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題名 工作文化 : 臺灣中小企業在墨西哥營運之個案研究
Work Culture: A Case Study of Taiwanese Small and Medium Enterprises (SMEs) Operated in Mexico作者 卡安娜
CALDERON SOLIS, ANA PATRICIA貢獻者 李栢浡
Lee, Pai-Po
卡安娜
CALDERON SOLIS, ANA PATRICIA關鍵詞 臺灣中小企業
墨西哥職場文化
跨文化溝通
霍夫斯泰德文化構面
跨文化管理
知識傳遞
語言障礙
文化適應
Taiwanese SMEs
Mexican work culture
Intercultural communication
Hofstede’s dimensions
cross-cultural management
knowledge transfer
language barriers
cultural adaptation日期 2025 上傳時間 1-Sep-2025 14:58:58 (UTC+8) 摘要 本研究探討臺灣中小企業（SMEs）在墨西哥營運時所面臨的文化互動與職場交流挑戰。研究以霍夫斯泰德的文化構面理論為基礎，並採用質性研究方法，主要透過訪談與文件分析，旨在理解國家文化差異如何影響臺灣管理者與墨西哥員工之間的組織實務與職場期望。 本研究的一項重要發現是：知識與技術的傳遞常因語言障礙與文化誤解而面臨挑戰。儘管臺灣企業展現出良好的技術專業、規劃能力與工作紀律，但在語言與文化差異下，這些知識的傳達並不總是順利。溝通風格的差異與語言能力的落差，有時會在技術說明或部門協調方面造成理解延遲或效率下降。 研究也指出，企業目前雖已有文化適應的做法，但多為非正式且仍在發展中。墨西哥員工普遍肯定臺灣同事展現的長遠規劃與敬業精神，但也希望在溝通方式上能更貼近當地文化，並獲得更多文化上的理解與肯定。這些觀察並非批評，而是呈現出雙方在跨文化合作中的潛在機會與發展空間。 本研究強調，提升跨文化認知、建立清晰且具包容性的溝通機制，以及鼓勵相互尊重，有助於促進多元文化背景下的企業合作。同時，建議企業發展更有系統的知識傳遞方式，以因應不同語言與文化需求，提升跨國團隊的協作與長期效能。 透過本個案分析，研究補充了關於中小企業如何在國際環境中處理文化差異的實務理解，並為臺灣企業在海外營運提供具體建議，以文化回應式管理促進信任、合作與永續發展。
This study explores the cultural dynamics and workplace interactions that emerge when Taiwanese small and medium-sized enterprises (SMEs) operate in Mexico. Grounded in Hofstede’s cultural dimensions and employing qualitative research methods—primarily interviews and document analysis—this project aims to understand how national cultural differences shape organizational practices and expectations between Taiwanese managers and Mexican employees. One of the key findings is the challenge of knowledge and technology transfer, which can be affected by language barriers and cultural misunderstandings. While Taiwanese SMEs bring technical expertise, structured planning, and strong work discipline, conveying this knowledge across linguistic and cultural lines is not always straightforward. Differences in communication styles and limited shared language proficiency can occasionally result in inefficiencies or delays in understanding, particularly in areas requiring technical explanation or cross-functional coordination. The research also observes that adaptation strategies, while present, are often informal and evolving. Mexican employees appreciate the long-term vision and commitment shown by their Taiwanese counterparts but express a desire for more localized communication styles and greater cultural recognition. These sentiments highlight opportunities—not criticisms—for improving mutual understanding and integration in the workplace. This work emphasizes the value of fostering intercultural awareness, establishing clear and inclusive communication mechanisms, and encouraging mutual respect in multicultural business environments. It further suggests that the creation of more structured knowledge-sharing practices, tailored to diverse linguistic and cultural contexts, can enhance collaboration and long-term efficiency. By offering a grounded case study, this research contributes to a better understanding of how SMEs can manage cultural differences in international contexts. It offers practical suggestions for Taiwanese enterprises aiming to promote trust, cooperation, and sustainable operations abroad through culturally responsive approaches.