The Effects of the Personal Characteristics, Cross-Cultural Adaptation and Work Satisfaction of Foreign Workers in Taiwan on their Organizational Commitment and Employee’s Performance
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Date
2017
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Abstract
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Although it is true to say that globalization is a quite new phenomenon, sending workers to fulfil mission overseas is not. Nowadays, multinational firms have understood that managing human resource around the world gives them great competitive advantages (Caligiuri, 2001). In the last decades, a lack of manpower emerged in Taiwan following the lack of foreign manpower. The continuously increasing education level is an example of factor that has encouraged Taiwanese government to open its borders. Indeed, the Council of Labor Affairs (CLA) took the decision to open up Taiwan’s job market to foreign workers from October 1989. Often used as coordinator or to transfer knowledge to subsidiary, these foreign workers have key roles. Their usage can vary from filling important positions in subsidiary, developing the organization by expending its network, and providing managers the international experience they required to foster their commitment to the organization. This study sought to understand the relationship between the cross-cultural adaptation, foreign worker characteristics and work satisfaction of foreign workers in Taiwan and their organizational commitment and performance. It comprises foreign workers of different nationality and various industry, without focusing on any of them. This research was conducted through quantitative approach. A survey questionnaire was administered, and data were collected from a population of 210 foreign employees from numerous organizations, all located in Taiwan. The results indicated that commitment of foreign workers is positively influenced by their work satisfaction, cross-cultural adaptation and their personal characteristics. Variables such as their language proficiency and compensation have the strongest influence over their commitment. On the contrary, foreign worker normative commitment is not as much impact by these variables.
Although it is true to say that globalization is a quite new phenomenon, sending workers to fulfil mission overseas is not. Nowadays, multinational firms have understood that managing human resource around the world gives them great competitive advantages (Caligiuri, 2001). In the last decades, a lack of manpower emerged in Taiwan following the lack of foreign manpower. The continuously increasing education level is an example of factor that has encouraged Taiwanese government to open its borders. Indeed, the Council of Labor Affairs (CLA) took the decision to open up Taiwan’s job market to foreign workers from October 1989. Often used as coordinator or to transfer knowledge to subsidiary, these foreign workers have key roles. Their usage can vary from filling important positions in subsidiary, developing the organization by expending its network, and providing managers the international experience they required to foster their commitment to the organization. This study sought to understand the relationship between the cross-cultural adaptation, foreign worker characteristics and work satisfaction of foreign workers in Taiwan and their organizational commitment and performance. It comprises foreign workers of different nationality and various industry, without focusing on any of them. This research was conducted through quantitative approach. A survey questionnaire was administered, and data were collected from a population of 210 foreign employees from numerous organizations, all located in Taiwan. The results indicated that commitment of foreign workers is positively influenced by their work satisfaction, cross-cultural adaptation and their personal characteristics. Variables such as their language proficiency and compensation have the strongest influence over their commitment. On the contrary, foreign worker normative commitment is not as much impact by these variables.
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stress, work satisfaction, organizational commitment, employee’s performance, cross-cultural adaptation, stress, work satisfaction, organizational commitment, employee’s performance, cross-cultural adaptation