| Summary: | 碩士 === 靜宜大學 === 企業管理學系 === 88 === The goal of this research is to explore the employee assistance programs (EAPs) provided by Taiwanese firms in Mainland China, the degree to which their expatriates have adapted to local conditions, and issues involved in the interrelationship between their adaptation and the implementation of such EAPs. The research was carried out in two phases: The first phase took market-and OTC-listed Taiwanese firms investing in Mainland China as the subject of investigation. A total of 180 questionnaires were issued, out of which they’re 32 firms responding and a total of 29 valid questionnaires. The primary purpose was to determine the degree to which such EAPs had been implemented and to what degree management personnel who were sent overseas had adapted to local conditions. The second phase, employing in-depth interviews, was carried out through the assistance of acquaintances that introduced the author to four Taiwanese firms, which met the above conditions. Interviews were conducted with the overseas managers of those companies regarding the state of implementation of their companies’ EAPs and their own level of overseas adaptation, with the aim of corroborating the questionnaire data from the first phase.
The results of the investigation revealed four constituent elements of the EAPs: diet / life style oriented programs, developmental training, counseling, and family assistance programs. Of the four, only the diet / life style area had been implemented relatively well, with the other three less well implemented, especially the family assistance programs, which were carried out infrequently. The overseas adaptation data showed that those managers with the highest levels of education adapted the best; the higher their position within the company, the better their cultural adaptation; and the longer they had been stationed overseas, the higher their degree of adaptation. The research also showed that there was a strong direct correlation between EAPs and the level of overseas life adaptation; of the four elements of the EAPs, there was also a direct correlation between developmental training and the level of overall overseas adaptation, work adaptation, and lifestyle adaptation. From this it can be concluded that the degree of successful overseas adaptation is best for those managers whose companies also have the better EAPs. Therefore it is recommended that corporations should strengthen developmental training programs and provides well-implemented lifestyle programs, which should be helpful to their employees’ overall overseas adaptation, their work adaptation and their new lifestyle adaptation.
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