International work experience has gained increasing significance and is widely recognized as a vital asset for multinational companies and also for individuals. The competitive advantage for firms is competing in the global marketplace and for expatriates in developing their careers. For expatriates, cross-cultural adjustment is the key factor toward organizational involvement. International assignments constitute an important set of work experiences and how expatriate adjustment with host culture through the knowledge sharing.
The main purpose of such policy is to help knowledge workers create important business knowledge, to organize it, and to make it available whenever and wherever it is needed in the companies (Griffith, Zeybek, & O’Brien, 2001). Knowledge sharing is the process in which individuals mutually exchange their implicit and explicit knowledge and jointly create new knowledge. Knowledge sharing plays a critical role in the development of the company and in order to differentiate themselves with others, to achieve the updated technology and to increase individual performance, knowledge sharing should implemented gradually that will support to anyone who work abroad. In addition, this current study would like to assess whether factors that significantly influence to the effectiveness of expatriate such as: cultural intelligence and emotional intelligence, how the expatriate can adjust well with host culture through the knowledge sharing, and the moderating effect of psychology contract. The study especially wants to explore the factors affecting knowledge sharing and to see the improvement of employees’ performance after receiving knowledge sharing.
210 questionnaires from expatriate respondents in Taiwan business companies were used for the thesis investigation with the support of the software SPSS 15.0 and Amos 15.0. Multiple regression analysis also was used to assess the relationships in the model.

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