因應目前中國高科技產業內需市場的崛起，和2014年中國推出「國家積體電路產業發展推進綱要」的政策，在高科技產業人才缺乏和中國政府強力扶植其產業的情況下，面對人才市場需求的強大拉力，台灣科技業人才赴中國之自發型外派者逐年增加，本研究透過質性研究的方式，進一步探討自發型外派者在中國的海外適應主要因素、工作移動現況、職涯滿意度與無疆界職涯間的關係。透過十位在中國科技業任職的個案訪談中，獲得以下結論：

命題1：自發型外派者之海外適應越好，無疆界職涯意願越高。
命題2：內、外部工作移動影響認知內、外部市場價值，與無疆界職涯成功有正向關係。即工作移動的次數越多，其認知內、外部市場價值越高，無疆界職涯成功機會越高。
命題3： 自發型外派者之職涯滿意度具備內在及外在因素，內在指職涯發展性、外在指薪酬及生活福利，滿意程度與無疆界職涯成功之發展呈正向影響關係。
命題4：自發型外派赴中國者，薪酬與職涯發展性越符合需求，無疆界職涯意願越高。

Due to the announcement of Outline of the Program for National Integrated Circuit Industry Development and the rise of the domestic demand market for high-tech industry in China, the number of Taiwanese self-initiated expatriates with technology background joining the employment market increases year by year. This study explores the main factors of cross-cultural adjustment in China, and the connections between work mobility, career satisfaction and boundaryless career success through 10 cases. There are four major findings in this study:

1. The better cross-cultural adjustment of the self-initiated expatriates they make, the higher willingness of boundaryless career they have.
2. A person’s perceived external and internal marketabilities increased by his or her internal and upward mobility between organizations, will increase the probability of success at boundaryless career.
3. Career satisfaction includes internal (career development) and external (salary and welfare) factors, and the satisfaction has a positive impact on the development of boundaryless career.
4. The factors of salary and career development will affect the willingness of boundaryless career of Taiwanese self-initiated expatriates.

