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研究生: 邱品蓉
Chiu, Pin-Jung
論文名稱: Strategies for Orientation on Newcomer Adaptation and Needs Satisfaction Under COVID-19 Pandemic: A Case Study of XXX Company in Taiwan
Strategies for Orientation on Newcomer Adaptation and Needs Satisfaction Under COVID-19 Pandemic: A Case Study of XXX Company in Taiwan
指導教授: 盧承杰
Lu, Cheng-Chieh
口試委員: 盧承杰
Lu, Cheng-Chieh
賴志樫
Lai, Chih-Chien
李栢浡
Lee, Pai-Po
口試日期: 2023/07/28
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2024
畢業學年度: 112
語文別: 英文
論文頁數: 46
英文關鍵詞: on-line workplace, newcomer adaptation, covid-19 pandemic
研究方法: 深度訪談法
DOI URL: http://doi.org/10.6345/NTNU202401763
論文種類: 代替論文:專業實務報告(專業實務類)
相關次數: 點閱:45下載:0
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  • The Covid-19 pandemic has caused over 6 million deaths since late 2019. People have had to alter lifestyles and work habits in the past three years. Social distancing became a norm and remote work common. On May 15th, 2021, a severe outbreak in Taiwan resulted in hundreds of cases. The government raised the pandemic alert to level 3, leading most companies to implement work from home policies for safety. The researcher, employed at the globally renowned audio design and manufacturing firm XXX since June 2021, experienced online onboarding and a work-from-home period. As a new HR team member, she was interested in the impact of the online workplace on newcomer. After securing permission from XXX, they conducted qualitative research through in-depth interviews and observations of 15 participants onboarded from May 17th to July 15th, 2021. The study employed open and axial coding for data analysis, with emphasis on credibility and transferability for research quality. The result of this study illuminated several strategies for aiding newcomer adaptation. Customized onboarding is vital, adjusting the approach based on job requirements, such as traditional for interactive roles and online for more independent roles, all while maintaining quality. Mentorship fosters support and belonging. Clear communication, regular feedback, and accessible channels for voicing concerns maintain a sense of connection. Flexible work options, including remote, in-person, or hybrid arrangements cater to diverse preferences. Lastly, ongoing training, feedback, and recognition contribute to competency and loyalty. By tailoring these strategies, companies can better facilitate the successful integration of newcomer, particularly in a remote working context.

    CHAPTER I INTRODUCTION 1 Background of the Study 1 Statement of the Problem 2 Purpose of the Study 3 Questions of the Study 3 Significance of the Study 3 Definitions of Key Terms 5 CHAPTER II LITERATURE REVIEW 6 Newcomer Adaptation 6 Orientation 6 On-line Training 7 Expectation-Reality Gap 9 Needs Satisfaction 10 CHAPTER III METHODOLOGY 12 Research Approach 12 Research Framework 12 Research Participants and Sampling Criteria 14 Research Instruments and Data Collection 14 Data Analysis 15 Research Quality 15 Research Procedure 16 CHAPTER IV FINDINGS & DISCUSSIONS 21 Expectations about Online Orientation and WFH 21 Preferences on Online Orientation and WFH vs. Face-to-Face Orientation and Traditional Work Pattern 22 Discussions 24 CHAPTER V IMPLICATIONS & LIMITATIONS 27 Managerial implications 27 Strategies for improving newcomer's adaptation and needs satisfaction 27 Limitations 34 Suggestion for Future Studies 34 Conclusion 35 REFERENCES 38 APPENDIX A. INTERVIEW QUESTIONS 42 APPENDIX B. INTERVIEW TRANSCRIPT 44 APPENDIX C. INFORMATION OF PARTICIPANTS 46

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