此論文為質性研究，專在探討自願及被指定外派來台工作之僑民隨著時間過去對於跨文化差異的看法及反應。在此研究中，多元化是極為重要的，為了避免收集到太過相似的資料，在十五位受訪的僑民中就含有十三種不同的國籍。透過半結構式訪談與僑民們探討他們如何適應新的以及外國環境的文化涵化策略，包括外國人為適應不同情況而採用的策略以及在國外初期僑民們認為台灣人所使用的文化涵化策略，皆被納入考量。在跟十五位僑民們的訪談後，相應研究問題的主題可被識別出來。在分析的第一部分主要主題與文化差異相關的為：有幫助的文化差異、有阻力的文化差異以及人際關係。第二部分的主題與適應力有關，包括適應過程、文化涵化過程、工作的優先性以及差異化的接納。最後一部分的主題為從文化控管的適應、涵化策略以及工作適應上來比較文化差異以及僑民從初期到現在的調適。此研究對於僱用SIE來自外國國家以及外派AE到國外的主管或許有幫助，因其著重新的工作和生活環境的準備，以及給僑民新的工作職位的引言介紹。

This study qualitatively explores how self-initiated and assigned expatriates working in Taiwan perceive and respond to cross-cultural differences over time. For this research, diversity was an important issue, in order to prevent the data from being too homogenous. Within the sample of fifteen expatriates, there were thirteen different nationalities. Semi structured interviews were used to discuss with expatriates their adjustment to a new and foreign environment. The acculturative strategies adapted by both foreigners and the perceived strategies adopted by Taiwanese in the initial phase of the expatriation period, were taken into consideration. After conducting fifteen interviews with expatriates, the themes were identified accordingly to the research questions. The main themes in the first part of the analysis, related to cultural differences were: supportive cultural differences, obstructive cultural differences, interpersonal relations. The main themes in the second part, related to adjustment are adjustment process, acculturation process, prioritization of work, differentiation acceptance. The main themes in the final part, comparing both cultural differences and adjustment from the beginning of the expatriation, and the current moment, are cultural controlled adaptation, acculturative approach, work adjustment. This study may be useful for managers employing Self-initiated expatriates (SIE) from foreign countries, and when sending Assigned expatriates (AE) for expatriation, as it emphasizes the importance of preparation for the new working and living environment, as well as the introduction of the expat to their new job position.

Thesis Validation Letter i
摘要 ii
Abstract iii
List of Tables vi
List of Figures vi
CHAPTER I 1
Introduction 1
Assigned Expatriates (AE) and Self-Initiated Expatriates (SIE) 2
1. Assigned Expatriates 2
2. Self-Initiated Expatriates 4
CHAPTER II 7
Literature Review 7
Adjustment 7
U/J-curve theory 8
Acculturation 9
Acculturative Coping Strategies 10
Stress Coping Strategies 13
1. Emotion-Focused Coping 13
2. Problem-Focused Coping 14
Cross-Cultural Difference Theories 15
Hofstede versus Schwartz: Brief Comparison 15
Job Performance Theories 16
Research Questions 18
Relevance of This Research 20
CHAPTER III 22
Methodology 22
Sampling 23
Ethicality 24
Reliability and Validity 26
CHAPTER IV 28
Analysis 28
Thematic analysis 28
Coding process 29
CHAPTER V 33
Findings 33
Demographic data 33
CHAPTER VI 40
Themes and Discussion 40
Research Question 1: 40
A) Supportive cultural differences 41
B) Obstructive cultural differences 46
C) Interpersonal relations 49
Research Question 1: Conclusions 54
Research Question 2: 54
A) Adjustment process 55
B) Acculturation process 59
C) Prioritization of work 62
D) Differentiation acceptance 63
Research Question 2: Conclusions 64
Research Question 3: 65
A) Cultural controlled adaptation 66
B) Acculturative approach 72
C) Work adjustment 74
Research Question 3: Conclusions 78
CHAPTER VII 80
Overall Conclusions 80
Limitations 81
Suggestions for future research 82
Practical implications 83
References 85
Appendix 90

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