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Chapter III. Methodology 3.1. Qualitative Method
In the measurement of the determinants of professionals' performance, it can be conceived of in terms of engagement, awareness and intelligence (data collection). The main reason for using qualitative research in the current study is its exploratory nature that often elicits subjective responses that are not measurable in hard numbers. Researchers seek qualitative data to form an impression rather than definition of a market or population group. The intent of qualitative research is to gain insights concerning attitudes, beliefs, motivations and behaviors.
An additional reason for using qualitative research is an idea generation effect that could improve the persuasion power, quality and effectiveness of determinants of the professionals’
performance. The current study can also be used as an aid in the development of probable quantitative research.
3.2. Research Design
The most frequently used qualitative methods in this study are in-depth interview and participant observation, that enable people to inject their feelings into otherwise ambiguous stimuli, to talk about their emotions rather than to use a rational basis to discuss topics.
The respondents are asked to read the open-ended questions, sharing their impressions, thoughts or feelings. This technique can result in valuable qualitative information on professionals' performance.
In order to eliminate the respondents' interaction with each other, the interviews use the in-depth method, which is one-to-one, and can tell a great deal about individual behavior, feelings or attitudes towards the suggested questions. It is used for open-ended questions that focus on cultural nuances and the discussion of perceptions and meanings.
3.3. Data collection
During February 2012 and June 2012 we conducted interviews with five selected expatriate employees of those above-mentioned five companies. The participating expatriates are technical engineers and mid-to high-level executives stationed in Taiwan. The interview lasts about
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and-a-half to two hours, but allows the sharing of thoughts to take its natural course. During the subsequent depth interviews the expatriate respondents were asked to describe their own
company’s EPM systems and determinants of success in work. In depth interview relies on purposeful conversation in an allowance for immediate follow-up questions and clarifications.
The interview answers were transcribed into a summary that was subsequently confirmed with the interviewee to correct for any errors. Thus, combined with observations, the interpretations of data allow us to answer the research questions.
3.4. Participants Samples
The total number of the sample consisted of 5 respondents:
Kseniya Mardaeva (from the Republic of Buryatia) graduated from National Taiwan University(MBA).She has around 3 years of working experience in the Rost Group Ltd as account manager. The current position in the GIGABYTE: Global Channel Marketing, senior specialist, is responsible for PR and promotion of GIGABYTE branded goods in Russia and CIS region, works with media, organized international and local events. Her duties include also communication with retail, shop decoration, marketing materials provision, social media management.
Erenzhen Kornusov (from the Republic of Buryatia) graduated from National Taiwan
University(MBA). He has 3 years of working experience in different Taiwanese companies. The current job position in the P. Mauriat/Albest Musical Instruments company as the account manager for N.American market and CIS countries(Russia, Ukraine, Kazakhstan and etc.).
Additionally,the Artist coordinator for N. America region. The participator and organiser of Internationa Fair shows such as NAMM USA 2012, NAMM Frankfurt music messe, Shanghai music expo, NAMM Moscow.
James Davidson Michael (from South Africa) graduated from the University of the Witwatersrand (WITS), Johannesburg RSA. He is mechanical engineer with experience in engineering, construction and commercial areas: Andrew Mentis Sales ( Consultant Engineer), Prime Projects International Ltd.(Project Engineer, Site Engineer), Systech International (contracted to Mitsubishi Heavy Industries, project: Taiwan High Speed Rail) where he was involved in a retrospective analysis of the design process. Right now he is working at the project
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Taipei Taoyuan International Airport Link (Marubeni Transportation) as assistant manager
contract management group.
Mike Maydana (from Bolivia) graduated from National Chengchi University. He was
working as legal advisor for the Chamber of Deputies of Bolivia, as general projects advisor for the First Lady of Bolivia, right now he is international trade manager/manager of the
international trage team in the Liankuann Enterprises Co.Ltd.
Ricardo N. Cuevas Villalobos (from Mexico) graduated from Mingchuan University. He has working experience as staff acountant in Tiger Technologies de Mexico, SA de CV, as staff menager in Asesores Profesionistas, S.C.( spanish). Now he is regional Sales Manager in the Polylight Electronics Co., Ltd.
3.5. Research Questions
The research is conducted in order to understand determinants of the foreign professionals' performance in Taiwan. Problem statements indicated in Chapter 1 shows three different directions of the study. Literature review suggested determinants performance developed by Campbell, it was stated that there is a difference between job performance and outcomes. It was also reviewed differences in goal-setting arrangements based on the unique demands of the foreign employee's mission.
Therefore there are research questions can be stated from these problem statements.
Work environment
Q1) Please give a short introduction about your company and what position you occupy there Q2) Were you satisfied with the way you were welcomed in your department by your team members?
Q3) How would you analyze your overall job performance?
Q4) What are the unique skills that you bring to your job?
Q5) How is your working relationship with other employees?
Q6) Have there been instances of past disharmony adversely affecting the work environment?
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Q7) Do you successfully complete projects and meet deadlines?
Q8) Have there been previous complaints regarding your performance?
Q9) Are you satisfied with your work environment?
Q10) How to build effective relationship with the supervisor?
Performance management systems
Q1) Do the management of expatriates in your firm have any local adaptations?
Q2) Are there different performance management systems for different types or levels of employees (top manager, middle manager, R&D employees, and normal employees)?
Q3) How would you analyze your overall job performance?
Goal setting
Q2) Who set the goals (e.g. top manager, immediate supervisor)?
Q3) What kinds of goals (e.g. financial, operational)?
Evaluation
Q1) Who conduct the evaluation (supervisor, peers, subordinates, self-appraisal and customers)?
Q2) How often does the company do performance evaluation?
Q3) Does the company do a feedback interview after finishing the performance evaluation?
Training and development
What kinds of training and development programs have been provided to expatriates?
Performance-related pay
Q1) Are expatriates' performance and their pay closely connected?
Q2) What kind of performance-related pay does the company provide (stock, options, bonus)?