徘徊海峽兩岸的十字路口?台商派駐大陸管理人員生涯發展與抉擇歷程之現象學研究

Abstract

本研究旨在探究台商派駐大陸管理人員生涯轉換經驗。研究者採用立意抽樣，以六位35到55歲擁有派駐大陸工作兩年以上經驗者為研究對象，使用半結構訪談大綱進行深度訪談，探究生涯轉換的心路歷程，以及影響轉換的因素，和生涯轉換抉擇對人員的影響與意義。研究者採質性研究方法，以現象學資料分析：資料蒐集、沈浸閱讀、意義單元之抽取並歸類命名、構成主題、置身結構，以瞭解研究參與者生涯轉換的經驗。 研究結果發現參與者的轉換動機包含個人因素、環境因素及個人與環境交互影響因素。綜觀研究結果，研究參與者在生涯抉擇的挑戰與困境有：(1)非預期帶來的不安；(2)個人能力與意願的考量；(3)家庭問題帶來的牽絆；(4)文化適應的問題與衝擊；(5)職涯發展與回任狀況的擔憂。 參與者用來協助自己在生涯轉換期間的策略包含有：(1)充分掌握產業與公司動態；(2)終身學習與提升競爭力；(3)適應海外的文化與生活。另外企業與人力資源管理方面可提供：(1)須重新檢討海外派駐政策與規定；(2)人員能力與意願的提升；(3)提供有競爭力的派駐支援方案；(4)設置派駐人員管理系統。 根據研究結果分析，生涯轉換抉擇對參與者的影響與意義有：(1)生涯發展階段中的自我探索；(2)自我評估個人的能力與潛質；(3)面對生涯變動更彈性的思維；(4)累積面對壓力挑戰困境的能力；(5)創造新的人生價值。 最後，研究者提出研究結論、研究限制與建議，以及研究歷程的省思。希望透過此研究，能夠提供企業主、人力資源部門人員、面臨生涯困境和派駐海外工作者以及對此研究主題有興趣者一些參考。

關鍵詞：海外派遣、人力資源、生涯轉換、現象學

Abstract The purpose of this study was to make a thorough inquiry about their career transition experiences of Taiwanese managers dispatched to Mainland China. The researcher used purposive sampling to select six participants who were 35 to 55-year old with over 2-year working experience of dispatched to Mainland China. Semi-structured interview was appied to explore their mentality of career transition experience, to understand the impact of their transition factors and to discover the related influence and meaning for the dispatched managers. The researcher implied qualitative method and phenomenological method as basis of data analysis. The steps included empathic immersement, meaning units, constituent themes, situated structure, general structure for understanding study participants’ career transition experiences. The results indicated that participants’ motivation in career transition includes personal factors, environmental factors and interaction of personal and environmental factors. All the participants over the course of career transition challenge and difficulties included: (1) disturb from unexpected; (2) individual ability and willingness; (3) concerns form family issues; (4) problem and attack of acculturation; and (5) caring of career development and return chance. Participants’ coping strategies in the process of career transition includes: (1) well grasping industry’s and company’s situation; (2) life-long learning and enhance competitiveness; and (3) adapting culture and life abroad. In the meanwhile, the Human Resource Department in the company can provide: (1) reviewing and renewing the oversea dispatching policy and regulation; (2) enhancing employees’ abilities and motivation through in service training;(3) providing competitive dispatching support program; and (4) setting up management system for dispatching employees. Implications of the study indicated that the following aspects are important for dispatched managers: (1) continuing career exploration; (2) self-evaluation, especially personal potentials; (3) flexible mindset on career change; (4) accumulating ability to face pressure and challenge; and (5) creating the meaning of life. Finally, limitations and recommendations for this study were provided. Key words: oversea dispatch, human resource, career transition, phenomenology