外籍勞工的引進確能暫解企業勞動力不足的燃眉之急，但也產生許多管理上的問題。本研究試圖透過文化差異的角度，來檢視製造業中階管理者的銻導模式在管理外籍勞工上的適當性，並找出文化差異與領導模式之間的關係。 本研究共發出300份問卷，其中有效樣本為172份，經由統計分析得到下列結果： 一、文化差異上有部皆因素會影響到領導者的領導模式。而透過領導回頭去影響文化差異因素，則均不明確。 二、本研究中顯示領導者無法透過領導來扭轉與外籍員工間的文化差異，故有可能做改變者，將是領導者本身。 三、研究發現生活習慣、語言文字、價值觀三方面，領導者本身認知其若差異越小，越容易鼓舞外籍勞工達成工作目標。

The introducing of the foreign labors indeed solve the problem about the lack of the labor force, however, it also has some problems in administration. This research tries to survey the manufacturing administrator’s leadership with the foreign labors from the cultural differences, and tries to find out the relationship between the cultural differences and the model of leadership. I have sent out 300 questionnaires, and got 172 available samples. I conclude below form the statically analysis: 1.The cultural differences would effect the leadership. On the contrary, it was unclear. 2.the research states that the leader can’t reverse the cultural difference between the foreign labors. The one who is tend to change is the leader. 3.If the leader has the less differences in the habit, communication, and the value between the foreign labors, it would be easier to encourage them to accomplish the work.