在中華民國創建迄今的各個階段以及兩岸關係所導致的外交困境下，僑務工作成為政府整體涉外事務不可或缺的一環，透過華僑在居住國的政治及經濟影響力，可發揮「二軌外交」的功能，輔助外交工作之推動。因此僑務駐外工作人員應具備何種能力以成功地扮演好各種角色，確實發揮凝聚海外華僑的向心及爭取支持的功能，確值關注。 針對僑務駐外人員兼具管理者及執行者身分、工作地點位於海外及其業務之特殊性，本研究首先由一般角色理論及管理者角色理論進行探討，其次由一般職能理論及派外人員職能之研究成果進行探討。透過深度訪談、內容分析及參與觀察三種研究方法來分析歸納出僑務駐外人員所扮演之角色功能及應具備之能力。研究發現僑務駐外人員執行任務時需與僑務委員會、駐外館處、華僑文教服務中心、國外組織人民、中國使領館及僑團等對象接觸互動，針對不同的對象及情境分別扮演政府代表、國家主權維護、關係經營、溝通橋樑、訊息傳遞、業務執行、資源整合及管理等8種角色。並需具備社交、語文、溝通、口語表達、管理、領導統御、設計規劃及行銷及適應等8種能力，以成功的扮演各種角色。 此外，本研究亦將如何增進對各種角色之認知及取得或強化各種能力，分別向僑務委會、僑務駐外人員及未來有意成為僑務駐外人員之同仁提出建議，同時也為未來研究提出可行的方向。 / Overseas Chinese affairs has become indispensable to government foreign relating issues in every stage of Republic of China ever since it was established as well as in diplomatic dilemma caused by cross-Strait relation. “Track-Ⅱ Diplomacy” can be done through overseas Chinese’ influence in politic and in economic in the country of residence, also can assist to promote foreign affairs. Therefore, “what kind of capability the overseas affairs working abroad staff need to have and how they play all roles well, attract and win overseas Chinese’ support indeed?” is a good subject worth to pay close attention to. Overseas affairs working abroad staff are manager & executor, who are working abroad with particular mission. This research firstly made from general role theory and managing role theory, then from general function theory and expatriate function theory. Through three research methods – deep interview, information analysis and participant observation – generalize overseas affairs working abroad staff’s roles, functions & capabilities. This research discovered overseas affairs working abroad staff when executing missions need to contact with Overseas Compatriot Affairs Commission, R.O.C. (Taiwan), overseas missionary offices, overseas Chinese cultural service centers, abroad organizations & people, Chinese embassy, overseas compatriot groups, act 8 roles as government representative, national sovereignty safeguard, relationship management, communication bridge, information transmission, business operation, resources integration & management to different subject & circumstance. So they need to have social skill, language, communication, oral expression, management, leadership, plan & design, marketing and accommodation 8 capabilities to play different role successfully. Besides, this research also suggests Overseas Compatriot Affairs Commission, R.O.C. (Taiwan), staff working abroad and colleagues who intend to work abroad in future respectively that they need to find out how to improve recognition of each role and how to strengthen each capability. Bring out workable direction for future further research.

近年來，兩岸貿易限制漸漸減少並積極簽訂ECFA等經濟協議，赴大陸投資的企業逐年增加，相對地臺灣勞工至大陸工作者亦隨之與日俱增已呈常態。臺灣勞工欲前往大陸工作之人數節節攀高，相反地薪資給付額度卻漸漸下滑，相對地勞動權益是否會受派駐大陸而產生衝擊是本文欲探究的問題。我國在無任何調動法令下，企業間調動已陸續在勞資間發生問題與爭議，同時間勞工面臨企業間與國際間的調動，是以何種方式派駐，為勞雇間法律關係是否有產生什麼變化，而勞工既有的勞動權益在工資、退休金、職業災害與解僱保護方面將如何受到影響，是本文欲探究的研究核心。 本文研究內容如下： 本文先以具有關係企業或子公司於大陸的企業或集團企業為研究對象，藉由深度訪談了解多家企業派駐勞工至大陸工作的型態與方式，歸納出以下三種型態：調職派駐、離職派駐與長期出差，並逐一釐清我國各種派駐型態之法律關係。同時，由訪談內容歸納出我國企業派駐勞工至大陸時，因派駐讓勞工在工資、退休金、職業災害與解僱保護這幾方面可能遭遇之問題，並在後續以不同的派駐型態檢視對各種問題的影響。 對派駐大陸對勞動權益影響之探討分述如下：首先以工資之原理探討受派駐產生的派駐津貼等多樣給付是否可認定為工資，同時以上述三種型態檢視對工資認定帶來的影響，並輔以學說與判決加以分析；其次，檢視不同派駐形態對我國勞工保險老年給付、勞基法退休金與勞退條例等退休金各帶來什麼樣的影響；職業災害部分，先以三種型態在職業災害雇主責任該如何歸屬，同時探究於大陸派駐期間之災害是否皆能認定為職業災害，還是亦與臺灣相同須符合職業災害要件始能認定為職業災害；最後則是探討解雇保護制度，受派駐勞工欲提早回任者，企業可否以勞基法第11條予以解雇，及包二奶、婚外情等私人因素，可否作為解僱勞工的要件。 針對上述探討的議題整理出派駐型態之特色與新興現象，並對集團企業之雇主責任、我國人力統計等議題提出筆者的建議。

