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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67550

    Title: 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
    Authors: 林佩樺;LIN,PEI-HWA
    Contributors: 高階主管企管碩士班
    Keywords: 生活型態;工作投入;工作與家庭衝突;調適策略;life-style;job involvement;work-family conflict;coping strategy
    Date: 2015-05-21
    Issue Date: 2015-07-30 21:33:59 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 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。
    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。
    ;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.
    Appears in Collections:[高階主管企管(EMBA)碩士班] 博碩士論文

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