碩士 / 中原大學 / 企業管理研究所 / 96 / The amount of multinational companies (MNCs) is rising at the trend of globalization,
and the expatriate is the key to operate and execute the strategies of MNCs. However, the
politic, economy, society and law in host country are different from home country that causes
the cultural differences. The cultural difference is the main reason that results in the failure of
oversea assignments. According to the literature, it directly costs the companies about two
hundred and fifty thousands to one million and two hundred thousands USA on average when
the oversea assignment failed.
This study focus on whether the factors of individual, family, oversea policies and social
cultural difference with the host country will effect the expatriates’ cultural adaptation. In
addition, the research also adds the Employee Assistance Programs as the moderate factor to
exanimate whether it enhances the positive influence of the factors mentioned on expatriates’
cultural adaptation.
This study adopted quantitative method and developed two sorts of questionnaires. One
was designed for human resource department and it was used for investigating the features of the companies and the degree of Employee Assistance Programs the companies conducted.
The total amounts of HR questionnaires were 406 copies. The other one was designed for
expatriates from other countries to Taiwan, and the surveys were used for investigating the
background, basic data, and cultural adaptation of expatriates. This research also translated
the questionnaire from Chinese version to English one and Japanese one. The total amounts of
Expatriate questionnaire were 1,218 copies. Finally, there were 20 copies of returned HR
questionnaires and there were 22 copies of Expatriate questionnaires.
In the individual section, managerial resourcefulness and boundaryless careers of
expatriates influenced positively their cultural adaptation and the cultural adaptation of their
family members assisted them to increase the general adaptation. In the oversea policy section,
succession planning and performance-reward contingency affected positively the expatriates
on their cultural adaptation. In the social cultural difference section, when the gap of
uncertainty value between expatriates’ home country and host country was lower, the
interaction adaptation of expatriate was higher.
| Identifer | oai:union.ndltd.org:TW/096CYCU5457003 |
| Date | January 2008 |
| Creators | Meng-Nan Lee, 李孟南 |
| Contributors | Ru-Yu Wang, 王如鈺 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 118 |
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