參考文獻 Alesina, A., Glaeser, E. L., & Sacerdote, B. (2005). Work and Leisure in the U.S. and Europe: Why So Different? Cambridge: National Bureau of Economic Research. doi:10.3386/w11278 Al-Madhagi, H. A. (2023). Unveiling the Global Surge: Unraveling the Factors Fueling the Spread of Karoshi Syndrome. Risk management and healthcare policy, 16, 2779–2782. doi:10.2147/RMHP.S444900 Ao, Y. (2016). 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Intercultural Communicative Competence. English Language and Literature Studies, 1(2), 113-122. doi:10.5539/ells.v1n2p113 描述 碩士
國立政治大學
亞太研究英語碩士學位學程(IMAS)
110926015資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110926015 資料類型 thesis dc.contributor.advisor 李栢浡 zh_TW dc.contributor.advisor Lee, Pai-Po en_US dc.contributor.author (Authors) 卡安娜 zh_TW dc.contributor.author (Authors) CALDERON SOLIS, ANA PATRICIA en_US dc.creator (作者) 卡安娜 zh_TW dc.creator (作者) CALDERON SOLIS, ANA PATRICIA en_US dc.date (日期) 2025 en_US dc.date.accessioned 1-Sep-2025 14:58:58 (UTC+8) - dc.date.available 1-Sep-2025 14:58:58 (UTC+8) - dc.date.issued (上傳時間) 1-Sep-2025 14:58:58 (UTC+8) - dc.identifier (Other Identifiers) G0110926015 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/159070 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 亞太研究英語碩士學位學程(IMAS) zh_TW dc.description (描述) 110926015 zh_TW dc.description.abstract (摘要) 本研究探討臺灣中小企業（SMEs）在墨西哥營運時所面臨的文化互動與職場交流挑戰。研究以霍夫斯泰德的文化構面理論為基礎，並採用質性研究方法，主要透過訪談與文件分析，旨在理解國家文化差異如何影響臺灣管理者與墨西哥員工之間的組織實務與職場期望。 本研究的一項重要發現是：知識與技術的傳遞常因語言障礙與文化誤解而面臨挑戰。儘管臺灣企業展現出良好的技術專業、規劃能力與工作紀律，但在語言與文化差異下，這些知識的傳達並不總是順利。溝通風格的差異與語言能力的落差，有時會在技術說明或部門協調方面造成理解延遲或效率下降。 研究也指出，企業目前雖已有文化適應的做法，但多為非正式且仍在發展中。墨西哥員工普遍肯定臺灣同事展現的長遠規劃與敬業精神，但也希望在溝通方式上能更貼近當地文化，並獲得更多文化上的理解與肯定。這些觀察並非批評，而是呈現出雙方在跨文化合作中的潛在機會與發展空間。 本研究強調，提升跨文化認知、建立清晰且具包容性的溝通機制，以及鼓勵相互尊重，有助於促進多元文化背景下的企業合作。同時，建議企業發展更有系統的知識傳遞方式，以因應不同語言與文化需求，提升跨國團隊的協作與長期效能。 透過本個案分析，研究補充了關於中小企業如何在國際環境中處理文化差異的實務理解，並為臺灣企業在海外營運提供具體建議，以文化回應式管理促進信任、合作與永續發展。 zh_TW dc.description.abstract (摘要) This study explores the cultural dynamics and workplace interactions that emerge when Taiwanese small and medium-sized enterprises (SMEs) operate in Mexico. Grounded in Hofstede’s cultural dimensions and employing qualitative research methods—primarily interviews and document analysis—this project aims to understand how national cultural differences shape organizational practices and expectations between Taiwanese managers and Mexican employees. One of the key findings is the challenge of knowledge and technology transfer, which can be affected by language barriers and cultural misunderstandings. While Taiwanese SMEs bring technical expertise, structured planning, and strong work discipline, conveying this knowledge across linguistic and cultural lines is not always straightforward. Differences in communication styles and limited shared language proficiency can occasionally result in inefficiencies or delays in understanding, particularly in areas requiring technical explanation or cross-functional coordination. The research also observes that adaptation