以生活型態、工作與家庭衝突探討台灣女性經理人之調適策略-以大陸職場為例

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林佩樺(PEI-HWA LIN) 查詢紙本館藏

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高階主管企管碩士班

論文名稱

以生活型態、工作與家庭衝突探討台灣女性經理人之調適策略-以大陸職場為例

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摘要(中)

20多年前，許多台商看準大陸勞力薪資低廉，土地成本，社會成本等優勢，尋找商機而大舉西進，早期台商以中小型傳統製造業為主；近年來，中國大陸市場蓬勃發展，經濟水準大幅提升，從製造業擴展到服務業，橫跨了更多的產業領域，對於知識工作者和中高階經理人的需求增加，而優渥的薪資待遇也吸引中高階人才長駐中國大陸市場發展事業。本研究旨在探討台灣女性經理人在離鄉背井到中國大陸工作之餘，面對異鄉的生活型態，因工作與家庭給個體角色帶來壓力衝突的同時，所應用之調適策略為何。
本研究對象設定為目前在中國大陸就業的五位台灣中高階女性經理人。藉由訪談方式深入探討台灣女性在中國大陸的生活型態，在職場上全力的工作投入，如何調適工作與家庭間的衝突，並從訪談內容中歸納台灣女性經理人之調適策略。本研究之發現如下：
1. 女性因在傳統的認知上，被視為家庭的照顧者，即使在選擇投入工作職場後，仍會因需面對家庭、工作與孩子成長階段的教育問題，感受到壓力。
2. 在中國大陸職場的台灣女性經理人工作時間的比重相當高，在定義上歸類為新傳統女性，屬內在事業動機，此類型女性認為在職場上可感受到工作帶來的個人成就感及價值感的提升。
3. 女性經理人在面臨到工作與家庭衝突時，善於利用溝通方式來減緩衝突，而在大部分衝突的處理上，台灣女性經理人大多考量以家庭和諧為目的，從自身心態上的調整和尋求方法滿足所有需求來調適衝突的產生。
因此本研究針對在中國大陸的台灣女性經理人提出以下建議：女性經理人應邁向新女性的時代，對自己的關懷及照顧多一些，保持心情愉悅狀態，且適當的尋找釋放壓力的出口，讓工作、家庭、及個人生活部分獲得均衡，享受人生，才能為工作狀態及家庭生活帶來更正面的力量。

摘要(英)

20 years ago, Taiwanese company found out the potential of business in China and was aware that China market had the advantage of lower cost of social, land and labor. Many of Taiwanese company moved to China and most of them are traditional manufacturing industry. In recent years, China market was expanded and economic increased. The business model extended to service industry and also many kinds of different business area. Which cause the demand of knowledge workers and executive managers are raised. Some of the executive managers will resident in China because of the munificent wage. The goal of this research is to investigate and explore the Taiwanese female managers who leave their hometown to work in China. They live abroad which has different life-style and facing the pressure of the work-family conflict. What kinds of coping strategic did they use.
The objects of this research are five Taiwanese executive female managers who are working in China. In-depth interview method is used for investigating and analyzing the life-style of Taiwanese female in China, the job involvement in their career and the coping strategic of work-family conflict. The findings are as follows:
1. In traditional customs, the position of female was the family caregiver. Even though they were having the job, they should also take care of the family, child at the same time. Female managers bore lots of pressure of family responsibility, job involvement, children minding and child education problem.
2. The working time was extremely much of the Taiwanese female managers who are working in China. They can get the sense of personal achievement and raise up their valuable from the work. They belong to Neotraditional and have the intrinsic job motivation.
3. The Taiwanese female managers are good to use communication skill while facing the work-family conflict. Moreover, they want the atmosphere in the family was harmonious. In most of time, they adjust their psychology by themselves and find out the solution to satisfy all the demand to cope with conflict which keep the family

Therefore this research gives the following advises to the Taiwanese female managers in China: The female managers should looking forward to the modern women in new century. They care more about themselves and always keep in cheerful frame of mind. They find out the suitable way to release the pressure and keep the balance from the family, job and personal life. Enjoying the life can bring more positive power for the family and job.

關鍵字(中)

★ 生活型態
★ 工作投入
★ 工作與家庭衝突
★ 調適策略

關鍵字(英)

★ life-style
★ job involvement
★ work-family conflict
★ coping strategy

論文目次

第一章緒論 ………………………………………………………………………… 1
第一節研究背景與動機 ………………………………………………………… 1
第二節研究目的 ………………………………………………………………… 4
第三節研究流程 ………………………………………………………………… 5
第二章文獻探討 …………………………………………………………………… 6
第一節女性經理人 ……………………………………………………………… 6
第二節生活型態 ………………………………………………………………… 10
第三節工作與家庭 ……………………………………………………………… 12
第四節調適 ……………………………………………………………………… 21
第三章研究方法 …………………………………………………………………… 24
第一節研究架構 ………………………………………………………………… 24
第二節研究方法 ………………………………………………………………… 25
第三節研究對象 ………………………………………………………………… 27
第四章個案分析 …………………………………………………………………… 28
第一節個案背景描述 …………………………………………………………… 28
第二節在中國大陸生活/家庭/工作安排 ……………………………………… 31
第三節工作與家庭衝突 ………………………………………………………… 39
第四節衝突調適 ………………………………………………………………… 43
第五章結論與建議 ………………………………………………………………… 46
第一節結論 ……………………………………………………………………… 46
第二節建議 ……………………………………………………………………… 51
第三節研究限制 ………………………………………………………………… 52

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指導教授

李小梅(Shau-Mei Li)

審核日期

2015-5-21

推文