中文部分
行政院主計總處(2018). 106年國人赴海外工作人數統計結果. https://www.dgbas.gov.tw/ct.asp?xItem=43612&ctNode=5624.2019/10/26檢索.
104人力銀行新聞中心(2019). 新聞稿2019-05-16.
https://corp.104.com.tw/index7983.html?m=news&mid=45. 2019/10/26檢索.
中華人民共和國商務部. 2019年1-6月全國吸收外商直接投資快訊.
http://www.mofcom.gov.cn/article/tongjiziliao/v/201907/20190702885883.shtml. 2019/10/26檢索.
經濟部投資審議委員會(2019). 107年12月核准僑外投資、陸資來臺投資、國外投資、對中國大陸投資統計新聞稿. https://www.moeaic.gov.tw/news.view?do=data&id=1326&lang=ch&type=new_ann. 2019年11月23日檢索.
經濟部國際合作處(2019). 今年全球半導體市場產值恐將微幅衰退. https：//www.moea.gov.tw/Mns/ietc/bulletin/Bulletin.aspx?kind=30&html=1&menu_id=17130&bull_id=5802 . 2019/11/23檢索.
王鼎鈞. (2015). 外派大陸台籍幹部離職傾向之研究─以廣東省電子業為例. 中原大學, Available from Airiti AiritiLibrary database. (2015年)
史惠慈與陳澤嘉. (2017). 臺灣在陸資國際投資佈局中的角色. 經濟前瞻(170), 111-118.
何子斌. (2014). 科技業台企吸引台籍員工外派珠三角地區之策略分析-以富士康企業為例. 中山大學, Available from Airiti AiritiLibrary database. (2014年)
吳欣蓓, 陸洛, 楊曉薇, & 林奇皓. (2013). 外派職涯承諾、文化智商與自願外派中國意願之關聯：家庭及組織支持的調節效果. [The Relationship between Personal-System Factors and Self-initiated Expatriates' Willingness Regarding Mainland China: Family and Organizational Support as Moderators]. 應用心理研究(59), 81-126.
吳欣蓓與陸洛. (2016). 自發型外派者的現身與文獻回顧. [Self-Initiated Expatriates- Their Emergence and a Critical Review of Current Literature]. 應用心理研究(65), 5-59. doi:10.3966/156092512016120065002
李忠原. (2014). 外派大陸服務業台商幹部留任意願相關因素之研究. 中山大學, Available from Airiti AiritiLibrary database. (2014年)
連詠晴. (2018). 再探外派主管的工作表現- 文化雙融的觀點. 中原大學, Available from Airiti AiritiLibrary database. (2018年)
郭毓容. (2018). 銀行業外派人員意願、態度及適應力之研究：以外派上海地區為例. 中興大學, Available from Airiti AiritiLibrary database. (2018年)
陳定宇. (2019). 你適應了嗎? 主管部屬交換關係、正向心理資本與外派適應關聯性之研究. 淡江大學, Available from Airiti AiritiLibrary database. (2019年)
陳宛楡. (2016). 我國外派亞洲新興市場中高階經理人跨文化適應之研究. 臺中科技大學, Available from Airiti AiritiLibrary database. (2016年)
陳欣琪, 蔣娉華, & 劉念琪. (2018). 科技不確定性、工作不安全感與工作壓力：以無疆界職涯傾向為調節變項. [The Relationship Between Technology Uncertainty, Job Insecurity, and Job Stress: Boundaryless Career as a Moderator]. 東吳經濟商學學報(96), 67-97.
鄧建邦. (2007). 彈性下的限制：理解中國台幹的跨界工作流動與生活安排. [Constraints on Flexibility-Understanding Transnational Mobility and Living Arrangements of Taiwanese Highly Skilled Migrants in China]. 研究台灣(3), 1-36. doi:10.6456/jts.200712.0001
鄧建邦. (2018). 外派工作者的優勢身份變遷：以中國大陸台籍年輕工作者為例. [Privileged Migrant Transformation: Young Taiwanese Skilled Migrants in China]. 國家發展研究, 18(1), 73-109. doi:10.6164/jnds.201812_18(1).0003
顧鳳姿. (1993).資訊業駐外經理海外適應之研究.國立政治大學企業管理研究所未出版博士論文.

