of Submission
2006-06-29
關鍵字
Keywords
外勞、國家文化構面
living management, foreign worker, working management, agent, national cultural dimension
統計
Statistics
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The thesis/dissertation has been browsed 5668 times, has been downloaded 0 times.
中文摘要
隨著1980年代的經濟起飛,就業機會增加,然而教育蓬渤發展加上低出生率,
使的很多公司都面臨人力短缺的問題,有鑑於此政府在1989年首次開放引進外勞。本論文的目的是要以國家文化構面之觀點建立外勞管理制度,受訪者為日月光台籍及菲籍的生產線作業員,問卷則為七點量表。結果顯示不同的文化要有不同的管理方式。
Abstract
With the takeoff economy in 1980’s, which we call “the era of economy miracle”, many working opportunities boomed at that time in Taiwan. Plus the prevalent education and the low birth rate has stagnated the growth of labors which resulted in more and more mid-sized companies feel the shortage of labor force. In view of those factors, government has approved importing foreign workers for the first time in the year of 1989.
Since those foreign workers come from different countries where cultures have dissimilarities from those in Taiwan, while managing those workers, different cultural backgrounds, religions, values and customs need to be taken into account.
The purpose of this paper is to study foreign worker management under national cultural dimensional perspective. The respondents are Taiwanese and Filipino entry level workers from ASE (Advanced semiconductor Engineering Group), the world's largest provider of independent semiconductor manufacturing services in assembly and test. located in NEPZ (Nantze Economic Processing Zone). The research methodology I used is a re-fined paper questionnaire based on Hofstede’s international attitude survey which was revised by Lu Long-Chuan to incorporate a much more suitable questions for industries,
From the results, we know that different management should be applied to foreign workers who have different cultures from Taiwanese. Filipino workers have higher mean on “Power distance”, “Masculinity”, and “Individualism”, and Taiwanese workers have higher mean on “Uncertainty avoidance” and “Long term orientation”. The higher mean, the higher inclination to each dimension. By incorporating those dimension inclinations with living management and working management, plus the interviews, I came up with improved management for employers’ references.
目次 Table of Contents
I INTRODUCTION…………………………………………………………………...1
1.1 Research Background and Motivation……………………………………...1
1.2 Research Objectives………………………………………………………...4
II LITERATURE REVIEW……...………………..……………………………….….6
2.1 Culture………………………………………………………………………6
2.1.1 Cultural Syndrome………………………………………………………7
2.1.2 Characteristics of Culture……………………………………………….8
2.2 Value………………………………………………………………………..9
2.3 Cultural Differences……………………………………………………….11
2.4 National Cultural Dimensions……………………………………………..12
2.4.1 Geert Hofstede’s Cultural Dimensions………………………………... 12
2.4.2 Fon Trompenaar’s Cultural Dimensions……………………………….15
2.4.3 House’s Cultural Dimensions…………………………………………..16
2.5 National Cultural Dimension Index Table…….........................……….….17
2.6 Cultural Traits of Filipinos………………………………………………...18
2.7 Living Management and Working Management…………………………..19
III CONCEPTUAL FRAMWORKS ...……………………………...……………...21
3.1 Research Design…………………………………………………………...21
3.2 Definition of Foreign Worker……………………………………………...22
3.2.1 Variables………………………………………………………………..22
3.2.2 Hofstede’s Dimensions………………………………………………....22
3.3 Research Settings………………………………………………………….23
3.4 Hypothesis Formulation……..……………………………………….……24
IV METHODOLOGY………………………………………………………………25
4.1 Descriptive Statistics…………………………………………..………….25
4.2 Reliability .........................................................................................…....25
4.3 Content Validity……………….....….………………………….………..25
4.4 Pearson Correlation.……………………….…………………………….26
4.5 ANOVA ………………………………………..……………...…………26
4.6 In-depth Interview……………………………..…………………….…..26

V ANALYSIS AND RESULTS…………………………………….…………….…27
5.1 Tabulation of Respondents…………………………………………..…….28
5.2 Descriptive Analysis………………………………………………………29
5.3 Consolidation with Management Implications……………………………38
5.5 Reliability…………………………………………………………………40
5.5 Pearson Correlation……………………………………………………….40
5.6 Personal Background (ANOVA)………………………………………….42
5.7 Interaction Types Between Agents and ASE…………………….………..42
5.8 In-depth Interview………………………………………………………...43
5.8.1 Living Management……………………………………………………43
5.8.2 Working Management…………………………………………….……43
5.8.3 Suggested Living and Working Management..................................…...46
VI CONCLUSION AND SUGGESTIONS……………..….………………………48
6.1 Conclusion………………………………………………………………...49
6.2 Suggestions…………………………………………………………….….50
6.3 Suggestions for future research……………...……………………………52
REFERENCES……………………………………………………………………53
APPENDIX…………………………………………………………………..…...56
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On-line resources:

行政院勞工委員會勞動統計資料
http://www.clearlycultural.com
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