- 學位論文
分析人資政策對印尼勞工的工作價值與態度
Analysis Human Resource Policy on Indonesia Workforce’s Work Values and Attitudes
摘要
摘要 成本問題是投資者的主要考慮因素。公司的業務來源具有成本競爭力，尤 其是在勞動力成本。較低的勞動力成本在印尼其他國家，特別是發達國家，如台灣，美國，澳大利亞是主要的吸引力。然而，關於勞動力的文化環境有足夠的了解是 必要的，以便在印尼成功承接業務。因此，管理者需要理解和欣賞他們的工作單位的所有成員的背景，工作價值觀與態度，因為工作價值觀管理業務有著至關重要的 影響，並直接管理的有效性，以及工作態度也反映了工作滿意度，參與和組織承諾，使管理員可以使用適當的管理風格。本文將解釋印尼勞動力的工作價值觀及態 度。此外，外國公司的經理也需要了解外國文化影響的印尼員工的工作價值觀和態度。 平均的研究發現，在台灣，印尼勞動力有較高的工作的價值和態度。所以，可以得出結論，外國文化（台灣），印尼的勞動力的工作價值 觀及態度有正面影響。研究還發現，有一些人力資源政策，統計學顯著的影響，文化的衝擊，傳統倫理的價值和收入的態度，並在組織承諾的態度。對於人力資源政 策，“績效獎金”和“工作和健康保險”是最合適的外國公司（台灣）印尼勞動力。因為他們兩人都有工作價值的“傳統倫理”和“對收入的態度”，“組織承諾” 的態度呈正相關走向。本研究結果希望能夠會給一些外國投資者誰想要投資在印尼和外國公司僱用印尼勞動力管理方向。 關鍵詞：印尼的勞動力，工作價值與態度，台灣文化的影響，人力資源政策
並列摘要
Cost issue is the main considered factor for investor. Source of business for companies has to be cost competitive, particularly in labor costs. Lower workforce cost in Indonesia is the main attraction to other countries, especially developed countries such as Taiwan, United States, Australia. However, regarding about workforce, an adequate understanding of the cultural environment is essential in order to successful undertake business in Indonesia. Therefore manager needs to understand and appreciate the backgrounds, work values and attitudes of all members of their work unit because work values will have a critical impact on management operations and contributes directly to the effectiveness of management, and also work attitudes also reflect to job satisfaction, involvement, and organizational commitment, so that manager can use appropriate management styles. In this paper, there will be explained the work values & attitudes of Indonesian workforces. Besides that, managers of the foreign companies also need information how foreign culture impact the Indonesian workforce’s work values and attitudes.. The research found on the average, in Taiwan, Indonesian workforces have higher work value and attitude. So it can be concluded that foreign culture (Taiwan) have positive impact to Indonesian’s workforces work values & attitudes. The research also found there is some human resource policy that statistically significant influence the culture impact, in the value of conventional ethic and attitude toward earning, and at attitude of organizational commitment. For the human resource policy, “performance-based bonus” and “work and health insurance” is the most suitable for Indonesian workforce in foreign company (Taiwan). Because both of them have positive correlation toward work value of “conventional ethic” and “attitude toward earning”, and attitude of “organizational commitment”. The results of this research hope can give some management direction both for foreign investor who want to invest in Indonesia and for foreign company who employ Indonesian workforces.