| Summary: | 碩士 === 國立臺灣師範大學 === 國際人力教育與發展研究所 === 96 === In this globalized world, it is usual for workers to be employed overseas. Labor market no longer refers to domestic manpower; it represents the whole global labor market instead. This indicates people from different culture must work together, and the issue of cross-cultural communications is becoming one of the key issues in management. However, cross-cultural communications in Taiwan has not been paid much of attention.
Because of the increase number of migrant workers, this study investigates the relationships between HR practices and affective commitment of migrant workers through cross-cultural communication effectiveness. The results show that:
1. The relationships among HR practices (training, performance appraisal, rewards, and benefit), ECCC and affective commitment are all positive.
2. Only ECCC and one of the HR practices – training could explain the variance in affective commitment of migrant workers, while performance appraisal, rewards and benefit have no significant influence. Besides, both training and ECCC influence affective commitment significantly. This implies that the better migrant workers’ perception of training and ECCC in the organization, the higher their affective commitment.
3. ECCC will moderate the relationship between training and affective commitment. The negative effect of ECCC on affective commitment shows training can compensate the deficiency of communications.
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