台灣與泰國之組織及Y世代間工作價值觀不同之探討

楊有德

doi:10.6341/fcu.M0361266

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台灣與泰國之組織及Y世代間工作價值觀不同之探討

The Different of Work Values between Organization and Generation Y in Taiwan and Thailand

楊有德 , Masters　　Advisor：傅旭昇博士　　

英文 DOI： 10.6341/fcu.M0361266

工作價值觀； Y世代；公司組織；權力距離；個人主義；男性化；不確定性避免；長期導向；放任與約束； Work value ； Generation Y ； Organization ； Power Distance ； Individualism ； Masculinity ； Uncertainly Avoidance ； Pragmatic ； Indulgence

Abstract │ Reference (32) │ Altmetrics

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Now, it is getting common that more than five generations work in same workspace and project environment. Cross generation management is the trend in the future. So, to understand the difference of work value among generation is essential for effective communication.
This quantitative research initiative and goals to determine the difference in work value of Generation Y who will take the important role of organization due to the retirement of Baby Boomer and Generation X. The research area will cover the samples from Taiwan and Thailand in order to find the similarity and difference to apply with bilateral organization management in workspace. The findings of the research can be a reference to management. The organization and employee can apply the findings of this study for communicate in work place to be more effective. This research study will focus on Generation Y and Organization work value by applying Hofstede’s six dimensions category; Power Distance (PDI), Individualism (IDV), Masculinity (MAS), Uncertainly Avoidance (UAI) , Pragmatic (PRA) and Indulgence (IND). There are 440 respondents from the target group in Taiwan and Thailand in this research.
In this research, independent T-Test was used to test research hypothesis. T-test was used to test the mean difference between two groups at the same time (Generation Y in Taiwan and Thailand, Organization in Taiwan and Thailand). It determined if there are any significant differences between mean of hypothesis.The research finding was shown that Hofsted’s work value are significant affect to the expectation of the different between Generation Y in Taiwan and Thailand, and Organization in Taiwan and Thailand. For the Generation Y in Taiwan and Thailand, Power Distance 0.00, Masculinity 0.01, Uncertainty Avoidance 0.04, and Indulgence 0.00 are significant affects to the expectation of the different between Generation Y in Taiwan and Thailand. For the Organization in Taiwan and Thailand, Individualism 0.013 and Masculinity 0.001 do significant affects to the expectation of the different between Organization in Taiwan and Thailand.

Reference ( 32 ) 〈TOP〉

Achilles, C., and Crump, H. (1978). Why Cant They be Like We Were?. Educational Leadership. 35(7), 509-512.
連結：
Bower, C. (1994). The Importance of Generational Literacy. In Association Management , 46, 10-15.
連結：
Field, A. (2005). Discovering Statistic Using SPSS (2nd edition). London : Saga.
連結：
Karp, H., and Dirias, D. (2001). In Generational Conflict: A New Paradigm For teams of the 21st Century, Gestalt Review, 5, 71-87.
連結：
Kealey, D. J. (1990). Cross-cultural Effectiveness: A study of Canadian Technical Advisors Overseas. Hull, Quebec: Canadian International Development Agency.
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