| Summary: | 碩士 === 亞洲大學 === 經營管理學系碩士班 === 101 === In recent years, many Taiwanese corporations have actively pursued industrial upgrading; however, the appreciation of new Taiwan dollars brought about wage rise and production cost increase. That there has always been labor shortages for bottom line workers in the domestic labor market, in addition to the issues such as gradually declining birthrates, aging trends, huge expansion of higher education causing a decrease in youth entry into employment in the labor market, have indirectly affected Taiwanese people’s work values. People are reluctant to engage in hard, dirty, dangerous, and night shift work. To reduce the shortage of domestic grassroots workers, the government allowed local firms to bring short-term foreign workers into Taiwan, as a way to deter high-tech industries from moving abroad in order to create more job opportunities.
However, the import of foreign workers may also cause many social problems. Workers from different countries may have culture shocks and adaptation issues. If employers can manage these foreign employees properly, help them quickly adapt into a new living and working environment in order to enhance their organizational identity, job motivations, individual job involvement and productivity, they will find these very beneficial for their companies to save labor costs and boost organizational performance and competitiveness.
When enterprises manage organizations members from different national cultural backgrounds; first and foremost, they must have a good understanding of members’ backgrounds, traits, characteristics, and values. They have to analyze employees’ personality and behavioral traits and characteristics, as well as seek to know to what extent the cultural background differences may affect their foreign employees. Based upon these analyses, employers can elaborate proper and effective management principles in order to prevent problems from occurring. In the present study, the researcher sought to explore the above-mentioned issue; thus, the purpose of the study was to investigate how demographic factors, personality traits, overseas adaption, and dimensions of national culture influenced job satisfaction.
The major sample of the present study consisted of Vietnamese laborers working in Taichung, Taiwan. A survey instrument was sent to 300 Vietnamese workers, out of which 207 were usable for data analysis. Data analyses were conducted with demographic information, personality traits, overseas adaptation, dimensions of national culture, and job satisfaction factors, using t-est, ANOVA, and regression analyses; and main research findings were obtained as follows:
(1) Demographic information had significant impacts on overseas adaptation.
(2) Demographic information had significant impacts on job satisfaction.
(3) Personality traits had significant impacts on overseas adaptation.
(4) Personality traits had significant impacts on job satisfaction.
(5) Overseas adaption had significant impacts on job satisfaction.
(6) National culture dimensions factors mediated effects of overseas adaptation on job satisfaction.
At the end of the essay, the results of this study provided some valuable insights and future implementations suggestions for current employers, overseas intermediary agencies, and Vietnamese workers as important references.
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