資料載入中.....
|
請使用永久網址來引用或連結此文件:
https://nccur.lib.nccu.edu.tw/handle/140.119/38765
|
題名: | 外籍專業人士在台工作及其相關權益之探討--以外籍英語教師為例 White-Collar Foreign Workers in Taiwan: A Preliminary Research |
作者: | 賴加華 Lai, Nancy |
貢獻者: | 成之約 賴加華 Lai, Nancy |
關鍵詞: | 外籍專業人士 外籍英語教師 工作狀況 工作適應 foreign professionals foreign English teachers work situation work adaption |
日期: | 2007 |
上傳時間: | 2010-04-09 17:11:25 (UTC+8) |
摘要: | 本研究欲探討外籍專業人士來台工作的三個階段(來台前、來台工作期間與 未來規劃),藉以瞭解外籍專業人士選擇來台工作的管道,在台期間工作狀況與 生活適應情形,未來的職涯規劃,以及勞雇雙方對我國相關規定的評價和看法, 以瞭解台印間的交流情形與狀況。 在方法上,本研究自2007 年3 月25 日起至2007 年4 月22 日止,為期約一 個月,總共9 位對象進行訪談,包括7 位外籍教師和2 位本國籍雇主。而本研究 主要發現為: 一、 來台前: (一) 促使外籍人才向外流動的推力多為個人因素決定,而非原生國存在就業困 難。 (二) 網際網路的連結與社會網絡的關係,成為外籍專業人士獲得台灣工作機會 資訊,以及在台期間解決日常生活問題的重要因素。 (三) 本國籍雇主在招募外籍專業人士的過程中會因為地理因素而產生風險。 (四) 勞委會實施單一窗口制度之後,申請與引進外國專技人員過程所花費的時 間與交易成本仍有改進空間。 二、在台期間: (一) 生活上 1.受訪的外籍教師表示在台灣的生活很安全,適應情形良好。 2.英語溝通與國際化生活環境的確會成為外籍教師在台工作的困擾。 (二) 工作上 1. 受訪的外籍教師對於自身在台工作權益的瞭解有限。 2. 國內聘用外籍教師的制度較為被動,無充足誘因吸引海外人才來台。 3. 整體而言,引進外籍教師須先顧及本籍英語教師資格任用制度,且聘用 外師也需要一通盤原則,對提升我國英語環境才有正面效益。 4. 目前台灣的學術研究環境因為資源分配和地區發展不均,造成城鄉英語 環境落差較大,外師應盡速引進至資源缺乏的地區。 三、未來規劃: 1. 獲得豐富的國外工作經驗對於受訪的外籍英語教師將來回原生國的生 活與工作相當有幫助。 2. 台灣人熱情且友善的態度讓人留下好印象,可能成為外籍英語教師回 流台灣工作服務的因素之一。 最後,本研究建議政府應該注重各相關部會的整合,以及繼續改善我國國際 化環境,加強外籍專業人士與我國勞動市場的供需媒合機制,促使我國與各歐美 國家的連結更為密切,有助於國家經濟和國際形象的發展。 This research wants to probe into the three phases (before, during, and after) of foreign professionals working in Taiwan, so as to understand the working communication in Taiwan that foreign professionals use, their working situation and living adaptation during in Taiwan, their career plans in the future, and the opinions of employees and employers on related regulations. This research uses the method of having interviews with the foreign English teachers and native employers. From March 2007 to April 2007, 7 foreign English teachers and 2 native employers were conducted. The main findings of this research are as below: I. Before coming to Taiwan: 1. Explore life experience is the reason that most foreign English teachers want to find a job out of original country. 2. The connection of internet and relation of social network become the most important factors for foreign professional skills about acquiring the information of work opportunity, and solving the daily lives problems in Taiwan. 3. Because of distance, it causes risk factors through Taiwanese employers recruit foreign English teachers. 4. There still have the spaces to improve the transaction cost spent in foreign professionals importing and applying procedure after CLA implementing the “Single Window” program. II. Staying in Taiwan: 1. In Living: a. In general, foreign English teachers in these interviews are satisfied with the living environment in Taiwan. b.Disappointedly, there is a blemish which is the English condition in Taiwan not good enough, and there are no bilingual instruction in many public places facilities, documents, and products. 