Language competence is decisively important in international business and could increase efficacy, efficiency, sales and profits. Language is an underresearched area in business studies though language constitutes management and the managers building structures, processes, cultures and personalities being the most vital working tool to get things done and make them understandable. Since 1970 Swedish companies lose market shares globally and in Europe. In an era requiring better foreign language skills there is a declining trend among young Swedish business people and students in other languages than English. The aim of this study is to investigate and analyse the role of language in intercultural business communication between Swedish expatriates and locals in Serbia, The Czech Republic, Ukraine, Romania and Bulgaria and indirectly also Russia and Poland. To understand the business culture in these countries the author has learned the local language in these seven countries taking 3687 private language lessons. This improves the researcher’s understanding of the culture and its people giving directness and depth in communication, independence and receptivity. This ethnographically inspired hermeneutic study holds semi-structured interviews with expatriates. Better language skills among expatriates – particularly in the local language - could make them more self-dependent and win contracts and it strengthens closeness to customers, relationship and trust, strategic view and ability and also operational effectiveness and efficiency enabling their companies to gain market shares. Using Weber’s ideal types the cultural significance structures emerge featuring the cultures in these countries showing that expatriates have to strengthen the ability of the locals in the areas of trust, responsibility and initiative, independent thinking, holistic view, win-win thinking and reduce fear while the expatriates’ own abilities in these areas are strengthened if they speak the local language. Language strategies permitting the expatriate to be more communicatively and linguistically self-dependent are having a common company language, using multilingualism or having the expatriate speak or learn to speak the local language where the advantages, disadvantages and characteristics of these and other aspects of the role of language are given in ideal types.

Strukturella reformer har förvandlat Latinamerikas ekonomier från att vara stängda och statsdominerade till att bli mer marknadsorienterade och öppna för resten utav världen. Grundat på den politiska utvecklingen och den ekonomiska tillväxten blir marknaden mer stabil och utgör stora möjligheter för företag som vill satsa utomlands. Men med inträdet på en främmande marknad kommer kulturella utmaningar som kan ställa till problem om man inte ger dem tillräcklig uppmärksamhet. Studiens syfte är att undersöka och beskriva de kulturella skillnaderna som kommer till uttryck när svenska företag är verksamma på den latinamerikanska marknaden och hur de hanterar dessa. De teorier som ligger till grund för analysen handlar om kulturdimensioner, psykisk distans, internationaliseringsprocessen och kulturell träning. Studien är genomförd med en kvalitativ ansats. Det utfördes 11 semistrukturerade intervjuer med representanter från företag som är verksamma på den mexikanska marknaden, och det är individens erfarenheter på denna som ligger till grund för studiens analys och slutsatser. Studien finner att de största kulturella skillnaderna som svenska företag upplever på den mexikanska marknaden är att det finns en större maktdistans och en striktare hierarki. Den mexikanska affärskulturen är relationsbaserad, något som kan vara en hög barriär för svenska företag vid ett inträde på marknaden. Tidsuppfattningen är en kulturell skillnad som kan göra att svenska representanter kan känna en frustration, då man i Mexiko har en långsiktig orientering och inte använder tid som mått som man i Sverige gör. Den mexikanska affärskulturen har en maskulin orientering vilket innebär att arbete och pengar prioriteras framför familj och fritid. Svenska företag hanterar de kulturella skillnaderna bland annat med att etablera ett lokalt bolag eller att anlita en agent för att ta hand om verksamheten åt dem. / Due to structural reforms, the economies of Latin America have changed: From being restricted to their own countries, meaning that other countries have not had much possibility to do business with them and addition to this being dominated by the state, the economies of Latin America are now more open and market-oriented. Based on the political development and economic growth the market is now becoming more stable. The Latin American market represents great possibilities for companies that want to expand their business abroad, but together with the entry on an unknown, foreign market come cultural challenges that may cause problems if they are not given enough attention.This study's purpose is to examine and to describe the cultural differences that appear when Swedish companies operate on the Latin American market, and how they handle them. The theories that form the basis for the analysis are theories about cultural dimensions, psychic distance, the process of internationalization and cultural training.The study is conducted by eleven semi-structured interviews with representatives from companies that are active on the Mexican market, and it is their individual experiences of the market that form the basis for the study’s analysis and conclusions.The conclusion of the study is that the biggest cultural differences that appear when Swedish companies operate on the Mexican market are the higher level of power distance and the more rigid hierarchy on the Mexican market. The business in Mexico is relationship based, something which can create a barrier for the Swedish companies when they enter the market. The Mexican perception of time can lead to frustration as the Mexican business culture has a long-term- orientation, and time is usually not being used as a measurement in the same way as in Sweden. The Mexican business culture also has a masculine orientation which involves that work and money are given a priority above spare time and family. The companies handle the cultural differences, for instance, by establishing a local subsidiary or by turning to an agent who can take charge of their business on the market.

