The Relationship of Cultural Intelligence, Cross-cultural Adaptation, Work Pressure and Job Satisfaction of Multinational Enterprise’s Taiwanese Managerial Expatriates- A Taiwanese Textiles and Clothing Company Case Study

• Main Authors: Juo, Hsiu-Chuan, 卓秀娟
• Other Authors: Kang, Ya-Chin
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/31370910573193770784

碩士 === 中國文化大學 === 勞工關係學系 === 103 === In order to reduce manufacturing costs, improve productivity and enhance their competitiveness under the effects of global economic, companies will consider the raw material, labor, customs costs and other factors and choose to product or sale in different locations. As a result, companies have production abroad and tend to multinational development. There have been more and more multinational companies emerging in Taiwan. With the gradual flourish of enterprises, international human resource management is a way to plan and manage the manpower of different multinational industries. Taiwanese managers face the problems that result from managing the different cultural or national labor, and these problems still need to be discussed. So, the aim of this study is to investigate:(a)The difference under the influence of cultural intelligence , cross-cultural adaptation , work pressure and job satisfaction on Taiwanese managers from variances of different backgrounds;(b)The relationship between the influence of cultural intelligence , cross-cultural adaptation , work pressure and job satisfaction on Taiwanese managers;(c)The influence of Taiwanese managers’ work pressure to cultural intelligence, cross-cultural adaptation and job satisfaction. In order to understand the relationship to Taiwanese managers between CQ, CCA, work pressure and job satisfaction has confirmed after the return, the study uses analytic methods, including T test, one-way analysis of variance, Pearson correlation, canonical correlation, regression analysis and 134 valid questionnaires collected from Taiwanese overseas managers of multinational apparel and textile companies. The results of this research have shown that: First, there are significant differences between CQ, CCA, work pressure and job satisfaction with different cultural backgrounds of Taiwanese managers variables facets (A) Gender: gender of the employees all facets variables, no significant differences. (B) Age: employees of different ages, the difference in job satisfaction has reached significant level, the higher the older display found satisfaction. (C) Education: educational levels of employees in recognition of cultural intelligence are significant. (D) Seniority: different seniority of employees in job satisfaction and motivation factor has significance for other facets study variables, then there was no significant difference exists. (E) Title: different titles of employees, in recognition of cultural intelligence are significant. (F) Number of led: to lead the different number of employees, there are significant differences in acculturation, other facets study variables, then there was no significant difference exists. (G) Number expatriate: the expatriate of different countries, the number of employees, the role of the working pressure and facet Fuzzy have statistical significance, other facets study variables, then there was no significant difference exists. Second, the Taiwanese cultural intelligence cadres, has a positive association between acculturation and job satisfaction, and has a negative correlation between work pressure and job satisfaction. (A)Cultural intelligence is positive influencing on Cross-cultural Adaptation Have a positive relationship via Pearson correlation analysis, which showed that cultural intelligence verification motivation will affect the level of life to adapt to Taiwanese cadres, acculturation and adaptation work the greatest impact. Another relevant from a typical analysis is moderately correlated. (B) Cultural intelligence had positive effect on job satisfaction Have a positive relationship via Pearson correlation analysis showed that motivation factor that is verified and health factors will affect the level of cross-cultural adaptation of work to adapt the Taiwanese managers greatest impact. Another relevant from a typical analysis is moderately correlated. (C) Cross-cultural adaptation of job satisfaction has a positive correlation Have a positive relationship via Pearson correlation analysis showed that motivation factor that is verified and health factors will affect the level of cross-cultural adaptation of work to adapt the Taiwanese managers greatest impact. Another relevant from a typical analysis is moderately correlated. (D) Working pressure and job satisfaction have a negative correlation Has a negative relationship, namely to verify the role of working pressure showed blurred and role conflict will affect the level of Taiwanese managers affect job satisfaction via Pearson's correlation analysis. Another relevant from a typical analysis is moderately correlated. Third, the Taiwanese managers cross-cultural adaptation cultural intelligence and job satisfaction with partial intermediary relationship. This study concludes by discussing for the implications of major findings,which would be a reference to the academy and industries,and make ,and make suggestions for further studes.