2. In Work: a. There are limitation for foreign English teachers to know about their own work rights and interests in Taiwan. b. The NSC system in attracting foreign professionals tends to be passive, there is not enough attractiveness. c. In general, we should consider native English teachers’ work rights and then introduces the foreign teacher. There is a great positive benefit to our development in promote English ability. d. There are some problems existing in the environment of scholarly research in Taiwan recently which are the unbalance of the resources distribution and disproportion of region development. III. Future plan: 1. Acquiring the foreign work experience is very important for these foreign English teachers living and works in original country finally. 2. Taiwanese friendship and enthusiasm may become one of the factors that make foreign English teachers come again. To sum up, this research suggests that we government should emphasize more on the integration of related departments to indeed implement “Single Window” system, keep on improving our international condition, and strengthen the work connection between the West and Taiwan, all of the above will help promoting Taiwanese economic development and international image. |
參考文獻: | 1. 丁文琪,2001,外籍教師之英語教學現況調查研究—以高雄市國民中學英語 教學為例,高雄師範大學學校教育系碩士論文。 2. 王振寰,1999,『全球化、在地化與學習型區域:理論反省與重建』,台灣社 會研究季刊第34 期,頁69-111。 3. 成之約,2001,『勞動環境發展與就業安全政策規劃』,收錄於「新經濟世界 的勞動政策」,台北市厚生基金會,頁155-174。 4. 成之約,2003,勞動政策與勞工行政,空中大學出版。 5. 呂建德,2001,『從福利國家到競爭式國家?全球化與福利國家的危機』。台 灣社會學,2:263-313。 6. 李誠主編,2003,誰偷走了我們的工作—1996 年以來的失業問題,天下遠 見。 7. 汪浩譯,Ulrich Beck著,2004,風險社會—通往另一個現代的路上,巨流出 版社。 8. 夏曉娟,2005,『新移民運動的形成—差異政治、主體化與社會性運動』,論 文發表於「第二屆跨界流離國際學術研討會:公民身分、認同與反抗」,台 北,12 月9 日。 9. 康亞佩,2000,台灣地區外籍勞工適應問題因素分析及其甄選之意義,東吳 大學企業管理系碩士論文,頁38-41。 10. 莊明芳,2005,在台外籍幫傭海外適應與工作投入的關係之研究,大葉大學 國際企業管理學系在職專班碩士論文。 11. 張佩雯,2000,外籍家庭幫傭管理之研究,國立政治大學勞工研究所碩士論 文。 12. 張秋蘭,2004,『外國專業人員在台僱用與管理機制之探討』,就業安全半年 刊2004 年12 月,職業訓練局,頁103-111。 13. 陳琇玲(譯),2001,Peter F. Drucker 原著,《杜拉克精選:個人篇》, 台北市:天下遠見出版,第一版。 14. 陳廣明,2003,跨文化訓練實施對台商外派大陸人員於工作適應上之影響, 大葉大學國際企業管理學系碩士論文。 15. 黃梓松,2004,社會福利機構外籍監護工工作適應之研究,國立中正大學社 會福利研究所碩士論文。 16. 曾嬿芬,2004,『引進外籍勞工的國族政治』,台灣社會學刊第32 期,頁1-58。 17. 焦興鎧,2004,『從國際勞動基準論歐洲聯盟對外籍勞工人權之保障』,歐美 研究第三十四卷第一期,頁95-141。 18. 楊明仁、施春華、鄭夙芬、何啟恭、陳順勝,1999,『在台外籍勞工適應困 擾探討』,中華心理衛生學刊,第十二卷(1999),第一期,頁94、95。 19. 楊明仁、李昱、施春華、何啟功,2000,『在臺外籍勞工之心理健康與適應 困擾臺灣精神醫學」,14:1,頁22-30。 20. 蔡靜宜,2002,從英語外籍教師文化優勢現象看台灣英語教育--以文化全球化面向探討之,南華大學社會學研究所碩士論文。 21. 鄭伯壎,1995,『家長權威與領導行為之關係----一個台灣民營企業主持人的 個案研究』;中央研究院民族研究所集刊第79 期119-173 頁春季刊。 22. 鄭逸航、廖少茹,本土英語教師於英語教學職場聘任問題之探討,英語教育 電子月刊http://ejee.ncu.edu.tw/showarticles.asp?CO_no=776 23. 謝國雄,1997,純勞動:台灣勞動體制諸論,中研院社研所籌備處。 24. 謝臥龍等,1997,台灣外籍勞工工作滿意度與生活適應性之探討,中華公共 衛生雜誌16:4,頁339-351。 25. 簡郁芳,2004,『誰的福爾摩莎?試探在台外籍英語教師的勞動體制』,論文 發表於「跨界流離:全球化時代移民/工與社會文化變遷學術研討會」,主辦: 世新大學社會發展研究所,台北,6 月18 日。 26. 魏伶霓,2007,『台灣「印-ing」起來:印度籍博士後研究員來台生活與工作 情形初探』,中正大學勞工研究所碩士論文。 27. 藍佩嘉,2005,『階層化的他者:家務移工的招募、訓練與種族化』,台灣社 會學刊,第34 期,頁1-57。 28. 藍科正、張秋蘭、呂建德、朱柔若、林佳慧,2005,《建立引進外國專業人 員之管理機制》,行政院勞委會職訓局委託研究報告,台北:行政院勞委會 職業訓練局委託研究報告。 29. 