An Econometric Analysis on Cross-cultural Adaptability: A Taiwan Company in Thailand

泰國台資企業跨文化適應力之計量分析研究

10.29495/CITE.201006.0302

施正屏；黃彥淑

跨文化適應力 ； 自我評鑑 ； 交叉評鑑 ； Cross-cultural adaptability ； self-assessment ； cross-assessment

科技教育課程改革與發展學術研討會論文集

2010期（2010 / 06 / 01）

302 - 308

英文

台資企業在全球化的發展下，以擴大市場與降低成本為組織發展目標，為追求組織運作順利，不同國籍員工間之跨文化適應力成為全球跨國企業的重要議題。本研究以赫茲伯格的雙因子理論為理論架構，並增加地理統計因子，針對泰國台資企業為研究對象，探索上述三大項獨立變數對該企業員工跨文化適應力之影響。研究主要發現：第一、T檢定分析顯示泰籍與台籍員工之跨文化適應力有顯著差異。第二、自我評鑑與交叉評鑑之迴歸分析顯示，大部份動機、保健與地理統計因子呈正向或負向顯著，顯示台資企業應強化正向因子並積極改善負向因子，將可提昇員工跨文化適應力以提高績效。第三、自我評鑑與交叉評鑑的R平方值分別為0.975與0.982，顯示模型具良好解釋程度。

Taiwan multinational companies are expanding the market and reducing the costs, while the cultural gap between Thai and Taiwanese employees is decreasing the working performance. Thus, cross-cultural adaptability becomes an important issue for multinational companies. In order to explore the cause and effect of employees in Taiwan multinational company, this study applies an econometric model, which added demographic factors to improve the framework of Herzberg's Two-factor Theory. Empirical results are (1) a T-test analysis that shows Thai and Taiwanese cross-cultural adaptability as being significantly different; (2) the self-and cross-assessment regression analysis which reports most parameters of Motivation, Hygiene, and Demographic factors as being significant; (3) the value of R-square for self- and cross-assessment which are .975 and .982, this means the model could explain the 97.5% and 98.2% of the variance.