碩士 / 銘傳大學 / 管理研究所 / 95 / Under the influence of globalization, many factories of Taiwan enterprises are transferring their production lines to Southeast Asia or mainland China as to lower the labor cost. They make use of the abundance in cheap labor force in those areas to engage in manufacturing. But the exodus of factories has resulted in the void in Taiwan’s industry, and even the unemployment of Taiwanese labors. For the need of the local industries, Taiwan government had no choice but to start to officially import foreign laborers in 1989, aiming to help local manufacturers to reduce labor cost and switch the outward-moving trend of factories. In face of Taiwan factories importing more foreign laborers, to discuss the effects of human resource management practices and overseas adaptation of foreign workers on their job performances is the main part of this research.
Based on Dessler (2005), the researcher surveys the dimension of human resource management which is practiced in three sub-dimensions—recruits training and achievement management, salary welfare, and labor-management relations. In regard to overseas adaptation dimension, referring to Black (1998) and the regulations which government foreign labor policy had on enterprises, the researcher narrates overseas adaptation dimension as two sub-dimensions—working adaptation and life interaction adaptation. As for work performance dimension, the researcher revises what Robbins (1998) had issued into two sub-dimensions, work performances and life interaction performance, for discussion.
The research has aimed at 20 factories in northern Taiwan, which are traditional industry companies and importing foreign workers as well, to work on a questionnaire survey. Among 300 pair questionnaires for foreign workers and their executives, 222 effective copies had been returned. Looking upon human resource management practices as dependent variable, overseas adaptation as intervening variable, and work performance as independent variable, the research adopts a multiple regression method to process statistics analysis. The research has discovered the following important points:
1. In addition to directly having a remarkable influence on work performance, the recruit training and achievement management of the human resource management practices indirectly has a remarkable influence on the work performance and life interaction performance through overseas adaptation.
2. In addition to directly having a remarkable influence on life interaction performance, the salary welfare of the human resource management practices indirectly has a remarkable influence on the work performance and life interaction performance through overseas adaptation.
3. In addition to directly having a remarkably influence on the performance of life interaction, the labor-management relations of the human resource management practices indirectly have a remarkable influence on life interaction performance through the adaptation of life interaction.
The results of this research can be served as a reference for factories that import foreign workers, with the purposes of managing foreign workers and upgrading the job performances. The other related discoveries of this research are illustrated in the discourse of this article.
| Identifer | oai:union.ndltd.org:TW/095MCU05457043 |
| Date | January 2007 |
| Creators | Wen-Hua Liu, 柳文華 |
| Contributors | Chang-Lung Hsieh, 謝昌隆 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 102 |
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