| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 102 === Taiwan is one of the leading FDI investors in Vietnam. The investment of Taiwanese enterprises not only helps to develop Vietnam economic, and but also generates a variety of employment opportunities for Vietnamese labors. However, there is a different in social and cultural background between Taiwanese managers and Vietnamese employees that may consequently lead to dissatisfaction of Vietnamese employees. In order to solve this issue, the current research aims to investigate viewpoints of Vietnamese employees towards Taiwanese organization diversity climate. Specifically, this study explores the impact of organizational diversity climate factors on job satisfaction. Moreover, the moderating effect of organizational communication on the relationship between organizational diversity climate factors and job satisfaction is also examined.The model was tested using SPSS for Window. Data collection via a survey conducted amongst Vietnamese employees working in Taiwanese enterprises in Vietnam.
Organizational diversity climate factors i.e. managerial fairness, organizational inclusion and personal diversity value have a positive effect on job satisfaction. Additionally, a component of organizational communication i.e. the communication with colleagues positive significantly moderates the relationship between organizational diversity climate i.e. personal diversity value and job satisfaction. However, this factor does not have a significant moderating effect on the relationships between managerial fairness, organizational inclusion and job satisfaction. Otherwise, another two components of organizational communication i.e. communication with managers and internal communication do not have a positive significant moderating effect on the relationship between organizational diversity climate and job satisfaction.
Regarding theoretical contributions, the current research sheds light on the impact of organizational diversity climate factors (i.e. managerial fairness, organizational inclusion and personal diversity value) on job satisfaction. It makes contribution to the related academic fields. With respect to practitioners, the current research provides a framework to help Taiwan investors and managers understand Vietnamese employees’ viewpoint in organizational diversity climate. Based on this, the managers can establish solutions to increase employees’ job satisfaction through improving organizational diversity climate factors. Besides, the current research also suggests that Taiwanese managers should set up a good organization communication since it can help maintain and strengthen the organization liaison, create and sustain organizational culture as well as improve organizational efficiency and effectiveness.
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