由於國際化、全球化的浪潮襲擊，不僅是台灣的企業更甚是全球的國際企業都需要加以重新調整其步伐及策略。隨著中國大陸2001年加入世界貿易組織(WTO)後，全球國際企業為了在中國大陸廣大市場中佔有一席之地，最大限度地利用和發揮中國籍經理人的才能，幾乎成為所有在中國大陸的國際企業的重要戰略的一環。而中國大陸的大陸籍經理人在因應全球化趨勢時，是否已具備足了跨文化的成功能力以協助全球國際企業在中國大陸成功地開創出投資天堂?

本研究為初探性研究，欲探討影響中國大陸台商企業大陸籍經理人跨文化效能(ICE)的因素。所謂的跨文化效能是指一種跨越文化的成功或能力，包含有溝通能力、處理心理壓力的能力、建立關係的能力、文化同理心的能力及跨文化察覺的能力等五項能力(Han，1997)。

研究變數資料的取得是透過郵寄電子問卷的寄發方式取得。研究對象為中國大陸台商企業大陸籍經理人，回收的有效問卷總共為121份。透過多變量(MANOVA)與單變量(ANOVA)方法進行實證分析。本研究實證分析結論如下：

一、中國大陸台商企業大陸籍經理人的「年齡」、「進修狀況」、「企業的規模」、「組織位階」、「企業國際化程度」、「跨文化訓練課程經驗」、「外派工作經驗」、「在國外的工作時間」、「外派所擔任之職務角色」和「擁有外國居留經驗」與其跨文化效能呈現顯著差異。

二、中國大陸台商企業大陸籍經理人最差的為「建立關係的能力」，而以「文化同理心」表現最佳，但總體來說中國大陸台商企業大陸籍經理人其跨文化效能尚有提升空間。

本研究的貢獻如下所述：首先，建立了在中國大陸台商企業下大陸籍經理人的底限資料庫，可做為台商遴選及訓練中國大陸經理人的時參考依據。再者，本研究裡對於尚未被證實過的變數加以分析得到本研究結果，可供後續研究者作為文獻依據及研究方向。

With flourishing tide of the internationalization and globalization, not only the Taiwanese enterprises but also global enterprises all need to adjust their steps and strategies.After China’s acceding to WTO, most effectively taking the advantage of  the ability of Chinese managers is the most important policy to get the market in China. Do Chinese managers get ready for the tide and can they help the enterprises succeed in China market?

This was an exploratory study designed to discuss the factors affecting the ICE(Intercultural Effectiveness)of Chinese managers working in Taiwanese corporations in China.The so-called "ICE" was a kind of intercultural success or competency, including communication competency, dealing with psychological stress competency, relationship building competency, cultural empathy competence and cross cultural awareness competence(Han, 1997).

Data were collected from mailing questionnaires.The respondents were Chinese managers working in Taiwanese corporations in China.There were 121 valid questionnaires gathered and input into analysis.Through MANOVA and ANOVA analysis, the results showed that:(1)the age, the experiences of business refreshingcourses, the scale of corporations, the positions, the degree of internationalization of corporations, cross-crutural courses experiences, exopatriating experiences, the working time spent abroad, the expatriating assigment and experience of living abroad were significant with their Intercultural Effectiveness.(2)the Chinese managers working in Taiwanes corporaions got the highest scores in cultural empathy competence and got lowest scores in relationship building competency.Generally speaking, the Chinese managers working in Taiwanes corporaions will still have to improve the competence of ICE in the future.

The main contributions of this research can be stated as followings:
    Firstly, build the data base of mangers working in Taiwanese corporations in China .And the Taiwanese corporations in China can select the fit Chinese managers according the results of this research. Secondly, some of the variables which were not affirmed were examined tentatively among this research. Therefore, academics and practitioners can have better knowledge about the antecedents and consequences of ICE of the Chinese managers working in Taiwanese corporations in China.

目錄

目錄.....................................................................................................I
圖目錄.................................................................................................II
表目錄................................................................................................III
第一章  緒論..........................................................................................1
第一節  研究背景與動機..........................................................................1
第二節  研究目的....................................................................................7
第三節  研究流程....................................................................................8
第四節  章節架構..................................................................................10
第五節  研究範圍與研究限制..................................................................11
第二章  文獻探討..................................................................................12
第一節  跨文化概念...............................................................................12
第二節  跨文化效能...............................................................................20
第三章  研究方法..................................................................................25
第一節  研究架構..................................................................................25
第二節  研究假設..................................................................................27
第三節  研究變數之定義........................................................................28
第四節  問卷設計..................................................................................30
第五節  抽樣方法..................................................................................33
第六節  資料分析方法............................................................................33
第四章  實證分析..................................................................................38
第一節  問卷回收、樣本人口統計變項與情境變項資料分析........................38
第二節  人口統計變項對跨文效能的假設驗證...........................................48
第三節  情境變項對跨文效能的假設驗證..................................................55
第四節  研究假設實證結果整理...............................................................71
第五章  結論與建議...............................................................................74
第一節  研究結論..................................................................................74
第二節  研究建議..................................................................................77
第三節  研究限制..................................................................................78
參考文獻............................................................................................80




