國立臺灣師範大學博碩士論文全文系統

簡易檢索 / 詳目顯示

回結果列表

研究生：	李瑪莉 Ma-Li Lee
論文名稱：	外派大陸台灣女性經理人之職涯路徑與調適 The Career Path and Adjustment of Taiwanese Female Expatriate Managers to China
指導教授：	蔡錫濤 Tsai, Shir-Tau
學位類別：	碩士 Master
系所名稱：	國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt
論文出版年：	2011
畢業學年度：	99
語文別：	英文
論文頁數：	79
中文關鍵詞：	調適、職涯、女性外派經理人
英文關鍵詞：	adjustment, career, female expatriate manager
論文種類：	學術論文
相關次數：	點閱：220 下載：10
分享至:	分享至facebook 分享至twitter

查詢本校圖書館目錄查詢臺灣博碩士論文知識加值系統勘誤回報

The purpose of this research was to investigate (1) the career path of Taiwanese female expatriate managers to China; (2) factors affecting Taiwanese female expatriate managers’ decision of taking international assignments to China and how these factors affecting their decisions of being relocated overseas; (3) the adjustment difficulties which Taiwanese female expatriate managers had encountered in China. Qualitative research approach was adopted. Data collection was through semi-structured interviews with eight Taiwanese female expatriate managers. The findings indicated Taiwanese female expatriate managers displayed three types of career patterns: linear, spiral, and transitory. With regard to the factors affecting their career decision to China, self-development, family responsibility, organizational factors, chance events, and negative factors were the five primary factors of receiving foreign assignments to China. Lastly, the results showed that Taiwanese female expatriate managers faced adjustment challenges in terms of general life, work, and people. Implications for organizations in Taiwan and suggestions for future studies are provided.

ABSTRACT    I
TABLE OF CONTENTS    III
LIST OF TABLES    V
LIST OF FIGURES    VII
CHAPTER I. INTRODUCTION    1
Research Background    1
Research Purposes    5
Research Questions    5
Definition of Key Terms    6
Research Delimitation    7
CHAPTER II. LITERATURE REVIEW    9
Career Development Theories    9
Women’s Career    16
Career Decisions of Female Expatriate Managers    21
Women Expatriates and Cross Cultural Adjustment    24
CHAPTER III. METHODOLOGY    29
Research Method    29
Research Procedure    30
Research Framework    32
Research Design    33
Sampling Strategies    34
Research Participants    35
Instrument    38
Data Collection and Analysis    39
Validity and Reliability    39
CHAPTER IV. RESEARCH FINDINGS    41
Career Path of Taiwanese Female Expatriate Managers    41
Factors Influencing Female Managers’ Career Decision to China    45
Socio-cultural Adjustment Difficulties    51
CHAPTERV. CONCLUSIONS AND RECOMMENDATIONS    61
Conclusions    61
Limitations    65
Recommendations for Future Studies    65
REFERENCES    67
APPENDIX A. CONSENT FORM FOR INTERVIEW    71
APPENDIX B. INTERVIEW GUIDE    73
APPENDIX C. INTERVIEW QUESTIONS    75
APPENDIX D. EXAMPLE OF CODING    77


LIST OF TABLES
Table 2.1. Stages and developmental tasks over the life span    11
Table 2.2. Four career concepts- key features and motives    19
Table 3.1. An overview of interviewees’ background information     38
Table 4.1. Factors affecting Taiwanese female expatriate managers’ decision
to be relocated    46
Table 4.2. Taiwanese female expatriate managers’ socio-cultural adjustment in
general life    52
Table 4.3. Taiwanese female expatriate managers’ socio-cultural adjustment at
work    54
Table 4.4. Taiwanese female expatriate managers’ socio-cultural adjustment with
people    58


LIST OF FIGURES
Figure 2.1. Six personality types in John Holland’s theory of career choice    10
Figure 2.2. A need-based socio-psychological model of career choice and
work behavior    13
Figure 2.3. A model depicting the postulated effects of traditional female
socialization on career-related self-efficacy expectations    14
Figure 2.4. The U-curve of cross-cultural adjustment    26
Figure 3.1. Research procedure    31
Figure 3.2. Research framework    32
Figure 4.1. Linear career path    41
Figure 4.2. Spiral career path    43
Figure 4.3. Transitory career path    44
                                

