越南員工與臺灣外派人員互動之探討—以臺灣製造企業在越南為例

Abstract

臺灣在越南投資主要開始於1990年代至今已近30年。近年來臺灣企業在越南投資規模日漸擴大。隨著外派人員的跨國派遣越來越受到重視，由於對外派人員來說應要有能力調適外派生活，並需對當地文化及語言能力有調適能力，否則會造成派外失敗的原因，所以對於外派人員的研究更是重要。在臺商的研究中，過去比較多集中在經濟層面如投資政策與環境、生產網絡、族群與性別，但是對於臺商工廠的內部管理相對不多，且多集中在高階層管理的看法。近年來，臺灣學者已有一些有關管理越南移工的研究，但從越南文化特徵研究較少，亦未有將越南價值觀與文化特徵找出適合越南員工的管理風格之研究。因此，本研究希望透過質性研究，逐一探探討當地員工與外派人員的看法、衝突與解決、跨文化管理經驗比較等三項研究問題。本研究發現可依序回應研究問題：關於研究問題一，本研究認為臺灣外派主管與越南員工互相了解有三步驟。首先，臺灣外派主管與越南員工需要加強語言能力。接著，需要加強溝通與交流。再來，加強培訓當地員工。關於研究問題二，本研究認為當地語言視為臺灣外派主管與越南員工重要的溝通工具，並且降低衝突的辦法。同時，臺灣外派主管重視培訓當地員工可減少外派主管與當地員工的衝突。最後，關於研究問題三，本研究認為除了培訓技術專業以外，臺資企業外派臺籍幹部前需要重視培訓當地文化與語言，且需要以溝通方式為主。此外，臺資企業也需要重視培訓當地人才以及逐漸彌補技術人才的困境。本研究之研究成果可提供臺資企業外派臺籍幹部之前培訓策略之參考，以及外派主管與當地員工解決衝突之辦法。Taiwan's investment in Vietnam mostly started in the 1990s and has been nearly 30 years ever since. In recent years, the scale of investment by Taiwanese companies in Vietnam has been increasing gradually. As the international dispatch of expatriates has been receiving growing attention, the research on expatriates is even more important because expatriates must have the ability to adapt to the exotic lifestyle and local culture with adequate language skills to avoid the failure. Prior studieson Taiwanese overseas investment have popularly targed on economic levels such as investment policies and environment, production network, and race and gender. Fewer studies have addressed the internal management issues, and among these studies, they have mostly focused on the views of top management. In recent years, Taiwanese scholars have done some research on the management of Vietnamese migrant workers, but there are few studies on Vietnamese cultural characteristics. In particular, studies on Vietnamese values and cultural characteristics to find a management style suitable for Vietnamese employees are lacking. Based on the qualitative research, for this article I interviewed both Vietnamese employees and Taiwanese expatriates to explore three research questions, including the views of local employees and Taiwanese expatriates, conflict and resolution, and cross-cultural management experience and comparison. After responding to the three research questions, the research findings and results of this study can provide Taiwan’s manufacturing enterprises with evidence to enhance their training strategies before sending Taiwanese enterprises overseas, as well as the methods for resolving conflicts between expatriate managers and local employees.