本研究的目的乃在以實證分析的方法，建立歐洲企業派台經理人跨文化效能（Intercultural Effectiveness；ICE）底限資料庫（baseline deta），與調查跨文化效能的因素。所謂跨文化效能（ICE）是一種跨文化的成功或能力。Han（1997）歸結跨文化效能的因素，包括：溝通能力、處理心理壓力能力、關係建立能力、文化同理心能力、跨文化察覺的能力等五項能力。本研究引用Han（1997）所歸結的五項跨文化能力，並將其所設計的英文版問卷再修訂為本研究之問卷，以歐洲企業派台經理人為主要施測對象，將所得資料使用SPSS統計軟體之MANOVA進行實證分析。

本研究的主要結論如下：
（1）歐洲企業派台經理人為女性者，在跨文化效能的整體表現上較好（2）以英語為母語者，其跨文化效能上有較好的表現（3）曾參加有學分之課程者，其跨文化效能力上有較好的表現（4）所在組織位階為高階經理人、中階經理人者，在跨文化效能的整體表現上較好（5）已有穩定國際市場者和已進入中國市場者，其跨文化效能表現較好（6）曾參與公司舉辦課程者，其跨文化效能表現較好（7）國際經驗來源中之來自於國際會議者、來自於國際商展者和來自於外派經驗或拜訪不同子公司者，其跨文化效能能力較高（8）歐洲企業派台經理人之擁有國際同僚或朋友中之有與外國同仁工作的經驗者，其跨文化效能表現較好。

The primary objective of this study was to establish baseline data on Inter-Cultural Effectiveness（ICE）among expatriates sent by European enterprises or its branch offices in the region of Taiwan by using physical evidence analysis. ICE was the ability for expatriates to cross cultural or regional barriers.  This study used the five contributing factors that Han（1997） had concluded when structuring the survey questionnaire set for its primary survey targets – European expatriates stationing in the region of Taiwan. The collection of data was then analyzed by the statistics software MANOVA designed by SPSS. 
The results of this research were as follows:
（1）Female expatriates sent by European enterprises in the region of Taiwan had better ICE.（2）Expatriates who are native English speakers had better ICE .（3）
Expatriates who had taken credit-given training courses perform better on ICE.（4）
High ranked, or intermediate high ranked expatriate executives owned better ICE.（5）Expatriates from companies that had well-established and stable market and connections in Mainland China generally had better ICE.（6）Expatriates who had taken on-the job training which were held by the company had better ICE.（7）If the sources or origins of international experiences the expatriates had were mainly from international meetings, international commercial fairs, or previous expatriate experience at other countries, the expatriates had better ICE when they were based in the region Taiwan. （8）Expatriate executives or managers sent by European enterprises in the region of Taiwan had friends or other expatriate colleagues in Taiwan did better with the ICE.

中文摘要…………………………………………I
英文摘要 ………………………………………II
謝  誌 ..……………………………… …….IV
目  錄	...............................V
表目錄	.............................VII
圖目錄	............................XIII
第一章	緒論	......................1
第一節	研究背景與動機	.............1
第二節	研究目的	......................5
第三節	研究流程	......................6
第四節	章節架構	......................8
第二章	文獻探討	......................9
第一節	歐洲地區國際化之影響與台灣貿易關係..	9
第二節	文化與文化差異	............21
第三節    跨文化適應與衝擊	............35
第四節    跨文化效能	............39

第三章	研究方法	.....................55
第一節	研究架構	.....................55
第二節	研究假設	.....................56
第三節	研究對象	.....................59
第四節	研究設計	.....................59
第五節	資料分析方法	............61
第六節	研究限制	.....................62
第四章	實證分析	.....................63
第一節	問卷回收及樣本結構描述	...63
第二節	個人人口變項與跨文化效能分析	79
第三節	情境變項與跨文化效能分析	.........87
第四節	研究發現	...........................108
第五章	結論與建議	..................113
第一節	研究結論	...........................113
第二節	研究建議	...........................115
參考文獻	....................................118


 
表目錄
表2- 1  歐洲經濟暨貨幣同盟歷史沿革………………..11
表2- 1  歐洲經濟暨貨幣同盟歷史沿革（續）…………12
表2- 2  2004年歐盟25國進口及出口統計………………16
表2- 3  2004年歐盟25國進口統計………………………17
表2- 4  2004年歐盟25國出口統計…………….……….18
表2- 5  文化之分類與學者論點………………………..22
表2- 5  文化之分類與學者論點（續）…….……..   23
表2- 6  文化的具體表徵………………………………..25
表2- 7  權力距離高低之特性比較……………………..27
表2- 8  個人主義對集體主義的特性…………………..28
表2- 9  男性化及女性化之比較………………………..29
表2- 10  高低不確定性規避的比較……………….……29
表2- 10  高低不確定性規避的比較（續）…………….30
表2- 11  短期導向與長期導向之特性差異………….…30
表2- 12  組織文化定義之彙整表……………………….32
表2- 12  組織文化定義之彙整表（續）……………….33
表2- 12  組織文化定義之彙整表（續）……………….34
表2- 13  各學者對適應之定義………………………….41
表2- 14  二十四種衡量個人跨文化效能之能力項目指標..43
表2- 14  二十四種衡量個人跨文化效能之能力項目指標（續）44
表2- 15  跨文化效能之因素分析…………………………45


