研究生: |
陳俐均 |
---|---|
論文名稱: |
跨文化溝通對外籍勞工情感性承諾影響之研究 The Influence of Cross-cultural Communications on Affective Commitment of Migrant Workers |
指導教授: |
蔡錫濤
Tsai, Shir-Tau |
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: | 2008 |
畢業學年度: | 96 |
語文別: | 英文 |
論文頁數: | 91 |
中文關鍵詞: | 跨文化溝通 、有效跨文化溝通 、人力資源實務 、情感性承諾 、外籍勞工 |
英文關鍵詞: | cross-cultural communications, effectiveness of cross-cultural communications (ECCC, HR practices, affective commitment, migrant workers |
論文種類: | 學術論文 |
相關次數: | 點閱:194 下載:23 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
在這全球化的時代,受雇於海外工作是普遍而常見的。當提到勞動市場時,指的不再限於國內人力,而是指全球勞動市場。這表示不同文化的工作者必須一同工作,也因而讓跨文化溝通成為重要管理議題之一。然而,跨文化溝通在台灣到目前為止並未受到太多注意。
由於在台外籍勞工人數的增加,本研究透過跨文化溝通的觀點,調查人力資源實務與外籍勞工情感性承諾之間的關係。研究結果顯示:
ㄧ、人力資源實務(包括訓練、績效評估、獎酬系統與福利制度)、有效跨文化溝通及情感性承諾之間的關係均為正向相關。
二、只有訓練及有效跨文化溝通能解釋外籍勞工情感性承諾的變異;而績效評估、獎酬系統與福利制度並無顯著影響。此外,訓練及有效跨文化溝通對情感性承諾有正向顯著影響,表示當外籍勞工到組織中受到的訓練越好,知覺跨文化溝通越有效時,其對組織的情感性承諾也越高。
三、有效跨文化溝通會干擾訓練與情感性承諾之間的關係。其干擾影響顯示訓練能補償溝通的不足。
In this globalized world, it is usual for workers to be employed overseas. Labor market no longer refers to domestic manpower; it represents the whole global labor market instead. This indicates people from different culture must work together, and the issue of cross-cultural communications is becoming one of the key issues in management. However, cross-cultural communications in Taiwan has not been paid much of attention.
Because of the increase number of migrant workers, this study investigates the relationships between HR practices and affective commitment of migrant workers through cross-cultural communication effectiveness. The results show that:
1. The relationships among HR practices (training, performance appraisal, rewards, and benefit), ECCC and affective commitment are all positive.
2. Only ECCC and one of the HR practices – training could explain the variance in affective commitment of migrant workers, while performance appraisal, rewards and benefit have no significant influence. Besides, both training and ECCC influence affective commitment significantly. This implies that the better migrant workers’ perception of training and ECCC in the organization, the higher their affective commitment.
3. ECCC will moderate the relationship between training and affective commitment. The negative effect of ECCC on affective commitment shows training can compensate the deficiency of communications.
REFERENCES
Allen, N. J. and Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Baldwin, J. R. and Hecht, M. (2003). Unpacking group-based intolerance: a holographic look at identity and intolerance. In L. A. Samovar and R. E. Porter (Eds.), Intercultural communication: a reader (pp. 354-364). Wadsworth, CA: Thomson.
Baraldi, C. (2006). New forms of intercultural communication in a globalized world. The International Communication Gazette, 68(1), 53-69.
Barlett, K. R. (2001). The relationship between training and organizational commitment: a study in the health care field. Human Resource Development Quarterly, 12(4), 335-352.
Barna, L. M. (1998). Stumbling blocks in intercultural communication. In M. J. Bennett (Ed.), Basic concepts of intercultural communication (pp. 173-189). Yarmouth, Maine: Intercultural Press.
Beamer, L. (1992). Learning intercultural communication competence. The Journal of Business Communication, 29(3), 285-303.
Beamer, L and Varner, I. (2001). Intercultural communication in the global workplace. (2nd ed.). NY: McGraw-Hill.
Becker, B. and Gergart, B. (1996). The impact of human resource management of organizational performance: progress and prospects. Academy of Management Journal, 39(4), 779-801.
Bennett, M. J. (1998). Intercultural communication: a current practice. In M. J. Bennett (Ed.), Basic concepts of intercultural communication (pp. 1-34). Yarmouth, Maine: Intercultural Press.
Black, J. S. (1988). Work role transitions: a study of American expatriate managers in Japan. Journal of International Business Studies, 19(2), 274-291.
Black, J. S. and Gregersen H. B. (1991). Antecedents to cross-cultural adjustment for expatriates in Pacific rim assignments. Human Relations, 44(5), 497-515.
Black, J. S., Gregersen, H. B., Mendenhall, M.E. and Stroh, L.K. (1999). Globalizing people through international assignments. Menlo Park, CA: Addison Wesley Longman.