圖目錄

圖 1-1 研究流程.....................................................................................9
圖 2-1 涵化態度的模型..........................................................................23
圖 3-1 研究架構....................................................................................26




表目錄

表 2-1文化具體的定義表........................................................................13
表 2-2部分西方國家與亞洲國家在四個文化維度上的分數...........................16
表 3-1本研究評估準則要素表..................................................................29
表 3-2本研究變項與問卷內容..................................................................30
表 3-3跨文化效能之信度檢定表...............................................................35
表 4-1問卷回收狀況分析表.....................................................................38
表 4-2性別分配表..................................................................................39
表 4-3年齡分配表..................................................................................39
表 4-4教育水準分配表...........................................................................40
表 4-5學術主修分配表...........................................................................40
表 4-6語言能力分配表...........................................................................41
表 4-7進修狀況分配表...........................................................................41
表 4-8企業規模分配表...........................................................................42
表 4-9組織位階分配表...........................................................................43
表 4-10企業國際化程度分配表................................................................43
表 4-11參與跨文化訓練課經驗分配表......................................................44
表 4-12企業產業類別分配表...................................................................44
表 4-13外派工作經驗分配表...................................................................45
表 4-14過去在國外的工作時間分配表.......................................................45
表 4-15外派所擔任之職務角色分配表.......................................................46
表 4-16國際經驗來源分配表....................................................................46
表 4-17外國居留經驗分配表....................................................................47
表 4-18擁有外國同僚或外國朋友經驗分配表.............................................47
表 4-19未來職涯期望分配表....................................................................48
表 4-20中國大陸台商企業大陸經理人之人口統計變項與其跨文化效
能之MANOVA分表.................................................................................48
表 4-21大陸籍經理人的不同「性別」對跨文化效能之ANOVA分析表
   ............................................................................................................50
表 4-22大陸籍經理人的不同「年齡」對跨文化效能之ANOVA分析表
   .............................................................................................................51
表 4-23大陸籍經理人的不同「教育水準」對跨文化效能之ANOVA分析
   表..........................................................................................................52
表 4-24大陸籍經理人的不同「學術主修」對跨文化效能之ANOVA分析
   表..........................................................................................................53
表 4-25大陸籍經理人的不同「語言能力」對跨文化效能之ANOVA分析
   表..........................................................................................................54
表 4-26大陸籍經理人的不同「進修狀況」對跨文化效能之ANOVA分析
   表..........................................................................................................55
表 4-27中國大陸台商企業大陸經理人之情境統計變項與其跨文化效
   能之MANOVA分析總表............................................................................56
表 4-28大陸籍經理人的不同「企業規模」對跨文化效能之ANOVA分析
   表...........................................................................................................60
表 4-29大陸籍經理人的不同「組織位階」對跨文化效能之ANOVA分析
   表...........................................................................................................61
表 4-30大陸籍經理人的不同「企業國際化程度」對跨文化效能之
   ANOVA分析表.........................................................................................62
表 4-31大陸籍經理人的不同「參與跨文化訓練課程經驗」對跨文化
   效能之ANOVA分析表................................................................................63
表 4-32大陸籍經理人的不同「企業的產業類別」對跨文化效能之
   ANOVA分析表..........................................................................................64
表 4-33大陸籍經理人的不同「外派經驗」對跨文化效能之ANOVA分析
   表............................................................................................................65
表 4-34大陸籍經理人的不同「過去在國外工作時間」對跨文化效能
   之ANOVA分析表.......................................................................................66
表 4-35大陸籍經理人的不同「外派所擔任之職務角色」對跨文化效
   能之ANOVA分析表....................................................................................67
表 4-36大陸籍經理人的不同「國際經驗來源」對跨文化效能之ANOVA
   分析表......................................................................................................68
表 4-37大陸籍經理人的不同「外國居留經驗」對跨文化效能之ANOVA
   分析表......................................................................................................69
表 4-38大陸籍經理人的不同「擁有外國同僚或外國朋友」對跨文化
   效能之ANOVA分析表.............................................................................................................70
表 4-39大陸籍經理人的不同「未來職涯期望」對跨文化效能之ANOVA
   分析表.......................................................................................................71
表 4-40本研究假說驗證結果整理..............................................................................................................72

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