English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113656/144643 (79%)
Visitors : 51719646      Online Users : 612
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/98877


    Title: 以西方觀點探討台灣人才管理
    Talent Management in Taiwan from a Western Perspective
    Authors: 李佳蓁
    Lee, Chia Chen
    Contributors: 何富年
    Ho, Foo Nin
    李佳蓁
    Lee, Chia Chen
    Keywords: 台灣
    西方
    儒家
    資本主義
    人才管理
    Taiwan
    West
    Confucianism
    Capitalism
    Talent Management
    Date: 2016
    Issue Date: 2016-07-11 17:29:19 (UTC+8)
    Abstract: Talent management comprises an organization’s efforts to attract, select, develop and retain high-potential employees, as well as the identification of key positions in multinational companies (Stahl et al., 2012). Taiwanese talent management differs greatly compared to western practice based on the sociocultural difference between countries (Varma & Budhwar, 2013). Many dissimilarities in the HR practices between Taiwanese and western firms can be led back to the significant alteration of individualist and collectivist perspectives and characteristics. However, many talent management differences in Taiwan as opposed to Western countries can also be connected to Confucianism and to influences of Taiwanese culture – which is unique due to Taiwan’s democratic laissez-faire market economy mixed with a pinch of Chinese characteristics. For Western companies seeking FDI in Taiwan or planning to set up a subsidy it is crucial to form a deep understanding of these differences which is essential to the firm’s hiring success.
    This study focuses on exploring the differences between Taiwanese and Western Talent Management approaches and draws on deeper psychological research (MBTI) to analyze cultural and psychosomatic dissimilarities with regards to behavior.
    Reference:  Adler, Nancy J, (1987), Pacific basin managers: A gaijin, not a woman. Human Resource Management. 26 (2), Summer, 169-192.
     AHK-Taiwan. (2015). From http://www.taiwan.ahk.de/country-info/did-you-know/, retrieved 23.02.2016
     Ashamalla, M. H. (1998). International human resource management practices: The challenge of expatriation. Competitiveness Review, 8(2), 54-65.
     Aon Hewitt. (2014). Country Profile Taiwan. http://www.aon.com/attachments/human-capital-consulting/Sample-Country-Profile_Taiwan.pdf. Retrieved 2016-04-12.
     AW (2012). Asian and Western Management Styles, Innovative Culture and Professionals’ Skills. http://140.116.240.46/ISAD/files/R48951135-a.pdf. Retrieved 2016-03-14.
     Benson, G. S., & Pattie, M. (2008). Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes. The International Journal of Human Resource Management, 19(9), 1636-1653.
     Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: dimensions of attractiveness in employer branding. International journal of advertising, 24(2), 151-172.
     Björkman, I., & Lu, Y. (1999). The management of human resources in Chinese–Western joint ventures. Journal of World Business, 34, 306–324.
     Brewster, C. (2004). European perspectives on human resource management. Human Resource Management Review, 14(4), 365-382.
     Caligiuri, Paula; Phillips, Jean; Lazarova, Mila; Tarique, Ibraiz & Burgi, Peter. (2001). The theory of met expectations applied to expatriate adjustment: The role of cross-cultural training. International Journal of Human Resources Management, 12, 357-372.
     Caligiuri, Paula; Lazarova, Mila; Tarique, Ibraiz. (2005). Training, learning, and development in multinational organizations. In Hugh Scullion & Margaret Linehan (Eds.), International human resources management: A critical text (pp. 71-90). New York: Palgrave Macmillan.
     Chan, C. Y., Tai, V. W., Li, K. A., & Jelic, R. (2012). Do market participants favor employee stock option schemes? Evidence from Taiwan. Emerging Markets Finance and Trade, 48(sup1), 110-132.
