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    The negative can be positive for cultural competence
    (Taylor & Francis, 2007-06-08) Chang, Wei-Wen
    The trend of globalization has provoked a wide discussion with regard to cultural competence. In studies regarding cultural competence, researchers have often focused on the positive aspect in order to acquire insights and implications for other practitioners. However, intercultural dynamics involve multiple individuals with diverse backgrounds, for whom these positive aspects convey only a part of their cultural competence. Whereas, in the literature, individuals' negative feelings are often treated as problems that need to be solved and cured, the purpose of this article is to elaborate on the need to include individuals' reactions and emotional feelings in research regarding cultural competence.
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    語言焦慮與就業力之關係研究：探討語言能力之調節效果
    (2014) 于祐鵬; Yu-Peng Yu
    近年來，全球經濟受到交通運輸與資訊科技之發展及全球化的影響而產生巨變，導致現今業界中的競爭漸趨加劇。在現今國際化現象下所帶動之商業模式當中，與外國客戶、同事及長官之間的交易往來、會議簡報、溝通諮詢等情況愈趨普遍。因此，職場英語能力這議題仍受到相當的關注。 然而，台灣人的母語仍非英語，與他人使用英語溝通的過程會產生語言焦慮感，其影響其個人之工作績效表現並更進一步地影響其就業力。此外，如個人有考取語言能力測驗，其分數高低將影響個人之語言焦慮感及就業力。 本研究將語言焦慮作為自變數、將就業力作為依變數，並以語言能力作為調節變數。其目的為探討語言焦慮與就業力之間的關係及語言能力的調節作用。本研究採量化方式進行，並以線上電子問卷方式發放給556名在科技業服務之台灣員工，共249份為有效問卷。本研究採用統計軟體SPSS第20版與AMOS第18版進行問卷分析。 最後，其研究結果顯示語言焦慮感與就業力之間具有負向關係，且語言能力於兩者間具有正向之調節作用。
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    兩岸車載資通訊產業研究計畫
    (資訊工業策進會, 2010-12-31) 施正屏
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    Latter Day Saints Expatriates’ Spouse Adaptation in Taiwan from an Experiential Learning and CQ Perspective
    (2016) 梅恩; Gracia Maria Velasquez Melara
    無中文摘要.
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    職場幸福感的量表驗證及其前因與後果的跨文化比較研究
    (行政院國家科學委員會, 2011-07-31) 葉俶禎
    經濟發展促進社會的進步與富裕，人類開始注意身體與心理的健康。尤其是近年 來年輕一代逐漸占據職場重要地位，他們對幸福感的追求與重視也延伸到每日生活的職 場。組織相對也需要開始了解職場幸福感對員工的重要性以及如何營造組織使其有職場 幸福感的氛圍。 本研究擬進行三項與職場幸福感相關的跨文化研究來充分了解在全球化時代職場 幸福感所需具有的時代意義。第一項研究是職場幸福感來源的跨文化效度檢測 (Workplace Happiness Inventory) 的跨文化效度檢測，以質性評量職場幸福感的各項 來源是否適用於跨文化情境，然後由量化資料收集與分析檢測職場幸福感量表的信效 度。第二項研究將在臺灣進行職場幸福感的前因與結果實證研究，以轉換式領導與內外 控性格為前因，情感性承諾為結果，來探討職場幸福感的中介效果，並測試內外控性格 是否調節轉換式領導對職場幸福感的關係。第三項研究將在英國、泰國及印尼跨文化複 製職場幸福感的前因與結果實證研究。 本研究希望達到以下成果: 瞭解1)職場幸福感所需具有的國際化時代意義；2)臺 灣、英國、泰國及印尼等國家的員工職場幸福感的組成形態；3)主管的轉換式領導風格 如何影響不同文化社會員工的職場幸福感；4)員工的內外控性格如何影響不同文化社會 員工的職場幸福感；以及5)職場幸福感如何影響員工的情感性承諾。
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    Self-Directed English Learning for Communication in Business
    (2015) Yen-Ho Huang 黃彥賀; Yen-Ho Huang
    Due to globalization, companies have started to work in a multi-cultural and multi-lingual environment, where businesses and communications operate worldwide. English, regarded as the global language, serves as the common means of communication for people from different cultural backgrounds. Companies are looking for employees who are equipped with the skills in their profession as well versed as English skills in order to keep competitive in the global market and adapt to challenges such as rapid technological changes and higher customer expectations. The designs of many language trainings at work are based on the formal and informal learning theories. The theory of self-directed learning is predominantly being focused on because the learner sets his own goals and learns at his own pace and the self-directedness of an individual is what adult education is all about. In English learning, in particular, it requires a lot of learning-by-doing methods, and learners mainly learn from experiences. This research used a qualitative approach to investigate a group of people, who were past or current Toastmasters members for learning English autonomously and who were employed in a job that required a great deal of English. The study aimed at investigating their learning process behind their success to see the implications to human resource development practitioners on how language training can be done differently. Seven dimensions were identified to fully describe the self-directed English learning process of an individual. Given their own interests and job requirements, autonomous learners engaged in a self-directed English learning process to perform learning by doing strategies, control their learning progress and evaluate their own English performance; the researcher saw impacts such as improved English skills and more employable skills were gained among these individuals.
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    Organizational Socialization of Sojourners in Cross-culture Context – A Study on Workers from Northeast Asian in the United States of America
    (2010) 高瓊姿
    This study intended to explore sojourners’ organizational socialization in a cross-cultural context, as well as to find out what kinds of feeling sojourners have about organizational socialization and examine if there is any differences between the process of cross-cultural and domestic newcomers’ organizational socialization. The following questions were proposed by this study, (1) the organizational socialization process of sojourners in the U.S.A., (2) socialization tactics took by the sojourners’ organizations, (3) sojourners’ psychological experiences during their organizational socialization process, and (4) difficulties caused by different cultures on the sojourner’s organizational socialization process. The methodologies adopted in this research were first, interview to sojourners and their coworkers; second, two-month observation in a student restaurant. The research findings showed (1) sojourners’ organizational socialization tactics, process, and challenges were found, (2) the difference existed mainly in encounter stage, (3) the difference between sojourners’ and domestic workers’ organizationsocialization was the changes to domestic workers, (4) sojourners might have different acculturation policy from expatriates.