現在要出征?影響台灣女性員工外派意願因素之探究

Time to Go on an Expedition? The Exploration of the Factors Associated with Taiwanese Female Employees' Willingness to Work Overseas

王煜榕(Yu-Jung Wang)

指導教授 ： 陸洛

國立臺灣大學/管理學院/商學研究所/碩士(2011年)

https://doi.org/10.6342/NTU.2011.02415

摘要

有鑑於過去外派研究多偏重於量化研究及男性員工作為觀察對象，本研究乃以女性員工作為關注的焦點，探討現代台灣女性員工面臨外派抉擇時的心理歷程與考量因素。並藉由深度訪談與敘說分析的方式蒐集與分析資料，共訪談七位具外派經驗的女性員工。

研究結果發現，形塑台灣女性員工外派意願的推力與拉力皆可分為積極面與消極面。在個人層次上，「自我抉擇」為現代台灣女性選擇外派的主要積極推力，其他尚包括「獨立自主」的人格特質、追求「自我實現」、重視「挑戰與成就」、及「未來發展性」的工作價值觀、以及「對異國文化的喜愛與接納」等；在家庭方面，現代女性會受父母「子女教養」方式的影響而勇於挑戰外派的工作，且她們對於外派的抉擇仍深受傳統「孝道觀念」、「代間關係」、及「婚姻觀念」的影響。此外，即便現代女性仍有「男外女內」的角色觀，但對「女主內」角色認同的前提是，自我仍需要有一定發展的空間。最後，在組織方面，華人組織中的「上下關係」會影響女性的外派意願；但組織對「外派支援活動」的多寡並不會對初次外派的女性員工造成影響，且女性員工的外派意願不會因職場「坡璃天花板」現象而有所改變。另，其他如「總體經濟環境」的因素會左右女性的外派意願。

是此，根據本研究結果，建議組織在篩選有意願前往海外工作的女性員工時，應首重其人格特質（獨立自主性高者）與工作價值觀（喜歡追求自我實現、挑戰、重視未來發展或異國文化接受度高者）。此外，良好的上下關係與適當的外派支援活動提供，亦能增強女性員工的外派意願。

關鍵字

外派意願 ； 性別角色價值觀 ； 工作價值觀 ； 家庭價值觀 ； 領導關係

並列摘要

In view of the previous researches on expatriation, they had more emphasis on quantitative research and male employees as the observation objects. This research, instead, focused on female employees to explore the psychological process and factors in consideration when modern Taiwanese female employees face the choices of expatriation. Also, this research interviewed seven female employees with expatriation experience by way of in-depth interview and narrative analysis to collect and analyze the data.

The result revealed that both the pushing and pulling forces shaping Taiwanese female employees’ willingness to work overseas could be divided into active and passive dimensions. At the individual level, “self-determination” was the main active pushing force for the modern Taiwanese female to choose expatriation. Other factors included the personality trait of “independence”, the work values of pursuing “self-actualization”, respecting “challenge and achievement”, and “career development”, and “the fondness and acceptance of foreign cultures”, etc. In the aspect of family, modern women’s courage to challenge overseas jobs would be influenced by their parents’ ways of “children parenting”, and their decision to work overseas was still deeply influenced by the traditional concept of “filial piety”, “intergenerational relationship”, and “marriage.” In addition, even though the modern women still owned the role value of “Men are breadwinners; women are homemakers”, the premise of their identifying with the role, “women are homemakers”, was that they themselves still needed a certain space of self-development. Finally, in terms of organization, the “superior-subordinate relationship” in Chinese organizations would have an influence on women’s willingness to work overseas. Yet, the amount of “expatriation supporting activities” offered by the organizations would not affect the female employees who expatriated for the first time, and women employees’ willingness to work overseas would not change because of the phenomenon of “glass ceiling” in work place. Furthermore, other factors like “macroeconomic environmrnt” would influence women’s willingness to work overseas.

Thus, according to the result of this research, it was suggested that when selecting the female employees who were willing to work overseas, the organizations should first focused on their personality traits ( people who are highly independent) and work values (people who like the pursuit of self-actualization and challenges, respect the career development or have high acceptance to foreign cultures). What is more, the good relationship between the superior and the subordinate as well as the offering of appropriate expatriation supporting activities could also strengthen female employees’ willingness to work overseas.

並列關鍵字

expatriation willingness ； gender role values ； work values ； family values ； leadership

參考文獻

陸洛、謝碧霞、潘君鳳，2009。職場性別公平現況與性別公平知覺對工作態度之影響—臺灣全國樣本之分析。管理實務與理論研究，3（3）：78-102。

李亦園，1978。信仰與文化。台北：巨流圖書公司。

伊慶春、簡文吟，2001。已婚婦女的持續就業：家庭制度與勞動市場的妥協。台灣社會學，1：149-182。

李亦園，1982。近代中國家庭的變遷：一個人類學的探討。中央研究院民族學研究所集刊，52：7-23。

鄭伯壎，2004。華人文化與組織領導：由現象描述到理論驗證。本土心理學研究，22：195-251。