「國際經驗、文化調適力、與工作回饋相關性之探討」成果報告
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Date
2010-07-31
Authors
張媁雯
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Publisher
行政院國家科學委員會
Abstract
在全球化的今日，來自不同文化的人在國際的平台中合作與競爭，如此國際化的發 展已成為一股不可遏止的浪潮，也在全球各地對人力資源發展產生重大影響。面對國際 化的趨勢，即使對於國內的工作人員，組織也逐漸開始要求人員發展多元文化的能力。 多元文化的調適能力不再僅只是派外人員所需具備的條件，它也成為許多專業職場中對 工作人員的能力發展的普遍目標。 由於增加國際經驗往往被視為是提昇國際文化能力的方法之一，因此，本研究將探 討兩項議題：國際經驗是否有助於文化調適力之發展、以及國際經驗與文化調適力是否 反映在員工在職場的工作回饋。其主要的研究目包括：瞭解「國際經驗」在國際人才培 訓中之運用、探討「國際經驗」是否促進「文化調適力」之發展、以及分析「國際經驗」、 「文化調適力」、「工作回饋」之相關性。 本研究將透過文獻、問卷、以及文件內容分析的方式，一方面持續在現蒐尋關於國 際經驗的運用，以及對文化調適力發展的效益。另一方面，以問卷分析的方式，探討國 際經驗、文化調適能力，以及工作回饋的相關性。並且，以文件分析與問卷分析結果與 實務工作者之經驗相互對照。由於台灣目前積極推動國際化，本研究透過理論與實務的 探討，將提供實證的研究結果與建議，以作為組織規劃國際人才培育方案及設計訓練方 法時的參考。
Faced with the challenges of globalization, many organizations attempt to develop employees’ intercultural competence by increasing their international experience. Global issues and intercultural competence have received wide recognition in the literature. In a global village, many jobs require employees to operate effectively in foreign countries and to communicate with individuals who possess values and world views that differ from their own. Increasingly, employees must be adaptable, flexible, and tolerant of unfamiliar cultural practices to operate effectively in changing and varied environments. The ability to adapt to different cultures has become a critical ability for employees working in various professions. While the factor, increasing international experience, has been viewed as an effective way to enhance cultural ability, this study will examine such assumption through empirical analysis. The purpose of this study is to understand the relationships among international experience, cultural adaptability, and job rewards. Through literature review, questionnaire, and document analysis, this study will indicate whether international experience can be an effective training approach for enhancement of employees’ ability toadapt to different cultures, and whether these experience and ability are reflected on the job rewards in the workplace in Taiwan. Based on the results, this study will provide implications and suggestions for employee learning design in various types of organizations.
Faced with the challenges of globalization, many organizations attempt to develop employees’ intercultural competence by increasing their international experience. Global issues and intercultural competence have received wide recognition in the literature. In a global village, many jobs require employees to operate effectively in foreign countries and to communicate with individuals who possess values and world views that differ from their own. Increasingly, employees must be adaptable, flexible, and tolerant of unfamiliar cultural practices to operate effectively in changing and varied environments. The ability to adapt to different cultures has become a critical ability for employees working in various professions. While the factor, increasing international experience, has been viewed as an effective way to enhance cultural ability, this study will examine such assumption through empirical analysis. The purpose of this study is to understand the relationships among international experience, cultural adaptability, and job rewards. Through literature review, questionnaire, and document analysis, this study will indicate whether international experience can be an effective training approach for enhancement of employees’ ability toadapt to different cultures, and whether these experience and ability are reflected on the job rewards in the workplace in Taiwan. Based on the results, this study will provide implications and suggestions for employee learning design in various types of organizations.