Research on job-change reasons of affects the Taiwan expatriates in China--former employees difference of with in-service

• Main Authors: Chi-Chung Lo, 駱奇宗
• Other Authors: Tung-Hsuan Wan
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/82krdw

碩士 === 銘傳大學 === 管理學院高階經理碩士學程 === 93 === The main purpose of this research is to discuss the “Research on job-change reasons of affects the Taiwan expatriates in China --- former employees difference of with in-service” and three issues are proposed through a review of the literature, including “personal factors,” “organizational factors,” and “environmental factors.” Through a two-way comparison and anaylsis between in-service and former employees, valid job-change factors of expatriates are identified. The findings provide current working employees who wish to pursue their careers in China a recommendation in coping with the different employment environments of China. At the same time, the findings provide a pointer for Taiwanese corporations seeking investment opportunities in China a reference in recruiting appropriate Taiwanese talents in China’s capricious environment, improving their business development. Utilizing surveys for in-service and former employees in China, empirical examinations, and statistical anaylses, the major findings are as follow: 1. An increasing proportion of younger Taiwan expatriates. Along with the opening and cultural-educational changes in China, there is an increase in family members’ of Taiwan expatriates to accompany and relocate to China. Amongst Taiwan expatriates, the ratio for job-change is lower for those accompanied by their families. 2. Male employees leaving their jobs by reason of “organizational factors” prevail over female employees. However, female employees leaving due to “personal factors” and “environmental factors” surpass male employees. More employees in managerial positions leave their job because of “organizational factors” than those in non-managerial positions. 3. Through an analysis of the duration of overseas assignment, the receptiveness of Taiwan expatriates toward local Chinese superiors strengthens with their duration of stay. 4. Through an analysis of “organizational factors,” job security and support are highly valued by Taiwan expatriates, while salary increases and bonuses are no longer the major grounds for whether they accept such assignments. 5. Based on logistic analysis, there is a significant variation between job-change rationalization of in-service and former employees according to the influences of family support, compensation, and promotional opportunies. 6. China has opened its doors for more than 20 years with solid groundings of its economic foundation. The analysis of the present research identifies that Taiwan expatriates in recent years have begun to sense a lack of work proficiency. No longer do they wish to provide their efforts without improving their skills, while employees are wary in been replaced by the local workforces. Thus, the education for Taiwan expatriates prior to their assignments must be restructured according to the changes in time and environment to meet the needs of the changes in the greater environment.