‘My Boss Won’t Let Me Quit’: Unpacking Cultural Barriers in Taiwanese Workplace Culture
If you’ve ever said, “My boss won’t let me quit,” to a Western colleague, you might have noticed some confusion. In Western work cultures, where individual autonomy is often valued, this statement could sound unusual. So how can you explain what this really means without sounding constrained by your job? Let’s dive into the cultural, social, and psychological factors behind this expression and explore a simple framework you can use to share your perspective with a Western colleague.
如果你曾對西方同事說過「我老闆不讓我辭職」，你可能會注意到一些困惑。在西方的工作文化中，個人自主性往往被重視，因此這句話聽起來可能有些不尋常。那麼，你該如何解釋這句話的真實含義，而不顯得自己被工作所束縛呢？讓我們深入探討這句話背後的文化、社會和心理因素，並探索一個簡單的框架，幫助你向西方同事分享你的觀點。
TL;DR 簡短總結
In Taiwan, “My boss won’t let me quit” is a complex way of expressing personal loyalty, cultural values, and social obligations rather than a literal restriction. Here’s how to explain this to a Western colleague so they can better understand the social and cultural layers behind the statement.
在台灣，「我老闆不讓我辭職」是一種複雜的表達方式，包含了個人忠誠、文化價值和社會責任，而不是字面上的限制。以下是向西方同事解釋這句話的方法，幫助他們更好地理解其背後的社會和文化層面。
1. Explain the Role of Group Harmony (Collectivism) 解釋群體和諧的重要性（集體主義）
In Taiwan, work environments are often centered around collectivism (集體主義), where the needs of the group come first. When you think of your team as a family, leaving your job can feel like abandoning those who rely on you. In a Western context, the individual’s needs often come first, so it may help to explain the difference like this:
在台灣，工作環境通常以集體主義為中心（集體主義），即以團隊需求為先。當你把團隊視為一個家庭時，離職可能會感覺像是拋棄依賴你的人。在西方的語境中，個人的需求往往是首位，因此你可以這樣解釋這種差異：
How to Explain It 如何解釋：
“In Taiwan, we’re taught that the team is like an extended family, and leaving isn’t just about me—it affects everyone. For me, this isn’t just about changing jobs, but about being there for my work ‘family.’”
「在台灣，我們被教導團隊就像一個擴展的家庭，離開不僅僅是關乎我個人，這會影響到所有人。對我來說，這不只是換工作，還是對我的工作‘家人’的承諾。」
Example: Think of how a family member would feel if you suddenly left a project or gathering. In Taiwan, there’s often a similar expectation to stay loyal and supportive in the workplace.
例子：想像一下，如果你突然離開了一個家庭項目或聚會，家人會有什麼感受。在台灣，職場上也有類似的期望，希望保持忠誠和支持。
2. Share the Importance of Loyalty and Hierarchy (Confucian Values) 分享忠誠和階級的重要性（儒家思想）
In Taiwan, Confucian values (儒家思想) play a big role in workplace dynamics. Respect for authority and loyalty to one’s superiors is deeply ingrained, and saying “My boss won’t let me quit” reflects this respect. Explain to your Western colleagues that this doesn’t mean you can’t leave, but rather that you feel a personal responsibility to honor the relationship with your boss.
在台灣，儒家思想（儒家思想）在職場動態中起著重要作用。對權威的尊重和對上級的忠誠深深植根於文化中，說「我老闆不讓我辭職」正是這種尊重的體現。向你的西方同事解釋，這並不是說你不能離開，而是你感到有責任去尊重與老闆的關係。
How to Explain It 如何解釋:
“In our culture, the relationship with our boss can feel more like a mentorship than just a job role. When I say, ‘My boss won’t let me quit,’ I’m acknowledging that they’ve invested in me, and it feels right to show loyalty in return.”
「在我們的文化中，和老闆的關係更像是一種導師的關係，而不僅僅是一個工作角色。當我說‘我老闆不讓我辭職’時，我是在承認他們對我的投入，所以表現出忠誠感覺是合適的。」
Example: Imagine if someone who guided you through your career was disappointed by your leaving. It’s similar to how loyalty to your boss can feel like honoring their mentorship.
例子：想像一下，如果一位指導你職業發展的人對你的離開感到失望，這就像是對老闆的忠誠，類似於對他們導師關係的尊重。
3. Discuss Face-Saving (面子) and Indirect Communication 討論面子和間接溝通（面子）
Saving face (面子) is crucial in Taiwan, where protecting reputation and avoiding confrontation is often more important than direct communication. This makes statements like “My boss won’t let me quit” a way to express complex feelings without directly confronting anyone. To Western colleagues, explain that this isn’t about not having the freedom to leave but about a desire to protect relationships and avoid embarrassment for both parties.
