本研究欲了解那些擁有海外工作經驗者，對於一般多國籍企業在選擇外派人選時，他們與一般人不同的優勢之處。這裡將海外工作經驗定義為支薪與非支薪兩大類，支薪的海外工作經驗泛指曾經到紐、澳參與打工度假或是暑期到美國打工的族群；非支薪的海外工作經驗泛指國際志工的族群。利用成功派外人員之特性、五大人格特質、文化接受度與一般適應等四大變數，來探討這些海外工作經驗的相關特性。
研究變數資料是以線上問卷方式取得，對象主要是來自筆者本身過去在澳洲打工度假時認識的友人為主，在加上今年筆者到國外擔任志工的志工朋友，回收得有效樣本總共是199份，透過因素分析、描述性統計分析與多變量分析等方式來驗證本研究之假設。
研究結果發現，海外工作者的兩種族群：打工旅遊與國際志工在人格特質方面有極高的一致性而且是適合外派的，至於在生活、工作與文化適應方面，則是以三個月以內的國際志工與三個月以上的打工旅遊者有較高的適應性，若未來有派外工作機會，他們會是比較合適的人選。本研究之結果有助於未來當公司在招募時，對於擁有海外非正式工作者經驗者，有更進一步的了解他們比一般人優勢所在。

When the multinational enterprises are looking for the people for expatriate，the research would like to know those who has the experience of working overseas，what’s their advantages? The definition of working overseas are paid and non-paid work. Paid work means working holiday in Australia and New Zealand，or working in U.S.A；non-paid work means the international volunteers. We’ll use four variables：the characteristics of successful expatriates、big-five factor personality、cultural acceptance and adaptation to discuss the correlation.
The data is from my3q on-line questionary, most of the people who fill it are my friends I knew when I was in Australia. As to the data from volunteers，they are also my friends when I was doing the volunteer job in Philippine this February. Total valid samples I collected was 199，using the statistic methods: factor analysis、descriptive statistic analysis and MONOVA analysis to verify the assumption of the research.
The result reveals that the two different groups of working overseas：working holiday and international volunteers have highly consistence in personality and they are suitable for expatriate. As to the life、work and culture adaptation，the international volunteers working under three months and working holiday over three months have highly adaptive. In the near future，they would be the first priority. The research could help the company when they start recruiting，they would understand more about these people who has the experience of working overseas.

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