Accounting & Statistics of Executive Yuan (2011).Gender statistical analysis on human resources survey. Retrieved from http://www.dgbas.gov.tw/ct.asp?xItem=670&ctNode=3245
Accounting & Statistics of Executive Yuan (2011). The rising of female workforce. Retrieved from http://www.dgbas.gov.tw/ct.asp?xItem=835&ctNode=3259
Adler, N. J. (1984). Expecting international success: Female managers overseas. Columbia Journal of World Business, 19(3), 79-85.
Adler, N. J. (1993). Women managers in a global economy. HR Magazine, 38(9), 52-55.
Alder, N. J. (1994). Competitive frontiers: Women managing across borders. The Journal of Management Development, 13(2), 24-41.
Astin, H. S. (1984). The meaning of work in women's lives: A socio-psychological model career choice and work behavior. The Counseling Psychologist, 12(4), 117-126.
Bandura, A. (1977). Social learning theory. New York: General Learning Press.
Baruch, Y. (2004). Transforming careers: From linear to multidirectional career paths- Organizational and individual perspectives. Career Development International, 9(1), 58-73.
Basabe, N., Furnham, A., Paez, D., & Zlobina, A. (2006). Sociocultural adjustment of immigrants: Universal and group-specific predictors. International Journal of Intercultural Relations, 30 (2), 195-211.
Betsworth, D. G., & Hanson, J. C. (1996). The categorization of serendipitous career development events. Journal of Career Assessment, 4(1), 91–98.
Betz, N.E., & Hackett, G. (1981). A self-efficacy approach to the career development of women. Journal of Vocational Behavior, 18(3), 326-339.
Bhaskar-Shrinivas, P., Harrison, D.A., Shaffer, M.A., & Luk, D.M. (2005) Input-based and time-based models of international adjustment: Meta-analytic evidence and theoretical extensions. Academy of Management Journal, 48(2), 257–281.
Black, J.S., Mendenhall, M., & Oddou, G. (1991). Toward a comprehensive model of international adjustment: An integration of multiple theoretical perspectives. Academy of Management Review, 16(2), 291–317.
Black, J. S., & Mendenhall, M. (1991). The U-curve adjustment hypothesis revisited: A review and theoretical framework. Journal of International Business Studies, 22(2), 225-247.
Borstorff, P. C., Harris, S. G., Feild, H. S., & Giles W. F., (1997). Who'll go? A review of factors associated with employee willingness to work overseas, Human Resource Planning, 20(3), 29-41.
Brehm, S. S., Kassin, S., & Fein, S. (2005), Stereotypes, prejudice, and discrimination. In Hildebrand, L., & Greiner, B (6 Eds.), Social psychology (162). Location: Charles Hartford.
Brett, J. M., Stroh, L. K., & Reilly, A. H. (1993). Pulling up roots in the 1990’s: Who's willing to relocate? Journal of Organizational Behavior, 14, 49-60.
Bright, J.E.H., Pryor, R. G. L., & Harpham, L. (2005). The role of chance events in career decision making. Journal of Vocational Behavior, 66, 561–576.
Brousseau, K. R., Driver, M.J., Eneroth, K., & Larsson, R. (1996) Career pandemonium: Realigning organizations and individuals. Academy of management executives. 10(4), 1-19.
Brookfield Global Relocation Services. Retrieved November 2010, from http://www.brookfieldgrs.com/insights_ideas/grts/index.asp
Caligiuri P.M., & Cascio W.F. (1998). Can we send her there? Maximizing the success of western women on global assignments. Journal of World Business, 33(4), 394-416.
Carter, G. W., Cook, D. W., & Dorsey, D. (2009). Introduction. In Carter, G. W., Cook, D. W., & Dorsey, D. (Eds.), Career Paths: Charting Courses to Success for Organizations and Their Employees (pp.1-22). Location: Wiley-Blackwell.
Chang, W. L. (2007). A study of personal and organizational factors related to be the expatriation willingness (Master thesis). Retrieved from National Digital Library of Theses and Dissertations in Taiwan. [In Chinese text]
