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研究生:丁素棉
研究生(外文):Teng, Su-Mien
論文名稱:為何出現馬斯洛需求層級退縮現象?跨國性組織文化融合之僵局分析
論文名稱(外文):Why Does the Maslow’s Hierarchy of Need Move Backward? The Deadlock Analysis of the Harmony of Transnational Organizational Cultures
指導教授:劉子歆劉子歆引用關係
指導教授(外文):Liu,Tzu-Hsin
口試委員:賴賢哲羅世輝
口試日期:2017-06-29
學位類別:碩士
校院名稱:國立臺南大學
系所名稱:經營與管理高階經營碩士在職專班(EMBA)
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:62
中文關鍵詞:自我實現社會交換文化融合組織文化
外文關鍵詞:Maslow’s Hierarchy of NeedSelf-RealizationSocial ExchangeTransnational Organizational Cultures
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跨國性藥品外商公司在台灣經營管理上,往往因營業額增長而使組織擴大。在此情況下,藥品外商往往需要栽培更多管理人員以執行公司策略。然而,這些管理者是否能達成其在馬斯洛需求層級中的個人自我實現需求,以幫助企業成長;抑或是在馬斯洛需求層級中出現需求層級退縮的情況,進而影響到組織績效,此為企業成長所必須重視的重要議題。特別是在一個跨國性組織中,因為組織文化融合所出現的僵局情況,更容易造成本土的管理者較難晉升到最高的管理階層,因而出現退而求其次的馬斯洛需求層級退縮現象。本研究為一篇質性個案研究,透過研究分析發現:首先,在跨國性組織的發展中,中階管理者對於組織文化融合扮演著重要的溝通及揉合角色。再者在組織中若存在一個不完全的社會交換機制,例如交換雙方未能完全互惠互信,將會使得管理者在馬斯洛需求層級中出現需求層級退縮的情況,進而對組織績效產生負面影響。最後,本研究提出跨國性組織應更能對本土管理者充分授權,並且提供一個互惠互信的社會交換機制,以使其能在自我實現上不斷努力,藉此對企業績效產生實質且有效的助益。


International pharmaceutical companies need to expand the scope of the organisation due to the increase of the turnover. For the purpose of expansion, these international pharmaceutical companies require more professional managers who are able to execute the business strategies.In order to consistently growth, the companies must put emphasis on the managers. Based on Maslow's hierarchy of need, the managers who can be fulfilled by the needs of self-actualisation have higher possibility to assist the company growth. In contrast, the managers who do not move well in the direction of self-actualisation are more likely to negatively influence the performance of the organisation. Especially in an international organisation, the deadlock caused by the cultural fusion often leads to the fact that local managers have lower possibility to get promotion. Therefore, the withdrawing behaviour can be observed. The research is a qualitative case study. The study has three findings. First, the middle managers play the important role in terms of communication and negotiation in an international organisation. Furthermore, the managers are found to have the withdrawing behaviour in Maslow's hierarchy of need when the incomplete social exchange system exists. When the both sides of exchangers are not beneficial to each other, the organisations would have negative impact. Finally, this research proposes that international organisations should empower the local managers, and offer a beneficial social exchange system. By encouraging the managers to move in the direction of self-actualisation, the companies are found to have better performance.
摘要﹒……………………………………………………………………………………………………………………………..Ⅰ
ABSTRACT………………………………………………………………………………………………………………………….Ⅱ
謝辭………………………………………………………………………………………………………………………………….Ⅲ
目次………………………………………………………………………………………….Ⅳ
表目次………………………………………………………………………………………Ⅵ
圖目次………………………………………………………………………………………Ⅶ
第一章 緒論 ................................................................................................................................ 1
第一節 研究背景與動機 ....................................................................................................... 1
第二節 研究目的 ................................................................................................................... 2
第三節 研究範圍與對象 ....................................................................................................... 3
第四節 研究流程 ................................................................................................................... 4
第二章 文獻探討 ........................................................................................................................ 5
第一節 馬斯洛需求層級理論 ............................................................................................... 5
第二節 工作滿意度與自我實現之相關 ............................................................................... 6
第三節 公平理論 (EQUITY THEORY) ..................................................................................... 7
第四節 社會交換 (SOCIAL EXCHANGE THEORY) …………………………………………...8
第五節 個人績效的定義 ....................................................................................................... 12
第三章 研究方法 ........................................................................................................................ 13
第一節 研究架構 ................................................................................................................... 13
第二節 研究方法 ................................................................................................................... 14
第三節 研究對象 ................................................................................................................... 15
第四節 資料來源與彙整 ....................................................................................................... 16
第五節 資料分析方法 ........................................................................................................... 17
第四章 個案探討 ........................................................................................................................ 19
第一節 產業背景 ................................................................................................................... 19
第二節 個案背景介紹 ........................................................................................................... 22
第三節 個案分析 ................................................................................................................... 25
第五章 結論與建議 .................................................................................................................... 35
第一節 研究結論 ................................................................................................................... 35
第二節 研究建議 ................................................................................................................... 36
參考文獻...................................................................................................................................... 38
訪談內容........................................................................................................................................41

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英文部分
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