     Cheers.com.tw. (2015). From http://topic.cheers.com.tw/issue/2015/jobs/home/
    best.aspx, retrieved 19.02.2016
     Chen, H. M., & Chang, C. C. (2016). Contingent Expatriate Training Strategies with Examples of Taiwan MNEs. Journal of Human Resource and Sustainability Studies, 4(01), 1.
     Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117.
     Chin, Ann-ping (2007). The authentic Confucius: A life of thought and politics. New York: Scribner
     Chiotis-Leskowich, I. (2009). The family as a developmental issue in expatriate assignments. Development and Learning in Organizations. An International Journal, 23(6), 4-7.
     CNA. (2015). More young Taiwanese seek employment overseas. From http://www.channelnewsasia.com/news/business/more-young-taiwanese-seek/1899216.html, retrieved 23.02.2016
     Collins, J. (2005). Level 5 leadership: the triumph of humility and fierce resolve.
     Copper, J.F. (1999) Taiwan: Nation-State or Province.`. 3rd edn. Boulder, CO: Westview, `Country reports on human rights practices for 1999: Taiwan" (2000) Women`s International Network (WIN News). 26(2): 29: http:// www.softlineweb,com/softline web/bind
     De Bary, William Theodore; Lufrano, Richard John, eds. (2001). Sources of Chinese Tradition: From 1600 Through the Twentieth Century. Introduction to Asian civilizations 2 (2 ed.). Columbia University Press. p. 342. Retrieved 2016-04-07.
     Destatis. (2015). Ausländische Bevölkerung https://www.destatis.de/DE/Publikationen/
    Thematisch/Bevoelkerung/MigrationIntegration/AuslaendBevoelkerung.html.
    Retrieved 2016-09-03.
     Dickson, M. W., Den Hartog, D. N., & Mitchelson, J. K. (2003). Research on leadership in a cross-cultural context: Making progress, and raising new questions. The leadership quarterly, 14(6), 729-768.
     Dube, A., Freeman, E., & Reich, M. (2010). Employee replacement costs. Institute for Research on Labor and Employment.
     Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice. Journal of Brand Management, 20(5), 355-373.
     Fernández-Aráoz C (1999) ‘Hiring without Firing’, Harvard Business Review. http://hbr.org/1999/07/hiring-without-firing/ar/1. Retrieved 2016-03-15.
     Ferraro, G.P. (2002) The Cultural Dimension Of International Business. 4th edn. New Jersey: Pearson Education
     Forbes. (2014). The Mysterious Popularity Of The Meaningless Myers-Briggs (MBTI). http://www.forbes.com/sites/toddessig/2014/09/29/the-mysterious-popularity-of-the-meaningless-myers-briggs-mbti/#390438e150ad. Retrieved 2016-17-03.
     Ghorpade, J. (2000). Managing five paradoxes of 360-degree feedback. The Academy of Management Executive, 14(1), 140-150.
     Ghosheh, N. (2013). Working conditions laws report 2012: A global review. International Labour Organization. Retrieved 2016-04-26.
     Guang, S. (1956). Zizhi tongjian. History as a mirror. (Edition published by Beijing: Guji Chubanshe, 1956).
     Hall, Edward, T. (1976). Beyond Culture. New York: Anchor Books, 222, 13.
     Hofstede, G. (1984). Culture`s consequences: International differences in work-related values (Vol. 5). Sage.
     Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online readings in psychology and culture, 2(1), 8.
     Hoogervorst, J., van der Flier, H., & Koopman, P. (2004). Implicit communication in organisations: The impact of culture, structure and management practices on employee behaviour. Journal of Managerial Psychology, 19(3), 288-311.
     HRWale. (2015). Myers-Briggs Type Indicator (MBTI). http://www.hrwale.com/
    general-hr/myers-briggs-type-indicator-mbti-2/. Retrieved 2016-28-04.
     Hsung, R. M. & Chow, E. N. L. (2001) Institutions and networks constructing gender inequality in manufacturing: the case of Taiwan’s export processing and industrial zones, in: A. Y. So, Nan Lin & D. Poston (Eds) The Chinese Triangle of Mainland China, Taiwan and Hong Kong, pp. 133–150 (Westport, CT: Greenwood Press).