表4- 1 問卷回收狀況	……………………………………….............64
表4- 2 歐洲企業派台經理人樣本分怖狀況	……..64
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）………….65
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………66
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………67
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………68
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………69
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………70
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………71
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………72
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………73
表4- 2 歐洲企業派台經理人樣本分怖狀況（續）	………74
表4- 3 樣本合併候之分佈狀況	…………………………....77
表4- 3 樣本合併候之分佈狀況（續）	……….…………78
表4- 4 歐洲企業派台經理人之人口變項與其跨文化效能之MANOVN  
分析	….........................................79
表4- 4 歐洲企業派台經理人之人口變項與其跨文化效能之MANOVN分析（續）	………………………………………………….....80
表4- 5 歐洲企業台經理人之性別與其跨文化效能之ANOVA分析	…………….................................81
表4- 6 歐洲企業派台經理人之學術主修背景與其跨文化效能之ANOVA分析	………………………………………………………82
表4- 7 歐洲企業派台經理人之語言能力中之以英語為母語者與其跨文化效能之ANOVA分析…………………………………….....83
表4- 8 歐洲企業派台經理人之語言能力中之以英語為第二種語言者與其跨文化效能之ANOVA析………………………………………84
表4- 9 歐洲企業派台經理人之進修狀況中之有學分之課程與其跨文化效能之ANOVA分析	………………………………………………………..85
表4- 10 歐洲企業派台經理人之進修狀況中之有學位課程與其跨文化效能之ANOVA分析	…………………………………………….86
表4- 11 歐洲企業派台經理人之情境變項予其跨文化效能之MANOVN分析	………………………………………………………..87
表4- 11 歐洲企業派台經理人之情境變項予其跨文化效能之MANOVN分析（續）	………………………………………………………..88
表4- 11 歐洲企業派台經理人之情境變項予其跨文化效能之MANOVN分析（續）	………………………………………………………..89
表4- 11 歐洲企業派台經理人之情境變項予其跨文化效能之MANOVN分析（續）	………………………………………………………..90
表4- 11 歐洲企業派台經理人之情境變項予其跨文化效能之MANOVN分析（續）	………………………………………………………..91
表4- 12 歐洲企業派台經理人之公司規模與其跨文化效能之ANOVA分析	…..........................................92
表4- 13 歐洲企業派台經理人之產業別與其跨文化效能之ANOVA分析	……………………………………..………........93
表4- 14 歐洲企業派台經理人之所在組織位階與其跨文化效能之ANOVA分析	……………………………......…………………..94
表4- 15 歐洲企業派台經理人之國際化程度中之已有穩定國際市場與其跨文化效能之ANOVA分析……………………………………95
表4- 16 歐洲企業派台經理人之國際化程度中之已進入中國市場與其跨文化效能之ANOVA分析………………………………………96
表4- 17 歐洲企業派台經理人之跨文化訓練課程中之曾參與公司舉辦課程與其跨文化效能之ANOVA分析……………………………97
表4- 18 歐洲企業派台經理人之跨文化訓練課程中之不曾參與任何課程與其跨文化效能之ANOVA分析………………………………98
表4- 19 歐洲企業派台經理人之國際經驗來源中之來自於國際會議與其跨文化效能之ANOVA分析……………………………………100
表4- 20 歐洲企業派台經理人之國際經驗來源中之來自於國際商展與其跨文化效能之ANOVA分析	…………………………………………………………101
表4- 21 歐洲企業派台經理人之國際經驗來源中之來自於外派經驗或拜訪不同子公司與其跨文化效能之ANOVA分析………………102
表4- 22 歐洲企業派台經理人之國際經驗來源中之私人旅遊與其跨文化效能之ANOVA分析……………………………………......103

表4- 23 歐洲企業派台經理人之未來職涯期望中之多國企業在歐洲子公司與其跨文化效能之ANOVA分析………………………....104
表4- 24 歐洲企業派台經理人之未來職涯期望中之多國企業在日本子公司與其跨文化效能之ANOVA分析…………………………….105
表4- 25 歐洲企業派台經理人之未來職涯期望中之留在原組織與其跨文化效能之ANOVA分析……………………………….........106
表4- 26 歐洲企業派台經理人之其它文化經驗中之在台工作前曾住過台灣與其跨文化效能之ANOVA分析…………………….......107
表4- 27 歐洲企業派台經理人之擁有國際同僚或朋友中之有與外國同仁工作的經驗與其跨文化效能之ANOVA分析…………….... 108

 
圖目錄
圖1- 1研究流程圖	7

圖3-1研究架構	58

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