本研究多國籍企業子公司分布於各個國家，面對各國不同的政治、經濟、社會、法律、文化等環境，為了要在當地獲得競爭優勢與吸引優秀的人才，必須相當程度地考慮採用當地的人力資源管理實務，使其在當地具有競爭力。工作者對工作情境的主觀反應，工作滿足指員工對工作抱持的一般性態度，員工的工作滿足高，就表示對其工作抱著正面態度；反之，就表示其對工作態度是負面的。因此，在跨國文化管理日趨重要的前提下，針對同是炎黃子孫的兩岸人民而言，個人希望能夠藉由相關的日本企業文化來探討兩岸之企業員工的同異處，希望能藉此了解在不同的文化差異下員工對留任意願有何影響。研究結果顯示，在有效分析226問卷後，明確驗證日商員工無論中國與台灣員工對於外在的工作滿意對於留任意願有顯著影響。
This study is for local branches of international companies that have workers with various nationalities. When companies encounter different environments for politic, economy, society, law and culture, the leaders have to think deeply and adopt flexible management of HR policy for gaining competitive advantage and attracting good staffs in local. Reaction of workers to the workplace is subjective. Job satisfactions mean the normal attitude to workers. If job satisfaction is high, the worker' attitude is positive at work, and vice versa. Therefore, it's more and more important about cross-cultural management nowadays especial people living in Taiwan and China, the author hopes to discuss deeply on the difference of workers in culture of Japanese company between the two places and understand the influence to intent-to-stay of worker. The research shows that staying intention to workers in Japanese companies no matter in Taiwan or China are influenced obviously by personal job satisfaction after analyzing 226 valid questionnaires.