     International Institute for Management Development. (2015). IMD World Talent Report 2015
     Ip, P. K. (2009). Is Confucianism Good for Business Ethics in China? Journal of Business Ethics, 88(3), 463-476.
     Javidan, M., & Carl, D. E. (2005). Leadership across cultures: A study of Canadian and Taiwanese executives. MIR: Management International Review, 23-44.
     Kühlmann, T., & Hutchings, K. (2010). Expatriate assignments vs localization of management in China: Staffing choices of Australian and German companies. Career Development International, 15(1), 20-38.
     Laibson, D. (1997). Golden Eggs and Hyperbolic Discounting. Quarterly Journal of Economics, 112(2), 443-478.
     Lee, H. W. (2007). Factors that influence expatriate failure: an interview study. International Journal of. Management, 24(3), 403-413
     Liang, M. (2010). Confucianism and the East Asian Miracle. American Economic Journal: Macroeconomics, 2(3), 206-234.
     Linkedin. (2015). 2015年 台灣人才招募趨勢 (Taiwan Talent Trends Report 2015).
     Linkedin. (2015). Taiwan Talent Trends Report by Linkedin. https://business.linkedin.com/talent-solutions/resources/recruiting-tips/tw-zh-talent-trends-2015?u=0. Retrieved 2016-03-15.
     Liu, E. M., Meng, J., & Wang, J. T. Y. (2014). Confucianism and preferences: Evidence from lab experiments in Taiwan and China. Journal of Economic Behavior & Organization, 104, 106-122.
     Low KCP (2011). ‘Confucius, the Value of Benevolence and What’s In It For Humanity?’. Conflict Resolution & Negotiation Journal, Volume 2011, Issue 1, pp. 32 – 43.
     Lu, X. (2004). Rhetoric of the Chinese Cultural Revolution: The Impact on Chinese Thought, Culture, and Communication. Univ of South Carolina Press.
     Manager Today. (2015). 事不關己VS.設身處地. http://www.managertoday.com.tw/
    articles/view/50858. Retrieved 2016-04-07.
     Mayrhofer, W., & Brewster, C. (1996). In praise of ethnocentricity: Expatriate policies in European multinationals. The International Executive, 38(6), 749-778.
     Mendenhall, M., Punnett, B.J., & Ricks, D. (1995). Global Management. Cambridge: Blackwell.
     Michael Page. (2015). Employee Intentions Report Taiwan 2015.
     Ministry of Labor Taiwan. (2016). Labor Standards Act. http://laws.mol.gov.tw/
    Eng/FLAW/FLAWDAT0201.asp. Retrieved 2016-04-12.
     Ministry of Labor Taiwan. (2016). Minimum Wage. http://www.mol.gov.tw/cgi-bin/
    Message/MM_msg_control?mode=viewnews&ts=521daa91:5652. Retrieved 2016-04-12.
     Myers, I. B., & McCaulley, M. H. (1988). Myers-Briggs type indicator: MBTI. Consulting Psychologists Press.
     National Immigration Agency (NIA), Ministry of the Interior. (2016). Foreign Residents-by Nationality. Retrieved 2016-05-03.
     NERIS. (2016). TAIWAN PERSONALITY PROFILE. https://www.16personalities.com/country-profiles/taiwan. Retrieved 2016-04-09.
     Oddou, G. R. (1991). Managing your expatriates: What the successful firms do. People and Strategy, 14(4), 301.
     Pérez, J. B., & Pla-Barber, J. (2005). When are international managers a cost effective solution? The rationale of transaction cost economics applied to staffing decisions in MNCs. Journal of Business Research, 58(10), 1320-1329.
     Phillips, L., Fox, M.A.,“Compensation strategy in transnational corporations”, Management Decision, Vol. 41 No. 5/6, pp. 465-476, 2003.