strategies, while present, are often informal and evolving. Mexican employees appreciate the long-term vision and commitment shown by their Taiwanese counterparts but express a desire for more localized communication styles and greater cultural recognition. These sentiments highlight opportunities—not criticisms—for improving mutual understanding and integration in the workplace. This work emphasizes the value of fostering intercultural awareness, establishing clear and inclusive communication mechanisms, and encouraging mutual respect in multicultural business environments. It further suggests that the creation of more structured knowledge-sharing practices, tailored to diverse linguistic and cultural contexts, can enhance collaboration and long-term efficiency. By offering a grounded case study, this research contributes to a better understanding of how SMEs can manage cultural differences in international contexts. It offers practical suggestions for Taiwanese enterprises aiming to promote trust, cooperation, and sustainable operations abroad through culturally responsive approaches. en_US dc.description.tableofcontents CHAPTER 1. INTRODUCTION 1 1.1. RESEARCH BACKGROUND AND MOTIVATION 1 1.2. RESEARCH PURPOSES 3 1.3. RESEARCH QUESTIONS 3 1.4. RESEARCH SCOPE 4 CHAPTER 2. LITERATURE REVIEW 6 2.1. KEY TERMS 6 2.2. WORK CULTURE: DISTINCTIVES AMONG COUNTRIES 15 2.3. MEXICAN WORK CULTURE 29 2.3.1. FOREIGN ENTERPRISES OPERATING IN MEXICO 34 2.4. TAIWANESE WORK CULTURE 43 2.4.1. TAIWANESE ENTERPRISES OPERATING IN MEXICO 45 CHAPTER 3. METHODOLOGY 48 3.1. RESEARCH FRAMEWORK 48 3.2. RESEARCH PROCEDURE 49 3.3. RESEARCH METHOD 51 3.4. SAMPLING 52 3.4.1. SME SELECTION 52 3.4.2. PARTICIPANTS SELECTION 55 3.5. DATA COLLECTION 56 3.6. DATA ANALYSIS 58 CHAPTER 4. FINDINGS AND DISCUSSION 59 4.1. FINDINGS 59 4.2. DISCUSSION 65 CHAPTER 5. CONCLUSIONS AND IMPLICATIONS 67 5.1. CONCLUSIONS 67 5.2. IMPLICATIONS 72 5.3. LIMITATIONS 74 5.4. SUGGESTIONS FOR FUTURE STUDIES 75 REFERENCES 78 APPENDIX 88 I. PARTICIPATION CONSENT FORM 88 II. INTERVIEW QUESTIONS FOR THE MANAGEMENT LEVEL 89 III. INTERVIEW QUESTIONS FOR THE EMPLOYEES (MEXICANS) 92 IV. INTERVIEWS TRANSCRIPS 94 zh_TW dc.format.extent 1797759 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110926015 en_US dc.subject (關鍵詞) 臺灣中小企業 zh_TW dc.subject (關鍵詞) 墨西哥職場文化 zh_TW dc.subject (關鍵詞) 跨文化溝通 zh_TW dc.subject (關鍵詞) 霍夫斯泰德文化構面 zh_TW dc.subject (關鍵詞) 跨文化管理 zh_TW dc.subject (關鍵詞) 知識傳遞 zh_TW dc.subject (關鍵詞) 語言障礙 zh_TW dc.subject (關鍵詞) 文化適應 zh_TW dc.subject (關鍵詞) Taiwanese SMEs en_US dc.subject (關鍵詞) Mexican work culture en_US dc.subject (關鍵詞) Intercultural communication en_US dc.subject (關鍵詞) Hofstede’s dimensions en_US dc.subject (關鍵詞) cross-cultural management en_US dc.subject (關鍵詞) knowledge transfer en_US dc.subject (關鍵詞) language barriers en_US dc.subject (關鍵詞) cultural adaptation en_US dc.title (題名) 工作文化 : 臺灣中小企業在墨西哥營運之個案研究 zh_TW dc.title (題名) Work Culture: A Case Study of Taiwanese Small and Medium Enterprises (SMEs) Operated in Mexico en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) Alesina, A., Glaeser, E. 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