Chew, K. H., & Zhu, W.C. (2002). Factors influencing Singapore managers' career aspiration in international assignments. Career Development International, 7(2), 96-108
Farmer, H. S. (1997) Diversity and women's career development: From adolescence to adulthood. CA: Sage.
Feldman, D. C., & Thomas, D. C. (1992). Career Management Issue Facing Expatriates. Journal of International Business Studies, 23(2), 271-293.
Gutek, B.A., & Larwood, L. (1987). Introduction: Women' s careers are important and different. In B.A. Gutek & L. Larwood (Eds.), Women's career development. Newbury Park, CA: Sage Publications.
Harmon, L. (1970). Anatomy of career commitment. Journal of Counseling Psychology, 17, 77-80.
Horng, J. S., & Wang, Y. F. (2008). Realize the dream- career development of senior executives in the catering department of international tourist hotel. Journal of Hospitality and Home Economics, 5(2), 139-162.
Holland, J. (1966). A psychological classification scheme for vocations and major fields. Journal of Counseling Psychology. 13(3), 278-288.
Kim, Y.Y. (1995). Cross-cultural adaptation: An integrative theory. In Wiseman, R.L.(eds.), Intercultural communication theory, Thousand Oaks, CA: Sage Publications.
Lee, J. S., & Sun, C. (n.d.). The factors affecting expatriates’ willingness to be assigned overseas- the case of T company in Taiwan. Retrieved from http://hr.mgt.ncu.edu.tw/conferences/09th_/5-3.pdf [text in Chinese]
Lee, H. W., & Pan, H.W. (2006). The impact of career planning on the willingness to be relocated overseas in high-tech industry. Retrieved from tbi2006.atisr.org/CD/Papers/2006tbi2048.doc [in Chinese text]
Linehan, M., & Scullion, H. (2001). European female expatriate careers: critical success factors. Journal of European Industrial Training, 25(8), 392-418.
Mertens, D. M. (2005). Research methods in education and psychology (2nd Ed.). Thousand Oaks, CA: Sage.
Mavin, H. (2001). Women’s career in theory and practice: time for change? Women in Management Review, 16(4), 183 – 192.
Miles, M. B., & Huberman, M. A. (1994). Qualitative data analysis (2nd Ed.). Thousand Oaks, CA: Sage Publications.
National Bureau of Statistics of China. Retrieved August 5, 2010, from
http://www.stats.gov.cn/tjsj/ndsj/2009/indexce.htm
Patton, M. Q. (2002). Qualitative research and evaluation methods (3rd Ed.). Thousand Oaks, CA: Sage Publications.
Super, D. E. (1957). The psychology of careers. New York: Harper & Row.
Selmer, J. (2001).Adjustment of western European vs. North American expatriate managers in China. Personnel Review, 30 (1), 6-21.
Selmer, J., & Leung A.S.M. (2003b). International adjustment of female vs. Male business expatriates. International Journal of Human Resource Management, 14(7), 1117–1131.
Selmer, J., & Leung, A.S.M. (2003a). Expatriate career intentions of women on foreign assignments and their adjustment. Journal of Managerial Psychology, 18(3), 244-258.
Selmer, J. (2006). Adjustment of business expatriates in greater China: A strategic perspective. The International Journal of Human Resource Management, 17 (12), 1994-2008.
Strauss, A., & Corbin, J. (1998). Basics of qualitative research (2nd Ed.). Thousand Oaks, California: Sage Publications.
Suutari, V., & Brewster, C. (1997). The adaptation of expatriates in Europe - Evidence from Finnish companies. Personnel Review, 27(2), 89-103
The World Bank (2010). Retrieved August 9, 2010, fromhttp://siteresources.worldbank.org/DATASTATISTICS/Resources/GDP.pdf
Wan, D., Hui, T. K., & Tiang, L. (2003). Factors affecting Singaporeans' acceptance of international postings. Personnel Review, 32(6), 711-732.
Ward, C., & Kennedy, A. (1992). Locus of control, mood disturbance and social difficulty during cross-cultural transitions. International Journal of Intercultural Relations, 16, 175-194.
Zunz, S.J. (1991). Gender-related issues in the career development of social work managers. Affilia, 6(4), 39-52.

簡易檢索 / 詳目顯示

相關論文