Black, J. S. and Mendenhall, M. (1991). The U-Curve adjustment hypothesis revisited: a review and theoretical framework. Journal of International Business Studies, 22(2), 225-247.
Black, J. S., Mendenhall, M. and Oddou, G. (1991). Toward a comprehensive model of international adjustment: an integration of multiple theoretical perspectives. Academy of Management. The Academy of Management Review, 16(2), 291-317.
Boles, J., Madupalli, R., Rutherford, B. and Wood, J.A. (2007). The relationship of facets of salesperson job satisfaction with affective organizational commitment. Journal of Business and Industrial Marketing, 22(5), 311–321.
Bureau of Employment and Vocational Training (2007). Migrant labor (2007Dec).
http://www.evta.gov.tw/content/list.asp?mfunc_id=14andfunc_id=60
Bureau of Employment and Vocational Training (2008). Related Laws and Regulations.
http://www.evta.gov.tw/eng/content/content.asp?mfunc_id=99&func_id=99&type_id=0&cata_id=0&id=9216
Council of Labor Affairs. Executive Yuan (2008). Law Source Retrieving System of Labor
Laws and Regulations. http://laws.cla.gov.tw/Eng/EngContent.asp?MsgID=6
Cohen, A. (1996). On the discriminant validity of the Meyer and Allen measure of organizational commitment: how does it fit with the work commitment construct? Educational and Psychological Measurement, 56, 494-503.
Delery, J. E. and Doty, D. H. (1996). Modes of theorizing in strategic human resource management: tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Dodd, C. H. (1998). Dynamics of intercultural communication (5th ed.). San Francisco, CA: McGraw-Hill.
Emmerik, I. J. H. V. and Sanders, K. (2005). Mismatch in working hours and affective commitment: differential relationships for distinctive employee groups. Journal of Managerial Psychology, 20(8), 712-726.
Fletcher, C. and Williams, R. (1996). Performance management, job satisfaction and organizational commitment. British Journal of Management, 7, 169-179.
Gong, Y. (2003). Goal orientations and cross-cultural adjustment: an exploratory study. International Journal of Intercultural Relations, 27(3), 269-382.
Gudykunst, W. B. (1995). Anxiety/uncertainty management (AUM) theory: current status. In R. L. Wiseman (Ed.), Intercultural communication theory (pp. 8-58). Thousands Oaks, CA: Sage.
Gydykunst, W.B., Lee, C.M., Nishida, T., and Ogawa, N. (2005). Theorizing abobut intercultural communication: an introduction. In W. B. Gudykunst (Ed.), Theorizing about intercultural communication (pp. 3-32). Thousands Oaks, CA: Sage.
Guest, D. E. (2001). Human resource management: when research confronts theory. International Journal of Human Resource Management, 12(7), 1092–1106.
Hall, B. (1976). Beyond culture. NY: Doubleday.
Hall, B. J. (2005). Among cultures: the challenge of communication (2nd ed.). Wadsworth,
CA: Thomson.
Harris, P. and Moran, R. (2000). Managing cultural differences. Houston, TX: Gulf.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3) , 635-672.
Hutchings, K. (2003). Cross-cultural preparation of Australian expatriates in organizations in China. Asia Pacific Journal of Management, 20(3), 375-396.
Jandt, F. E. (2007). An introduction to intercultural communication: identities in a global community (5th ed.). Thousands Oaks, CA: Sage.
Johnson, B. and Christensen, L. (2004) Educational research: quantitative, qualitative, and mixed approache. (2nd ed.). Boston, MA: Pearson.
Kim, Y. Y. (1977). Communication patterns foreign immigrants in the process of acculturation. Human Communication Research, 4, 66-77.
Kim, Y. Y. (1995). Cross-cultural adaptation: an integrative theory. In R. L. Wiseman (Ed.), Intercultural communication theory (pp. 170-193). Thousands Oaks, CA: Sage.
Kim, Y. Y. (2004). Long-term cross-cultural adaptation: training implications of an integrative theory. In J. M. Bennett, M. J. Bennett and D. Landis (Eds.), Handbook of intercultural training (pp. 337-362). Thousands Oaks, CA: Sage.
Kim, Y. Y. (2005a). Inquiry in intercultural and development communication. Journal of Communication, 55, 554-577.
Kim, Y. Y. (2005b). Adapting to a new culture: an integrative communication theory. In W. B. Gudykunst (Ed.), Theorizing about intercultural communication (pp. 375-400). Thousands Oaks, CA: Sage.
Kim, Y. Y. (2005c). Association and dissociation: a contextual theory of interethnic communication. In W. B. Gudykunst (Ed.), Theorizing about intercultural communication (pp. 323-349). Thousands Oaks, CA: Sage.
Ma, R. (2005). Communication between HK and Mainland Chinese: rethinking cross-cultural adaptation. International and Intercultural Communication Annual, 9, 197-213.
