面對台灣人口高齡化與少子化所帶來的勞動力短缺挑戰，企業對外籍移工的依賴日益增加，外籍勞工已成為維繫傳統製造產業正常運作之關鍵人力資源。然而，失聯與高離職率等現象日漸嚴重，暴露出管理制度與組織文化對其工作穩定性與自我工作表現之深層影響。本研究旨在探討組織氣氛與跨文化管理對傳統製造業(塑化產業)外籍移工留任意願與工作表現之影響，藉以釐清影響其穩定與產能的關鍵因素。本研究採用量化研究方法，設計問卷以蒐集台灣傳統製造業外籍移工的實證資料，問卷內容涵蓋組織氣氛、領導風格、同事互動、工作環境、福利制度、跨文化適應與合作等構面，進而分析其對工作滿意度、續留意願及自我工作表現之關聯性。研究基礎架構建構於組織行為理論與跨文化管理理論，並輔以Hofstede文化維度作為跨文化變項分析依據。
研究結果顯示，在工作表現方面，工作適應性對員工表現具有顯著正向影響（β = 0.512, p < 0.001），表明良好的工作適應能力能有效提升個人工作績效。同時，跨文化合作亦對工作表現產生顯著正面效果（β = 0.371, p < 0.01），突顯了多元文化環境下協作能力的重要性。然而，常數項呈現顯著負值（β = -0.822, p < 0.01），而個人特質與企業支持對工作表現的影響則未達統計顯著水準。在留任意願方面，跨文化合作展現最強的正向預測力（β = 0.517, p < 0.001），其次為工作適應性（β = 0.355, p < 0.01），兩者均為影響員工留任意願的關鍵因素。同樣地，常數項在留任意願模型中亦呈顯著負值（β = -0.787, p < 0.01），而個人特質與企業支持對留任意願的解釋力則不具統計意義。整體而言，工作適應性與跨文化合作能力是同時促進工作表現與留任意願的重要驅動因子。

This study investigates the impact of organizational climate and cross-cultural management on retention intention and job performance among foreign migrant workers in Taiwan's traditional manufacturing industries. Facing challenges from Taiwan's aging population and declining birth rate, enterprises increasingly depend on foreign migrant workers who have become crucial human resources for maintaining normal operations in traditional manufacturing sectors. However, phenomena such as abscondment and high turnover rates are becoming increasingly serious, exposing the profound impact of management systems and organizational culture on job stability and work performance.
The research adopts a quantitative approach, utilizing questionnaire surveys to collect empirical data from 73 foreign migrant workers in Taiwan's traditional manufacturing industries, primarily Vietnamese (68) and Indonesian (5) workers. The questionnaire encompasses five dimensions: work adaptability, personal characteristics, organizational support, cross-cultural cooperation, and work performance with retention intention. The theoretical framework is constructed based on organizational behavior theory and cross-cultural management theory, supplemented by Hofstede's cultural dimensions as the analytical foundation.
Key findings reveal that work adaptability significantly impacts employee performance (β = 0.512, p < 0.001), while cross-cultural cooperation shows the strongest positive predictive power for retention intention (β = 0.517, p < 0.001). Both factors serve as important driving forces that simultaneously promote work performance and retention intention. The study contributes to understanding the complex dynamics of foreign worker integration in Taiwan's manufacturing sector and provides practical insights for human resource management strategies.

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