In response to significant concerns about the job retention rate of foreign labourers working in the new environment, this dissertation aims to investigate the impact of cultural competencies on migrant workers’ intention to stay in Taiwan. The research also seeks to investigate the function of behavioural and psychological factors in the accommodation and adjustment of migrant workers to a new cultural context. The current dissertation proposes and tests two theoretical models using a survey instrument administered to a total of 1,303 Vietnamese migrant workers who are working in the manufacturing industry in Taiwan under the labour export programme. Study 1 involved 636 respondents introduces a moderated mediation model by examining the mediating role of sociocultural adaptation and job satisfaction in the link between cultural competence and intention to stay. It also investigates if local language proficiency and length of residence moderate the association of cultural competence and sociocultural adaptation. Study 2 included 667 respondents explores the role of perceived discrimination and psychological adaptation in a serial mediation model. This research enriches existing literature with further conceptual understanding of migrant workers’ adaptation and settlement in a new cultural setting by including various variables of social-cultural, psychological, behavioural, and situational factors in mechanism effects which are related to intention to stay. In addition, the research reports and discusses the explanatory power results of the two models. Among pioneering pieces of research on the experiences of low-skilled migrant workers under a labour export programme, this work further contributes to various theories of cultural competencies in the psychological and behavioural sciences in some critical ways. Theoretically, the studies bring to literature on psychological and behavioural management by exploring the impact of cultural competencies such as cultural intelligence and cross-cultural adjustment on intention to stay as well as examining how job satisfaction, sociocultural adaptation, perceived discrimination, and psychological adaptation work in this relationship. The findings provide further insight into the influence of cross-cultural adjustment on migrant laborers’ intention to stay via the serially-mediating roles of perceived discrimination and psychological adaptation and parallel mediation of sociocultural adaptation and job satisfaction. Practically, the findings of the studies provide implications for both sending and receiving governments to implement appropriate and effective management policies for migrant labourers, which highlight the importance of social-cultural training and orientation for migrant workers. Furthermore, the studies address current concerns regarding the rate of job retention among migrant workers participating in labour export programmes. Its findings provide policymakers, human resource practitioners, and employers with additional evidence to improve and effectively maintain their foreign labour force.

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