The Related of Overseas Between Organization Commitment and Job Willingness for Foreign Labor in Taiwan

• Main Authors: SHEN, MEI-FANG, 申梅芳
• Other Authors: JOE, SHENG-WUU
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/2nvc6v

碩士 === 萬能科技大學 === 經營管理研究所 === 105 === From the late 1970s, Taiwan's economic had quickly developed to cause ashortage of large number of domestic workers. In October 1989, the Executive Yuanapproved a special measure to allow foreigners to be legally employed in the FourteenKey Construction Project, began importing foreign workers. As the result, there was arapid increasing in the number of foreign workers in Taiwan. However, as a result of foreign workers in different countries and cultures to adapt to the adverse overseas for work performance and life problems with a big impact, such as foreignworkers left without the original owner's consent, they ran away. Although runaway,they didn’t disappear. so companies in the management must understand the characteristics and behavior of foreign workers within the organization, and to analyze the cultural background and business environment in which cultural differences within the organization or, the target foreign workers and business needs of the target tissue binding for consistency, thus improving the efficiency of foreign workers in order to increase the organization's competitive advantage. According to statistics, the Vietnamese labor of foreign workers in Taiwan ranked second, with a rising trend. Accordingly, the main purpose of this study to explore the work of overseas Vietnamese workers adapt in Taiwan, overseas adaptation on job performance. For this study, the membership of labor in Taiwan issued 400 questionnaires, which 388 copies of valid questionnaires, using statistical software Spss18.0 as statistics, through descriptive statistics, independent sample t test, the number of single-factor variance and regression analysis and other statistical methods After obtaining the main conclusions are as follows: (1) overseas adaptation, there are significant differences in job performance. (2) organizational commitment and adaptation have significant influence overseas. (3) have a significant influence organizational commitment and job performance. Finally; the discussions and recommendations of this study of human agency, the factors of how the selection of Vietnamese workers to adapt to a reference and training of Vietnamese labor conditions; secondly, on how companies should give Vietnamese workers have good training environment and development targets to get the two sides to win .