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This study aims to explore the intercultural training needs for US business expatriates on assignment in Taiwan. The study assesses Taiwan culture‐specific training needs of US expatriates from the perspectives of both US expatriates and their Taiwanese colleagues and compares the perceived importance of these intercultural training needs between these two groups.

This study used the survey method to assess the opinions of US business expatriates as well as their Taiwanese colleagues. A questionnaire was developed for the study. A total of 26 items were identified as knowledge and skills needed for US business expatriates in Taiwan. The items all fall within six categories: knowledge of the nation, relationship building, interpersonal communication, business protocol, legal issues, and living in Taiwan.

Data collected from 78 US respondents and 78 Taiwanese respondents were analyzed using matched pairs t‐tests. Between‐group differences for the overall 26 items and each category were examined. Results indicate that there was a significant difference between the US and Taiwanese respondents in the perceived importance of the overall items.

Although there has been an abundance of literature on intercultural training, rarely has research been done on Taiwan cultural‐specific training. A study in this area can help human resource practitioners in developing expatriate training programs. Research results can contribute to the knowledge base of expatriate training and development, as well as the development of theories in this area.

The purpose of this study is to investigate the influences of system and instructor factors on e‐learning effectiveness under the interactions of computer self‐efficacy. In this study, the factors of the e‐learning system are functionality, interaction, and response. The factors of the e‐learning instructor are attitude, technical skills, and instructional method. The moderating effects of learners' computer self‐efficacy are examined.

The study surveyed general employees in the financial services industry in Taiwan. A questionnaire was developed to measure participants' perceptions. Four hundred questionnaires were sent out, and 362 were returned. Of these, 314 were valid, leading to a return rate of 78.5 percent.

The results of data analysis indicate that both system and instructor factors have significant positive influences on e‐learning effectiveness. Learners' computer self‐efficacy has a moderating effect on the relationship between system functionality and training effectiveness. The higher the computer self‐efficacy, the stronger is the relationship between functionality and effectiveness, and vice versa. However, computer self‐efficacy does not have a significant moderating effect on the relationship between other independent variables and training effectiveness.

Since both system and instructor factors have positive influences on e‐learning effectiveness, HRD managers need to pay more attention to issues in both areas. High computer self‐efficacy can result in better training effectiveness; therefore, it is necessary to pay attention to enhancing employee computer skills and their confidence in using e‐learning.

This study aims to focus on intercultural training for Taiwanese expatriates and assess the gap between intercultural training needs perceived by Taiwanese expatriates and the training provided by their companies.

This study surveyed both Taiwanese expatriates and HR managers of their companies. It developed a questionnaire based on the research of Black and Mendenhall to assess contents and methods of intercultural training. There were 16 questions for assessing intercultural training and they were divided into two categories: symbolic learning and participatory learning.

It is found that the needs of intercultural training perceived by expatriates are generally higher than the training provided by their companies. In the categories of symbolic and participatory learning, findings are consistent with the overall items. Results indicate that the perceived intercultural training needs of both categories are significantly higher than the training provided by their companies. Items of participatory learning are rated higher than those of symbolic learning by both groups.

Coping with the increasing competition in the international arena, Taiwanese business people are in need of being able to work effectively with people from a diversity of countries and cultures. It is necessary to study issues related to intercultural training for business expatriates. Findings in this area can be helpful for human resource practitioners in developing training programs for their business expatriates.

The purpose of the present study is to understand the diversity management concept in Taiwan setting by providing a closer look into local companies’ practices. Rational and focus for this research exploration is based on three areas related to diversity management in organizations: external and internal pressures for diversity in Taiwanese companies; companies’ approaches and senior leadership attitude toward diversity; companies’ diversity management practices.

The authors have collected secondary and primary data, including 15 interviews with management, at three large Taiwan semiconductor companies and build a case study of diversity management in Taiwan.

Taiwan companies’ diversity management is motivated mainly by business case and social responsibility goals. They experience a need for diversity management and proactively introduce diversity management policies.

Further studies should look into diversity management practices of smaller private/family-owned companies in Taiwan to get a deeper understanding of the concept in the country using quantitative and qualitative approaches.

Taiwan is historically culturally homogeneous society, which undergoes massive demographic changes under the influence of low birth rate and high rate of immigration. Taiwan situation creates specific economic, cultural, and political context for diversity management that differs from other Asian, European or Western societies.