在這全球化競爭中，如何降低費用就成為企業生存必爭之地。台灣是以製造為重心的企業型態，故降低生產製造費用也成了台灣企業必經學習的歷程。所以多國籍員工的運用或是生產據點的外移就成為許多企業運用的方法。以本人在工廠管理十多年的經驗中，如何管理來自不同文化的多國籍員工，使其工作表現可較趨於一致，就成為本研究所研究方向。台南科學工業園區液晶產業C公司就符合此一條件，在多國籍員工中，如何在管理者的領導風格下，搭配直接作業人員的人格特質和工作滿意，討論是否對直接作業人員的離職傾向有影響，再加上人口統計變數的虛擬變數的討論。
本研究以台南科學工業園區液晶產業C公司為例，針對不同國籍(區域)的直接作業員工採用隨機抽樣的方式，共發出447份問卷，扣除無效與未填的問卷，共獲得419份有效的問卷，問卷有效達94%。
並以SPSS統計軟體驗證所提出的研究假設，實證結果如下所示：
1.不同國籍(區域)直接作業人員的離職傾向就領導風格而言，
沒有顯著影響。
2.不同國籍(區域)直接作業人員的離職傾向就人格特質而言，
在「開放性」有正向影響、在「認真性」有負向影響。
3.不同國籍(區域)直接作業人員的離職傾向就工作滿意而言，
在「外在滿意」有負向影響。
4.直接作業人員的國籍(區域)、年齡及教育程度對離職傾向而
言，在「年齡」有負向影響、在「婚姻狀況」有正向影響。
本研究期望透過研究發現可以提供企業在運用多國籍員工時制度選用的參考，進而使企業對多國籍員工的運用困擾降低以創造企業的藍海。

Under the influence of globalization, expenditure reduction has become a significant factor for a company’s existence. Learning to decrease manufacturing expense in production is necessary for Taiwanese firms since Taiwan is prominent in manufacturing. Today, the most common methods are using multinational employees and offshoring the production. The purpose of this study is to explore the impact of multinational employee management on workers’ consistent performance. Moreover, it tends to investigate the influence of the relationship of manager’s leadership styles and multinational operators’ characteristics and job satisfaction on turnover intention. Demographic variables, moreover, are also considered in the discussion.
C company, in the field of liquid crystal (LCD) industry located in Tainan Technology Industrial Park, was chosen as the research object, and the random sampling aiming multinational operators was taken to collect data. Total 447 copies of questionnaires were sent out, of which 419 returned mailings are valid, effective response rate at 94%.This study has adopted the SPSS to do data analysis. According to the result of verification analysis, the conclusions are summarized as follows:
1. Leadership styles have no significant impact on
turnover intention.
2. Personal attributes of operator have positive effect
on turnover intention; attributes of
conscientiousness have negative effect on turnover
intention.
3. Extrinsic satisfaction has a negative impact on
turnover intention.
4. Age is negatively related to turnover intention;
marriage status is positively related to turnover
intention.

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