在台灣，面子非常重要，維護聲譽和避免對抗通常比直接溝通更為重要。這使得「我老闆不讓我辭職」這樣的陳述成為表達複雜感情的方式，而不直接對抗任何人。向西方同事解釋，這並不是說沒有自由離開，而是想要保護人際關係，避免雙方的尷尬。
How to Explain It 如何解釋:
“Sometimes, saying something indirectly, like ‘My boss won’t let me quit,’ allows me to communicate my situation without causing embarrassment or tension. It’s a way of keeping harmony and respect intact.
「有時候，間接地說‘我老闆不讓我辭職’可以讓我在不引起尷尬或緊張的情況下表達我的處境。這是一種保持和諧和尊重的方式。」
Example: Imagine how it feels to soften feedback to avoid hurting someone’s feelings. Similarly, in Taiwan, using indirect expressions helps maintain harmony, especially with sensitive topics.
例子：想像一下，為了避免傷害別人的感情而緩和反饋。在台灣，使用間接的表達方式有助於維持和諧，特別是在敏感話題上。
4. Express How Staying Offers Approval and Stability 表達留下來如何提供認同感和穩定性
Quitting isn’t just a career move—it affects how one feels about loyalty, approval, and stability (穩定性). Many Taiwanese employees find stability meaningful, especially when they feel appreciated and needed. This need for stability is often valued over personal preferences.
辭職不僅僅是一個職業變動，它影響到一個人對忠誠、認同和穩定性的感受（穩定性）。許多台灣員工認為穩定是有意義的，尤其是在感受到被認可和需要的時候。對穩定的需求往往比個人偏好更被重視。
How to Explain It 如何解釋:
“There’s a strong cultural preference here for stability. Being asked to stay by my boss makes me feel valued, and it’s a way of showing mutual respect. It’s less about what I want as an individual and more about what we’re building as a team.”
「這裡對穩定性有強烈的文化偏好。老闆要求我留下來讓我感覺自己被重視，這也是一種相互尊重的表現。這不僅僅是關於我個人的願望，而更多是關於我們作為團隊正在建立的東西。」
Example: Westerners might think of staying in a job for stability reasons, such as long-term security, but in Taiwan, this choice is often tied to loyalty and the feeling of contributing to a team.
例子：西方人可能會因為穩定的原因留在一份工作中，比如長期的安全感，但在台灣，這種選擇通常與忠誠和對團隊的貢獻感有關。
5. Clarify That This Is Not About a Literal Restriction 澄清這並不是字面上的限制
Finally, it’s helpful to clarify that when you say, “My boss won’t let me quit,” you’re not being forced to stay. Instead, you’re navigating a web of social, emotional, and cultural factors that make leaving feel complicated.
最後，有必要澄清，當你說「我老闆不讓我辭職」時，你並不是被迫留下來的。而是你在處理一系列社會、情感和文化因素，這使得離職變得複雜。
How to Explain It 如何解釋:
“When I say, ‘My boss won’t let me quit,’ I mean that I feel loyalty to my team and my boss. It’s more about my own sense of responsibility and the complex relationships involved than an actual restriction.”
「當我說‘我老闆不讓我辭職’時，我的意思是我對我的團隊和老闆感到忠誠。這更多關乎我自己的責任感和複雜的人際關係，而不是實際的限制。」
Example: In Western contexts, “not being allowed” can sound restrictive. In Taiwan, it’s often an expression of respect, harmony, and personal values rather than a literal rule.
例子：在西方的語境中，「不被允許」可能聽起來像是一種限制。而在台灣，這通常是一種尊重、和諧和個人價值的表達，而不是字面上的規定。
ESF Joe
Vocabulary (Advanced Terms)
Collectivism (集體主義)
Definition: Prioritizing the group’s interests over individual preferences.
Example: "In collectivist cultures, team decisions are often made considering the group’s needs."
Hierarchy (階級制度)
Definition: A system where people are ranked according to status or authority.
Example: "Taiwanese workplaces often follow a strong hierarchy, influencing how employees interact with their superiors."
Conflict Avoidance (避免衝突)
Definition: The tendency to avoid disagreements or confrontations.
Example: "Due to conflict avoidance, employees might use indirect language to communicate discomfort."
Face-Saving (保存面子)
Definition: Actions taken to preserve reputation and avoid embarrassment for oneself or others.
Example: "In Taiwan, employees often prioritize face-saving to maintain harmonious relationships."
Stability (穩定性)
Definition: A preference for consistency and security, often prioritized in Taiwanese culture.
Example: "Many Taiwanese workers value job stability, especially when making career decisions."
Tenure (任期)
Definition: The length of time someone holds a position or job.
Example: "Some companies have unwritten rules about tenure, encouraging employees to stay for longer periods."