龔尤倩,2002,『外勞政策的利益結構與翻轉的行政實驗初探----以台北市的 外勞行政、文化實踐為例』,台灣社會研究季刊第48 期。 30. 齊思賢譯,Thurow, Lester C.著,2000,知識經濟時代,臺北市:時報文化。 31. 唐宗清譯,哈利斯著,1994,教師與階級--馬克思主義分析,桂冠圖書。 32. Aycan, Z.(1997) Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors. International Journal of Human Resource Management, 8(4): 454-456. 33. B. Singh Bolaria and Rosemary von Elling Bolaria. 1997. Immigrants, Migrants and Labour Market Opportunities. International Labor Migration. Oxford New York. 34. Barro, R., & SalaIMartin, X. (1995). Economic Growth, NY: McGrawHill. 35. Bhagwati, J., & Hamada, K. (1973). The Brain Drain, International Integration of Markets for Professionals and Unemployment: A Theoretical Analysis, Journal of Development Economics, l(1), 1942. 36. Boyd, M. (1989) “Family and personal networks in international migration: Recent developments and new agendas,” International Migration Review, 23(3), 638-670. 37. Black, J.S. (1988) Work role transitions: a study of American expatriate managers in Japan. Journal of International Business Studies, 19: 277-294. 38. Black, J.S. (1990)The relationship of personnel characteristics with the adjustment of Japanese expatriate managers. Management International Review, 30: 119-134. 39. Black, J.S. & Stephens, G.K. (1989)The influence of the spouse on Americanexpatriate adjustment and intent to stay in Pacific Rim overseas assignments. Journal of Management, 15: 529-544. 40. Caligiuri, P.M. (2000)Selecting expatriates for personality characteristics: a moderating effect of personality on the relationship between host national contact and cross-cultural adjustment. Management International Review, 40(1):61-80. 41. Cholewinski, Ryszard I. (1997) Migrant workers in international human rights law : their protection in countries of employment. New York : Oxford University Press 42. David O’Connor and Maria Rosa Lunati (1999)“Economic Opening and the Demand for Skills in Developing Countries:A Review of Theory and Evidence ", OECD Technical Papers No.149. 43. Dawis, R.V., & Lofquist, L.H. (1984). A psychological theory of work adjustment. Minneapolis: Univ. of Minnesota. 44. F. Docquier and H. Rapoport, 2004, Skilled migration: the perspective of developing contries, www.soton.ac.uk/~fxmp/hillel.pdf. 45. Harris, Richard G. (1996) “Evidence and Debate on Economic Integration and Economic Growth”. In The Implications of Knowledge-Based Growth for Micro-Economic Policies. Edited by Perter Howitt, Calgary: University of Calgary Press, 1996, pp. 119-55. 46. ----------- (2003) “Costing the Brain Drain: New Perspectives on Labour Mobility”. In Brains on the Move. Edited by R. Harris, S. Easton and N. Schmitt, Toronto: CD Howe Institute, Forthcoming. 47. ----------- (2002) “Productivity and North American Labour Market Integration: New Analytical Perspectives”. In Social and Labour Market Aspects of North American Linkages Workshop, Industry Canada and Human Resource Development, Montreal, 20-22, November 2002, Forthcoming. 