     Quenk, N. L., & Hammer, A. L. (1998). MBTI manual: A guide to the development and use of the Myers-Briggs Type Indicator (Vol. 3). Palo Alto, CA: Consulting Psychologists Press.
     Rafaeli, A. (1999). Pre-employment screening and applicants` attitudes toward an employment opportunity. The Journal of social psychology, 139(6), 700-712.
     Rowley, C., Benson, J., & Warner, M. (2004). Towards an Asian model of human resource management? A comparative analysis of China, Japan and South Korea. The International Journal of Human Resource Management, 15(4-5), 917-933.
     Silverthorne, Colin. "The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan." Leadership & Organization Development Journal 25.7 (2004): 592-599.
     Soothill, W. E. (1910). The analects of Confucius.
     Sparrow, P., & Wu, P. C. (1998). Does national culture really matter? Predicting HRM preferences of Taiwanese employees. Employee Relations, 20(1), 26-56.
     Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
     Taiwanese Ministry of Finance. (2016). Payroll Taxes. http://www.mof.gov.tw/. Retrieved 2016-04-14.
     Taiwanese Ministry of Finance. (2016). Tax Treaties. http://www.dot.gov.tw/en/
    home.jsp?serno=200912160009&mserno=200912160006&menudata=EnMenu&contlink=content/treaty.jsp. Retrieved 2016-04-14.
     Tang, M. T. (1992). A survey of women managers in Taiwan: perceptions and perspectives. Asia Pacific Journal of Management, 9(1), 95-105.
     TSMC. (2016). Career Path. http://www.tsmc.com/english/careers/career_path.htm. Retrieved 2016-15-03.
     Van Oudenhoven, J. P., Mol, S., & Van der Zee, K. I. (2003). Study of the adjustment of Western expatriates in Taiwan ROC with the Multicultural Personality Questionnaire. Asian Journal of Social Psychology, 6(2), 159-170.
     Varma, A., & Budhwar, P. S. (2013). Managing human resources in Asia-Pacific (Vol. 20). Routledge.
     Von Thun, F. S. (2013). Miteinander reden 1: Störungen und Klärungen. Allgemeine Psychologie der Kommunikation. Rowohlt Verlag GmbH.
     Walk, M., Schinnenburg, H., & Handy, F. (2013). What do talents want? Work expectations in India, China, and Germany. Zeitschrift für Personalforschung/German Journal of Research in Human Resource Management, 251-278.
     Welch, D. E., & Welch, L. S. (2008). The importance of language in international knowledge transfer. Management International Review, 48(3), 339-360.
     Wu, W. Y., Lin, C. & Lee, L. Y. (2000) Personal characters, decision-making patterns and leadership styles of female managers; a comparative study of American, Taiwanese and Japanese female managers. Cross Cultural Management, 7(1), pp. 8–32.
     Yang, B. (2012). Confucianism, socialism, and capitalism: A comparison of cultural ideologies and implied managerial philosophies and practices in the PR China. Human Resource Management Review, 22(3), 165-178.
     Yi-zhi, Y. I. N. (2006). Realistic Significance of" De" in" De Cai Jian Bei"(Having Both Ability and Moral Integrity). Sichuan University of Arts and Science Journal, 4, 007.
     Zhang, Y. B., Lin, M. C., Nonaka, A., & Beom, K. (2005). Harmony, hierarchy and conservatism: A cross-cultural comparison of Confucian values in China, Korea, Japan, and Taiwan. Communication Research Reports, 22(2), 107-115.
    Description: 碩士
    國立政治大學
    國際經營管理英語碩士學位學程(IMBA)
    103933025
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0103933025
    Data Type: thesis
    Appears in Collections:[國際經營管理英語碩士學程IMBA] 學位論文

    Files in This Item:

    There are no files associated with this item.



    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback