The Research Of The Influence Of Cross-Cultural On The Job Performance - The Case On Philippine & Thailand Labor In High-Tech Industry -

• Main Authors: Po-Yuan Hsu, 許博淵
• Other Authors: Maw-Shyong Lee
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/10936068832779666634

碩士 === 國立成功大學 === 高階管理碩士在職專班 === 93 === 　　In recent years, the high-tech industry of our country has been facing shortage of workers in the labor force. This is due to several factors: the booming development of the high-tech industry, the gradual transformation of the domestic population structure, the exaltation of the national income and the living standard, the promotion of the education standard and the change of concept in social values. In order to maintain the competitive advantage, the demand for foreign labor to be admitted grows day by day. 　　According to government reports, the number of foreign labor in Taiwan already surpasses three hundred thousand, in which eighty-six percent are from Philippine and Thailand. They are an indispensable manpower for the electronic industry. However, because foreign labor comprises of different national cultures, manners and customs, religious belief and values, enterprises must be able to consider cross-cultural factors in their management. Furthermore, they must be able to understand dispositions and behaviors of foreign labor and the differences between their cultural context, enterprise environment and the organization culture, so that the goals of the labor meets the goals of the enterprises. This would enhance the labors’ work performance and increase the enterprises’ competitive advantage. Because of the reasons listed above, this research seeks to discuss the correlation between culture values of labor from different countries and their actual work performance and the interdependence of the national culture and work performance. 　　The range and object of this research is based on the Philippine & Thailand labor of high-tech electronic industries in Hsinchu industrial science centre and Kaohsiung Nanzih Export Processing centre. Using the Snowball Method of sampling, 650 questionnaires are sent out and 433 are replied, in which 381 (115 of Thai & 266 of Philippine) are valid. Through a statistical analysis, we acquire the conclusion as follows: 1. There is a significant difference between the three dimensions of the national culture- “Power Distance”, “Uncertainty Avoidance” & “Individualism” for Thailand and Philippine labor, but no significant difference between “Masculinity” & “Long-term Orientation” 2. Based on “Job Performance”, there is a significant difference in “Productivity”, “Job Satisfaction” and “Employee Work Attitudes” between Thailand and Philippine labor. 3. Different personal variable is significantly related to the factor of the national culture and job performance. 4. For the foreign labor in high-tech industry, the higher power distance, lower personal consciousness will promote their outer job satisfaction; the higher power distance, lower self-direction and a better interaction with colleagues will promote their inner satisfaction. The higher power distance, uncertainty avoidance, long-term orientation has significant positive correlation to productivity and employee work attitudes.