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  • 學位論文

台商子女文化適應、工作特性、接班人培育與成就感之研究

A Study of Culture Adaptation, Job Characteristics, Succession and Achievement for Taiwanese Businessmen Generations

指導教授 : 莊育詩
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摘要


大陸經濟近年已是世界最熱門的主題,全球500 大企業全部進入大陸(陳文郎,2009)。在1980 年代初期,在面臨台灣投資逐漸變化的情況下,就有許多台商有意到海外投資。然而由於大多數企業都是中小企業,沒有足夠的資金去歐美國家投資設廠,既使想去東南亞國家也有一些困難。 大陸擁有充沛且廉價的勞力,正是台灣傳統勞力密集型產業最需要的,再加上投資規模不必太大,台灣的一般中小企業主都可以負擔,最重要的是語言溝通上沒有困難,大大降低台商赴大陸投資的成本。在赴大陸投資管道開放之後,大量的台商即前往大陸投資,一直到十幾年後的今天,此一投資熱潮仍然沒有停息(林祖嘉,2002)。 本研究目的希望台商對子女文化適應、工作特性、接班人培育、成就感是否對接班有影響的深入瞭解,以提高台商對子女未來發展有更多的建議,透過台商子女的文化適應、工作特性、接班人培育和成就感等四項因素對三位台商公司負責人做深入訪談。本研究結果經過訪內容和文獻探討後,研究發現三位負責人的子女中,有兩位繼承家業,但是只有一位完全繼承負責人的權力,另一位雖然負責人有讓子女繼承的計畫,但是權力並沒有給予,沒有繼承家業的子女,有自己開設的公司。三位負責人的子女雖然都是不同的工作領域,但是他們在工作方面都有很高的成就感,建議台商父母不要強迫子女是否要繼承家業,給他們適時的建議做選擇會是更好的方法。

並列摘要


The mainland China economy has been a popular topic and most of the global 500 enterprises enter in the mainland market in recent year (Chen, wen Lang. 2009). However, Taiwanese investment environment face labor cost increasing disadvantage condition and China release the Foreign Direct Investment (FDI) policy and offered attractive investment preferential conditions for Taiwan investor in the early 1980s. Taiwan majority of enterprises are SMEs that didn’t have enough resources such as financial budget support, human resources, technology and management knowledge for plan investment in Europe, United States and even the Southeast Asian countries. It would face a lot of challenges and difficulties. China has abundant resources and cheaper labor than Taiwan. Those offering conditions are Taiwan's traditional small and medium company’s labor-intensive industry’s needs. However, the investment scale are varies and affordable by Taiwan SEM’s investor. Moreover, the most important communication language is same for both of China and Taiwan people. Those benefits reduce the investment risk and financial cost under the same language system. After China release investment policy and gradually open internal market, groups of different industries invested in China since 1970’s until now, the Channels of investment and boom are non-stop (Lin, Chu-Chia. 2002). The purpose of this study has a deep investigation for Taiwan's businessman’s generation for culture adaptation, job characteristics, succession and personal achievement. The deep interview and half-structure questions are distributes to three Taiwan businessmen who own company in China. The study find out that there are two businessmen generation inheritance business, however one company are successful succeed and have full power to management and the full power to make the final decision. Another businessman only has the plan for inheritance but privilege still control under the first generation. The third company owner didn’t have the inheritance plane for next generation. But the new generation owned and operated an international trade business company. Although three owner’s children are in different business fields, those children have high personal job achievement. This study suggests that parents don’t force children to inherit father’s business but offered the suggestion and other support for learning non-relative industry business for addition work experience. Moreover, support and offered appropriative suggestion is the best way for new generation select the personal career.

參考文獻


一、中文部分
1.104人力銀行(2010),http://www.pcschool.com.tw/careers/report/newsInner.aspx?sno=1018&type=7
2.中國經濟網(2010),
http://big5.ce.cn/ztpd/xwzt/guonei/2010/hgcf/hgcfbj/201004/10/t20100410_21
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