48. ------------(2004b) “Labour Mobility and Global Competition for Skills: Dilemmas and Options”, Paper prepared for Industry Canada Roundtable on “International Mobility of Skilled Labour”, February 27, 2004. 49. Harris, Richard and Nicolas Schmitt (2003) “The Consequences of Increased Labour Mobility within an Integrating North America”. In North American Linkages: Opportunities and Challenges for Canada. Edited by R. Harris, pp. 313-352. 50. Hershenson, D.B. (1981). Work adjustment, disability, and the three R’s of vocational rehability: a conceptual model. Rehabilitation Counseling Bulletin, 25(2), 91-97. 51. Hershenson, D.B. (1996). A systems reformulation of a developmental model ofwork adjustment. Rehabilitation Counseling Bulletin, 40(1), 2-10. 52. Kajanapan W.1992. White-Collar Foreign Workers in Taiwan. Asian and Pacific Migration Journal 1.3-4, p563-583. 53. Lee, E.S. 1966. “A Theory of Migration.” Demography, 3:47-57. 54. Lucas, Robert E. Jr. (1988) “On the Mechanics of Economics Development”. Journal of Monetary Economics, 22: 3-42. 55. Michael Hasenau.1991. ILO Standards on Migrant Workers: The Fundamentals of the UN Convention and Their Genesis. International migration review. Vol. 25. No. 4. 1991, P687-697. 56. Morley, M.J. & Flynn, M. (2003)The relationship between work-role characteristics and intercultural transitional adjustment domain patterns among a sample of US and Canadian expatriates on assignment in Ireland. Cross Cultural Management, 10(3): 42-57. 57. OECD(1996), The knowledge-Based Economy, Paris. 58. Phillipson, R. (1992). Linguistic imperialism. Oxford: Oxford University Press. 59. Rebecca Elmhirst and Ratna Saptari. (2004.) Labour in Southeast Asia: local processes in a globalised world. London; New York. 60. Stalker, P. 1994. Work of Strangers: A Survey of International Labor Migration. Geneva: International Labor Organization. 61. Sassen,S. 1997. New employment regimes in cities: the impact on immigrant workers, in: New Community, Vol.22, No.4: 579-594. 62. Sassen,S. 1988. The Mobility of Labor and Capital: A Study in International. Investment and Labor Flow. London: Cambridge University Press. 63. Selya, R.M. 1992. “Illegal Migration in Taiwan: a Preliminary Overview.” International Migration Review, 26(3):787-805. 64. United Nations.1991. International convention on the protection of the rights of all migrant workers and members of their families. International migration review. Vol.25. No. 4. P873-919. 65. Vertovec, Steven (2002) “Transnational Networks and Skilled Labour Migration,” Migration conference in Ladenburger Diskurs, 14-15 February 2002. |
描述: | 碩士 國立政治大學 勞工研究所 93262010 96 |
資料來源: | http://thesis.lib.nccu.edu.tw/record/#G0093262010 |
資料類型: | thesis |
顯示於類別: | [勞工研究所] 學位論文
|
文件中的檔案:
檔案 |
描述 |
大小 | 格式 | 瀏覽次數 |
26201003.pdf | | 21879Kb | Adobe PDF2 | 4146 | 檢視/開啟 | 26201002.pdf | | 502Kb | Adobe PDF2 | 838 | 檢視/開啟 | 26201001.pdf | | 108Kb | Adobe PDF2 | 719 | 檢視/開啟 |
|
在政大典藏中所有的資料項目都受到原著作權保護.
|