The organizational commitment and the preferred ways of working in different cultural value for the international company.
Date Issued
2004
Date
2004
Author(s)
Pon, Chang-Yu
DOI
zh-TW
Abstract
THESIS ABSTRACT
This thesis research results presented provide us with some evidence about the differences on cultural values and the preferred ways of working in different cultural contexts. The degrees of employees’ satisfaction and organizational commitment are also found to differ considerably. One’s sensitivity and awareness of these differences are believed to be an important competitiveness factor for leading companies to excel in the international stage.
This thesis survey respondents are target for one Taiwan based international company staff at Taiwan & Europe region (Brief as Company T.) Company T’s staff are generally quite acceptant of large power differentials between them and their superiors. Company T. managers are, therefore, expected to make important decisions in the company and provide clear directives, while consulting their subordinates whenever possible.
Concerning the way work is organized, significant discrepancies between the preferences of employees and their perceived realities on the degree of formalization and centralization were detected.
As a result, the levels of respondents' satisfaction on these items were only modest. We suggest that Company T provide clearer job descriptions and better-defined rules for employees’ daily communication in terms of fulfilling their daily work. Company T can also create a more open atmosphere and well-designed information system to facilitate free information circulation and communication inside the company.
Although in this report is only target at one Taiwan based international company, it is not possible to suggest methodologically solid explications on the relationships between preference-reality fit and satisfaction/commitment. The findings do furnish insightful information on the cultural values, the preferences and perceived reality of work, the satisfaction as well as commitment of International company employees of different geographical regions.
Based on these results, managers may formulate concrete human resources strategies or solutions to improve the functioning of the organization in the future.
Subjects
組織承諾
員工滿意
正式化與集權化
個人主義與集體主義
權力距離
power distance
Organizational Commitment
Individualism-Collectivism
Formalization and Centralization ,Employee Satisfaction
Culture Difference
Type
other