Matveev, A. V. and Nelson, P. E. (2004). Cross-cultural communication competence and multicultural team performance: perceptions of American and Russian managers. International Journal of Cross Cultural Management, 4(2), 253-270.
Mayer, R. C. and Schoorman, F.D. (1992). Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Academy of Management Journal, 35(3), 671-684.
Mendenhall, M. E., Stahl, G. K., Ehnert, I., Oddou, G., Osland, J. S. and Kuhlmann, T. M. (2004). Evaluation studies on intercultural training programs: a review of the literature from 1988-2000. In J. M. Bennett, M. J. Bennett and D. Landis (Eds.), Handbook of intercultural training (pp. 129-143). Thousands Oaks, CA: Sage.
Meyer, J. P. and Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Meyer, J. P. and Herscovitch, L. (2001). Commitment in the workplace toward a general model. Human Resource Management Review, 11, 299-326.
Ministry of the Interior, National Immigration Agency (2007). Foreign residents (2007Sep). http://www.moi.gov.tw/stat/english/index.asp
Ngo, H. Y. and Tsang, A. W. (1998). Employment practices and organizational commitment: differential effects for men and women? International Journal of Organizational Analysis, 6(3), 251-266.
Oetzel, J. G. (2005). Effective intercultural workgroup communication theory. In W. B. Gudykunst (Ed.), Theorizing about intercultural communication (pp. 351-371). Thousands Oaks, CA: Sage.
Park, H. J., Mitsuhashi, H., Fey, C.F. and Björkman, I. (2003). The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model. International Journal of Human Resource Management, 14(8), 1391-1406.
Paul, A. K. and Anantharaman, R. N. (2003). Impact of people management practices on
organizational performance: analysis of a causal model. International Journal of Human Resource Management, 14(7), 1246–1266.
Podsakoff, P. and Organ, D. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12, 531-544.
Redmond, M. V., and Bunyi, J. M. (1993). The relationship of intercultural communication competence with stress and the handling of stress as reported by international students. International Journal of Intercultural Relations, 17(2), 235–254.
Shih, H. A., Chiang, Y.H. and Hsu, C. C. (2006). Can high performance work systems really lead to better performance? International Journal of Manpower, 27(8), 741-763.
Snell, S. A. and Dean, J. W. (1992). Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy of Management Journal, 35(3), 467-505.
Suliman, A. and Iles, P. (2000). Is continuance commitment beneficial to organizations? Commitment-performance relationship: a new look. Journal of Managerial Psychology, 15(5), 407-423.
Swailes, S. (2002). Organizational commitment: a critique of the contrast and measures. International Journal of Management Reviews, 4(2), 155-178.
Ting-Toomey, S. (2005). The Matrix of Face: an updated face-negotiation theory. In W. B. Gudykunst (Ed.), Theorizing about intercultural communication (pp. 71-92). Thousands Oaks, CA: Sage.
Ulrey, K. L. and Amason, P. (2001) Intercultural communication between patients and health care providers: an exploration of intercultural communication effectiveness, cultural sensitivity, stress, and anxiety. Health Communication, 13(4), 449–463
Varona, F. (1996). Relationship between communication satisfaction and organizational commitment in three Guatemalan organizations. The Journal of Business Communication, 33(2), 111-140.
Weathington, B. L.and Tetrick, L. E. (2000). Compensation or Right: An Analysis of Employee "Fringe" Benefit Perception. Employee Responsibilities and Rights Journal, 12(3), 141-162.
Wright, P. M., Gardner, T. M. and Moynihan, L. M. (2003). The impact of HR practices on the performance of business units. Human Resource Management Journal, 13(3), 21-36.
Wright, P. M., Gardner, T. M., Moynihan, L. M. and Allen, M. R. (2005). The relationship between HR practices and firm performance: examining causal order. Personnel Psychology, 58, 409-446.
Yum, J. O. (1982). Communication diversity and information acquisition among Korean immigrants in Hawaii. Human Communication Research, 8(2), 152-169.
余明助 (1995)。外籍勞工跨文化人力資源管理與績效關係之研究,國立中山大學企業管理研究所碩士論文,未出版,高雄。
李青芬、李雅婷、趙慕芬(譯)(2002)。組織行為學(九版修訂)。羅賓斯著。台北市:
華泰。
楊明仁、施春華、鄭夙芬、何啟恭與陳順勝 (1999)。在台外籍勞工之適應困擾探討。中華心理衛生學刊,1,93-107。
吳俊明 (2001)。我國外籍勞工政策走向與管理法規。勞資關係月刊,20(2),30-37。
趙必孝 (2000)。我國企業對外籍勞工之人力資源控制與績效。台大管理論叢,10(2),31-69。
蔡宏進 (1993)。台灣外籍勞工可能造成的不良社會影響。台灣銀行季刊,44(2),294-305。
蔡明田、余明助 (1998)。台灣地區外籍勞工跨文化適應問題分析。勞資關係論叢,7,153-186。