英文部分
Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence： Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and organization review, 3(3), 335-371.
Arthur, M. B., & Rousseau, D. M. (1996). The boundaryless career： A new employment principle for a new organizational era. New York. Oxford University Press.
Awbrey, S. M., (2007). The Dynamics of Vertical and Horizontal Diversity in Organization and Society, Human Resource Development Review, 6(1), 7-32.
Banai, M. & Harry, W. (2004). Boundaryless global careers： The international itinerants. International Studies of Management and Organization, 34(3), 96-120.
Black, J. S., (1988). Work Role Transitions： A Study of American Expatriate Managers in Japan, Journal of International Business Studies, 19(2)： 277 -294.
Black, J. S. & Stephens, G. K. (1989). The influence of the spouse on American expatriate adjustment in Pacific rim overseas assignments. Journal of Management, 15, 529-544.
Black, J. S., Mendenhall, M., & Oddou (1991).Toward a comprehensive model of internation of adjustment：An intergration of multiple theoretical perspectives. Academy of Management Review, 16, 291-317.
Bidwell, M., & Mollick, E. (2015). Shifts and Ladders ： Comparing the Role of Internal and External Mobility in Managerial Careers. Organization Science, 26(6), 1629-1645. Journal of international
Church, A. T., 1982, Sojourner Adjustment, Psychological Bulletin, 91(3), 540-572.
Eby, L. T., Butts, M., Lockwood, A., (2003). Predictors of Success in the Era of the Boundaryless Career, Journal of Organizational Behavior, 24(6), 689-708.
Feldman, D. C., & Ng, T. W. H. (2007). Careers： Mobility, Embeddedness, and Success. Journal of Management, 33(3), 350-377.
doi：10.1177/0149206307300815
Gattiker, U. E., Larwood, L., (1986). Subjective Career Success： A Study of Managers and Support Personnel, Journal of Business and Psychology, 1(2)： 78-94.
Greenhaus, J. H., Parasuraman, S., and Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33, 64–86.
Howe-Walsh, L., & Schyns, B. (2010). Self-initiated expatriation： Implications for HRM. The International Journal of Human Resource Management, 21(2), 260-273.
Inkson, K., Arthur, M., Pringle, J., & Barry, S. (1997). Expatriate Assignment versus Overseas Experience： Contrasting Models of International Human Resource Development. Journal of World Business, 32(4), 351-368.
Johnson, C, D., 2001, In Search of Traditional and Contemporary Career Success： What's an African American Male to Do? Unpublished Dissertation, University of Georgia.
Kondratuk, T. B., Hausdorf, P. A., Korabik, K., & Rosin, H. M. (2004). Linking career mobility with corporate loyalty： How does job change relate to organizational commitment? Journal of Vocational Behavior, 65(2), 332-349. doi：10.1016/j.jvb.2003.08.004
Lovingood, D. F. (1995), A study of reported relationship between adjustment problems and job relocation to America for foreign expatriate. Doctoral Dissertation, Peabody College of Vanderbilt University.
Lysgaard, S. (1955). Adjustment in a foreign society： Norwegian Fulbright grantees visiting the United States. International Social Science Bulletin, 7, 45-51.
Ng, T.W.H., Eby, L.T., Sorensen, K.L.& Feldman, D.C. (2005), Predictors ofobjective and subjective career success：a meta-analysis. Personnel Psychology, 58, 367-408.
Nicholson, N., & West, M. (1988). Managerial Job Change： Men and Women in Transition： Cambridge University Press.
Richardson, J. (2006). Self-directed expatriation：Family matters”. Personnel Review, 35(4), 469-486.
Richardson, J., & McKenna, S. (2003). International experience and academic careers. Personnel Review, 32(6), 774-795.
Richardson, J., & McKenna, S. (2006). Exploring Relationships with Home and Host Countries. A Study of Self-directed Expatriates. Cross Cultural Management, 13(1), 6-22.
Richardson, J. & Zikic, J. (2007). The dark side of an international academic career. Career Development International, 12, 164186.
Robbins, S. P. (1998). Organizational Behavior: Concepts, Controversies, Applications. New Jersey: Prentice-Hall.
Shaffer, M. A., Harrison, D. A., Gilley, K. M., (1999), Dimensions, Determinants, and Differences in the Expatriate Adjustment Process, Journal of International
Business Studies, 30(3), 557 -581.
Sicherman, N., & Galor, O. (1990). A theory of career mobility. Journal of Political Economy, 98(1), 169-192.
Stumpf, S. A. (2014). A longitudinal study of career success, embeddedness, and mobility of early career professionals. Journal of Vocational Behavior, 85(2), 180-190. doi：10.1016/j.jvb.2014.06.002
Sullivan, S. E., & Arthur, M. B. (2006). “The evolution of the boundaryless career concept：Examining physical and psychological mobility.” Journal of Vocational Behavior, 69, No. 1, 19-29.
Sullivan, S. E., & Baruch, Y. (2009). “Advances in career theory and research： A critical review and agenda for future exploration.” Journal of Management, 35, No. 6, 1542-1571.
Suutari, V., & Brewster, C. (2000). Making Their Own Way： International Experience through Self-initiated Foreign Assignments. Journal of World Business, 35(4), 417-436.
Suutari, V. (2003). Global managers： Career orientation, career tracks, life-style implications and career commitment. Journal of Managerial Psychology, 18(3), 185-207.
Tharenou, P. (2010). Women’s self-initiated expatriation as a career option and its ethical issues. Journal of Business Ethics, 95(1),73-88.
Whitman, M. F. & Isakovic, A. A. (2012). Can Personality Traits Influence International Experience Success and Stress Management Strategies of Organizational and Self-Initiating Expatriates? The Journal of Global Business Management, 8(1), 102110.