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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 堯里昂 | zh_TW |
| dc.contributor.advisor | Leon van Jaarsveldt | en |
| dc.contributor.author | 李巧瓏 | zh_TW |
| dc.contributor.author | Natasha Casey Chiang Li | en |
| dc.date.accessioned | 2023-08-09T16:41:29Z | - |
| dc.date.available | 2023-11-09 | - |
| dc.date.copyright | 2023-08-09 | - |
| dc.date.issued | 2023 | - |
| dc.date.submitted | 2023-07-27 | - |
| dc.identifier.citation | 1. Alvarez, J. B. C., & Alvarez, P. M. (1972). The Filipino Family-Owned Business: A Matriarchal Model. Philippine Studies, 20(4), 547–561. https://www.jstor.org/stable/42634839
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Intergenerational succession mode and selection mechanism of female successors in Chinese family businesses. International Journal of Research in Business and Social Science 11(5): 76-87. doi:https://doi.org/10.20525/ijrbs.v11i5.1876 11. Cherry, K. (2022). How Does Self-Determination Theory Explain Motivation? Verywell Mind. Retrieved June 5, 2023, from https://www.verywellmind.com/what-is-self-determination-theory-2795387 12. Cherry, K. (2022). Understanding the Trait Theory of Leadership: Can Certain Traits Predict Your Leadership Success? Verywell Mind. Retrieved June 5, 2023, from https://www.verywellmind.com/what-is-the-trait-theory-of-leadership-2795322 13. Credit Suisse Research Institute. (2017, September). The Credit Suisse Family 1000.Retrieved November 27, 2022, from https://www.credit-suisse.com/media/assets/corporate/docs/about-us/research/publications/the-cs-family-1000.pdf 14. Cruz, E.. (2019, November 13). Confucianism in family business succession. Philstar.com. 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Forbes. https://www.forbes.com/sites/forbesasia/2012/02/29/the-skys-the-limit-for-teresita-sy-coson/?sh=61612a957378 37. World Values Survey Association. WVS Database. (n.d.). Retrieved November 28, 2022, from https://www.worldvaluessurvey.org/wvs.jsp | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/88354 | - |
| dc.description.abstract | None | zh_TW |
| dc.description.abstract | The gender participation gap for women holding managerial positions around the world remains. This research explores the gender differences and challenges of Chinese Filipinos, specifically women working for their family businesses in the Philippines. It also identifies the motivational factors behind women’s involvement in the family business. An online survey questionnaire sent to Chinese Filipinos with family businesses in the Philippines, aged 20 years old and above, was conducted for data gathering while quantitative methods were applied for data analysis. Results show that family plays an important role in training, preparation, expectations, and the current situation of Chinese Filipinos with family businesses. As seen in the lower decision-making authorities and fewer succession opportunities of Chinese Filipino women in the family business, they are less expected to be leaders in the family firms. In addition, 34.38 % of women discontinued working in the family business after marriage. A woman’s willingness, certain personalities, family expectations, and level of support and authority to speak are important factors behind her motivation to lead or work in the family business. Findings reveal the minor roles that Chinese Filipino women have in the family business and their less willingness to lead than men. Their motivations for working or leading in the family firms lie in the interaction of family expectations, intrinsic and extrinsic factors. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2023-08-09T16:41:29Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2023-08-09T16:41:29Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | Acknowledgment i
Abstract ii Table of Contents iii List of Tables and Figures v 1. Introduction 1 1.1 Background 2 1.2 Research Problem and Objectives 3 1.3 Research Methodology 4 1.4 Importance and Significance of Study 4 1.5 Structure of Thesis 6 2. Literature Review 8 2.1 Chinese and Filipino Values 8 2.2 Women’s Role in Business 9 2.3 Journey, Determinants, and Challenges 10 3. Method 12 3.1. Participants 12 3.2 Data Collection Method 15 3.3 Data Analysis Method 17 4. Results 26 4.1 Gender Differences (Process, Family Life, Career, and Succession Planning) 26 4.2 Analysis of Chinese Filipino Women’s Family Business Involvement 36 5. Discussion 42 5.1 Process 42 5.2 Challenges 43 5.3 Determinants of Willingness 49 6. Limitations 55 7. Conclusion 56 References 58 Appendix 1: Survey Questionnaire 64 Appendix 2: Additional Survey Results 74 | - |
| dc.language.iso | en | - |
| dc.subject | None | zh_TW |
| dc.subject | Chinese Filipinos | en |
| dc.subject | Gender Differences | en |
| dc.subject | Family Business | en |
| dc.subject | Motivation | en |
| dc.subject | Challenges | en |
| dc.title | 菲律賓華僑女性從事家族事業之歷程 、因素與挑戰 | zh_TW |
| dc.title | Chinese Filipino Women in Family Business: Process, Determinants, and Challenges | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 111-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 許文馨;林嘉薇 | zh_TW |
| dc.contributor.oralexamcommittee | Wen-Hsin Hsu;Chia-Wei Lin | en |
| dc.subject.keyword | None, | zh_TW |
| dc.subject.keyword | Chinese Filipinos,Family Business,Gender Differences,Motivation,Challenges, | en |
| dc.relation.page | 76 | - |
| dc.identifier.doi | 10.6342/NTU202302078 | - |
| dc.rights.note | 同意授權(限校園內公開) | - |
| dc.date.accepted | 2023-07-28 | - |
| dc.contributor.author-college | 管理學院 | - |
| dc.contributor.author-dept | 企業管理碩士專班 | - |
| 顯示於系所單位： | 管理學院企業管理專班(Global MBA) | |
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