Master of Science / Department of Family Studies and Human Services / Joyce Baptist / Although American expatriation is becoming increasingly more prevalent, research has yet to keep up. The purpose of this report is to explore expatriation transition models, common mental health needs, challenges that accompany international living, clinical implications of such complexities, and the need for mental health services for American expatriates. A case study will be employed to illustrate such challenges. Social learning, symbolic interaction, and systems theories will be used to conceptualize these difficulties. With the large movement of Americans overseas, there is an increase need for mental health therapists available to them. This report acknowledges that an increase of expatriate research will lead to resources that will help therapists more effectively and more efficiently treat expatriate mental health issues.

Globalization in the past few decades has been marked by increased mobility of highly skilled workers from one country to another. Even though self-initiated expatriation is a widespread phenomenon, it is a relatively under-researched phenomenon in the academic literature, especially in an organizational context. Existing literature shows that not all individuals are equally suited to embark on a new life in another country, and self-initiated expatriates (SIEs) could be particularly susceptible to failure since they have no support from a home organization. This study was designed to investigate the experiences of self-initiated professional expatriates and the effect it had on their work performance. The purpose was to understand how their organizational and social experience affected their cross-cultural adjustment process and in turn affected their individual work performance. The researcher used a qualitative method using semi-structured interviews, observations, and documents with ten self-initiated expatriates. This study contributed to the expanding literature on the experiences of self-initiated expatriates, specifically how different support systems affected cross-cultural adjustment and individual work performance.

This study looks at how three religious thinkers in the Russian émigré community, Nicholas Berdyaev, Georges Florovsky and George Fedotov, imagined the Medieval as a model for Russian culture abroad in interwar Paris. Each thinker constructs a narrative of origin for the current crisis of the Russian diaspora, a crisis that is, for all three, primarily spiritual. Images and texts from the medieval provide a blueprint for religious life in Paris and a broader corrective to the religious and theological fallacies of modernity. Looking at polemical and scholarly texts, I demonstrate how the émigré community self-consciously created and perpetuated the (new) Middle Ages as a historical reality and an imagined golden age. I argue that their medieval models functioned to create a narrative of historical and cultural continuity with Russia, the West and antiquity.

The primary emphasis in the field of expatriate adjustment has focused on the experiences of the person working overseas on assignment. Research that includes the experiences of the accompanying partner of the working expatriate frequently positions this person as an antecedent to the working partner's adjustment process. Understanding the adjustment process from the accompanying partner's perspective is underrepresented in the literature. In this qualitative research project eight expatriate couples were interviewed to examine in detail their experiences of adjusting overseas on assignment in order to identify the critical adjustment factors, the resources that are available to assist the adjustment process, and what personal characteristics aid a successful intercultural experience while living overseas. Recommendations are provided for both the employer and the accompanying partner to assist the adjustment process.

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