近年來由於我國人口成長率明顯趨緩，高等教育學生人數逐年成長，因而延緩了年輕人進入市場的時間點。年輕一代的職業觀念比較青睞服務性質的工作，製造業生產線基層勞工不足的現象趨於明顯，導致國內製造發展面臨勞力短缺問題。隨著經濟不斷成長，愈來愈多企業會聘請外籍勞工來填埔短缺的勞工並降低人事成本，因此外籍勞工的工作投入程度也變的越來越重要。本研究探討雇主與外籍勞工之間的互動關係，冀望幫助外籍勞工的雇主在管理外勞時，能夠更深入瞭解外勞的需求與感受，以作為調整或制定有效管理制度時的參考。
本論文以個案分析為研究方法，分析結果包括（1）雇主在薪資福利上應盡量讓外勞依照自己的意願調整加班時數，同時必須注意是否給予外勞合理的加班費；當企業營運達到目標績效或品質要求時，應提供適切的績效獎金。（2）雇主在飲食與住宿上可考慮提供免費或低價的三餐，宿舍地點選擇在工作場所附近及生活機能佳的地方，以提升外勞的居住品質及安全。（3）雇主生活輔導上可以設立意見箱，定期或不定期與勞工進行溝通，以解決勞工在台期間因不適應而產生的心理挫折感。

In recent years, Taiwan’s population growth has been slowed down significantly and an increasing number of young people prefers getting higher education, both of which have contributed to the late entry of the younger generation into labor markets. When young people graduate from colleges, their personal values toward career choices have changed as they tend to favor the career path in the service industry. Manufacturing industry thus faces a shortage of labor in production lines, which has become more and more serious, resulting in an overall shortage of labor for the development of domestic manufacturing capacities. As the economy grows, more and more companies are hiring foreign workers to fill the labor shortage and reduce labor costs. Thus, issues of foreign labors’ commitment toward domestic employers have become increasingly important. Thus, this study aims to explore the interaction between employers and foreign workers. It is hoped that this study could help employers better understand the needs and satisfaction of foreign workers, which would also provide implications regarding the management of foreign workers. Foreign labor employers could initiate management adjustments accordingly and develop a more effective operation system.
The methodology of this thesis is a case study. Results of the case analysis include (1) Employers should allow foreign workers to adjust overtimes hours by themselves and must pay attention to whether or not a reasonable overtime pay is given to foreign workers; furthermore, when foreign workers’ performance reaches the pre-determined target, a bonus should be provided. (2) Employers could provide free or low-cost meals to foreign workers; the dormitory should be located near the workplace with good amenities to ensure foreign workers’ living quality and safety. (3) Employers should set up suggestion boxes and communicate with foreign workers on a regular or ad-hoc basis in order to resolve their psychological frustration caused by the discomforts during their stay in Taiwan.

目錄
中文摘要	I
英文摘要	II
目錄	IV
圖目錄	V
表目錄	VI
第一章 緒論	1
1.1. 研究背景	1
1.2. 研究動機	2
1.3. 研究問題與目的	4
第二章 文獻探討	6
2.1. 外勞在台灣	6
2.2. 外勞與跨文化適應	8
2.3. 外勞與生活適應	10
2.4. 外勞的薪資福利	13
第三章 研究方法	15
3.1. 研究工具	15
3.2. 訪談個案介紹	15
3.3. 資料收集	19
第四章 資料分析	24
4.1. 公司經營	24
4.2. 外勞的生活適應	25
4.3. 外勞的心理輔導	27
4.4. 外勞的工作獎勵	28
第五章 結論與建議	29
5.1. 結論	29
5.2. 研究限制	30
參考文獻	32
中文部分	32
英文部分	33






圖目錄
圖2-1跨文化適應之U型曲線…………………………………………………9
 

表目錄

表1-1至2020年2月外籍勞工在台人…………………………………3
表4-1 勞工薪資內容（以基本薪資月薪21,009元為例)……………………………25
表4-2 不同國家外勞的特性…………………………………………………26

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