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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 堯里昂(Leon van Jaarsveldt) | |
| dc.contributor.author | Lorenzo Ramos | en |
| dc.date.accessioned | 2023-03-19T23:38:13Z | - |
| dc.date.copyright | 2022-09-16 | |
| dc.date.issued | 2022 | |
| dc.date.submitted | 2022-09-07 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/86129 | - |
| dc.description.abstract | none | zh_TW |
| dc.description.abstract | Taiwan is currently facing major talent shortages in different industries. Despite aggressive efforts from the government and companies to recruit and entice the participation of professional workers, the issue remains to be a growing problem. Taiwan is now looking to the 'global talent' pool to address this growing concern (Tseng, 2020). Despite several advantages such as high educational attainment, excellent proficiency in English, the availability of workers, and cultural compatibility with the Taiwanese, the market for Filipino professionals remains untapped and has resulted in a large disparity of Overseas Filipino Workers (OFWs) being hired for white-collar positions in Taiwan as compared to those being hired for blue-collar positions. The study aims to explore the opportunities that Filipino professionals can provide in addressing the skills gap and talent shortage issues Taiwanese employers are facing. It also seeks to determine how practicing greater diversity, equity, and inclusion with the hiring of more white-collar OFWs can benefit these employers. Lastly, it looks to examine the cultural fit compatibility between the two countries and how these may impact their integration within Taiwan’s labor force. It finds that although Filipinos match the required job qualifications and are culturally compatible with Taiwanese culture, various factors such as stringent labor policies, costly and rigorous recruitment processes, lack of awareness for job opportunities, and several cultural differences hinder the positive impact it may provide to employers. The findings of this research aim to provide a view of the experiences of OFWs in Taiwan, increase awareness for the abilities and contributions that OFWs can provide to Taiwanese employers, spark improvements to the overall practice from both sides, and in turn help alleviate Taiwan’s ongoing talent shortage concerns. Keywords: Talent Shortage, Filipino professionals, Diversity, Inclusion, Culture Fit | en |
| dc.description.provenance | Made available in DSpace on 2023-03-19T23:38:13Z (GMT). No. of bitstreams: 1 U0001-0309202221315000.pdf: 2292625 bytes, checksum: 82b44faf88e727727ca1e66d93da22e1 (MD5) Previous issue date: 2022 | en |
| dc.description.tableofcontents | Table of contents Acknowledgment iii Abstract iv List of Figures and Tables viii List of Abbreviations ix 1. Introduction 1 1.1 Research Problems 2 2. Review of Related Literature 5 2.1 Talent Shortage 5 2.1.1 Taiwan’s Talent Shortage Issues 6 2.2 Taiwan’s Foreign Labor Recruitment 9 2.2.1 Taiwan’s Foreign Labor Force 11 2.3 The OFWs and their Employability 13 2.3.1 Filipino Labor Force in Taiwan 16 2.4 Diversity, Equity, and Inclusion (DEI) Within Organizations 19 2.5 Cultural Compatibility: Culture Fit and National Culture 21 2.5.1 National Culture as the Determinant for Culture Fit 23 2.5.2 Hofstede’s 6 Cultural Dimensions 23 2.6 Theoretical Framework 25 3. Methodology 27 3.1 Participant Interviews 27 3.1.1 Population Demographics 28 3.2 Research Instruments 29 3.2.1 Hofstede Insight’s Country Comparison 29 3.2.2. Qualitative Interviews 30 4. Results 33 4.1. Addressing the Needs of Taiwan’s Labor Force 33 4.2 Taiwan’s DEI Practices 35 4.3 National Culture Comparison Between Taiwan and the Philippines 37 4.3.1 Impact of Culture on the Job-Seeking and Working Experience of OFWs 40 5. Discussion 42 5.1 Supporting Taiwan’s Labor Needs Beyond the Blue-collar Sector 42 5.2 OFW’s Contributions to DEI 44 5.3 Cultural Compatibility Between Taiwan and the Philippines 46 5.3.1 Leveraging National Culture Similarities 47 5.3.3 Impact of Non-culture Related Factors 52 5.4 Limitations 55 5.5 Recommendations 55 5.5.1 Recommendations to Filipino Professionals 56 5.5.2 Recommendations to Taiwanese Employers 57 5.5.3 Recommendations for Taiwan and Philippine Government/Labor Officials 58 5.5.4. Further research 60 6. Conclusion 61 References 63 Appendix 68 | |
| dc.language.iso | en | |
| dc.title | 菲籍專業人士在台灣就業市場的挑戰與際遇: 對台灣雇主的優勢與好處 | zh_TW |
| dc.title | Challenges and Opportunities of Filipino Professionals in Taiwan: Highlighting the Benefits to Taiwanese Employers | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 110-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 許文馨(Audrey Hsu),謝昇峯(Philip Hsieh) | |
| dc.subject.keyword | 專業人才短缺,菲籍專業人士,多樣性,團隊文化契合度, | zh_TW |
| dc.subject.keyword | Talent Shortage,Filipino professionals,Diversity,Culture Fit, | en |
| dc.relation.page | 114 | |
| dc.identifier.doi | 10.6342/NTU202203121 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2022-09-07 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 企業管理碩士專班 | zh_TW |
| dc.date.embargo-lift | 2022-09-16 | - |
| 顯示於系所單位： | 管理學院企業管理專班(Global MBA) | |
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|---|---|---|---|
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