本研究欲了解探討影響外派人員跨文化適應的原因及其所造成之結果。內容主要可分為三大部分。首先針對「個人特性」中之「能力因素」、「文化因素」與「職涯因素」對於外派人員「跨文化適應」的影響。接著探討「人力資源管理政策」與「跨文化適應」間的關係。然後探討「跨文化適應」與「跨文化適應之結果」之影響。最後，以「人格特質」來探討對「個人特性」及「人力資源管理政策」與「跨文化適應」之間所可能產生之調節作用。
　　研究變數資料的取得主要來自郵寄問卷，並以網路問卷為輔。研究對象為外籍企業派任至台灣與台灣籍企業至海外赴任之經理人，回卷之有效樣本為201份。分別透過因素分析、相關分析及迴歸分析來探討各變數間的關係。經由實證分析，本研究之結果如下：
　　一、跨文化適應為多重構面的概念，可分為一般性、工作性及互動性適應等三類。
　　二、若外派人員擁有較佳的人際關係能力、採取整合的涵化態度、對外派任務抱持著無疆界職涯的想法及知覺較多的組織支持時，會對其跨文化適應的情形有顯著地幫助。而專業技術及管理技能、過去跨文化經驗、權變的績效獎酬制度及在地主國的師徒制度等因素，對跨文化適應則有部分地影響。
　　三、開放性及外向性的人格特質並無法在個人特性及人力資源管理政策與跨文化適應之間產生調節效果。
　　四、若外派人員的跨文化適應情形愈好，愈不會有提早歸國或離職的念頭及行動，愈可以將公司所託付的任務順利完成。另外，若外派人員愈能有效地適應新環境，有效降低緊張及壓力，將會增加其對組織及外派任務的滿意度。
　　本研究主要的貢獻分述如下。首先，再度證實了跨文化適應為一多重構面的概念。再者，於本研究之中，嘗試對某些尚未被實證檢驗過的變數加以分析，例如管理上的足智多謀、專業技術及管理技能、涵化的態度、無疆界職涯的想法、任期重疊及權變的績效獎酬制度等對跨文化適應的影響。另外，本研究嘗試提出一完整的架構，欲徹底了解造成跨文化適應的原因及所造成之結果，可提供給後續學者一思考方向。

　　This study is designed to better understand the antecedents and consequences of expatriate adjustment in an international assignment. This research can be divided into three parts. Firstly, the interrelationships between expatriate’s cross-cultural adjustment with his/er personal capacity, cultural orientation, boundaryless concept, as well as organizational human resource policies were examined. Secondly, two personality variables, namely openness to experience and extroversion were employed to test the potential moderating effects within the above relationships. Finally, the impact of cross-cultural adjustment on expatriate’s perceived satisfaction was also investigated.
　　Data are collected from mailing and internet-based questionnaires. There are two types of respondents: Taiwanese expatriates in foreign countries and foreign expatriates stationed in Taiwan. 201 valid questionnaires were gathered and input into the analysis. Through factor analysis, correlation analysis and hierarchical regression, the results show that: (1) Expatriate adjustment is a multidimensional construct consisting of three factors, namely general adjustment, work adjustment and interaction adjustment. (2) The positive impacts of expatriate’s interpersonal skills, acculturation attitudes, boundaryless careers, as well perceived organizational support on his/er cross-cultural adjustment were supported. On the other hand, the influence of foreign assignee’s managerial and technical competence, past cross-cultural experience, as well as firm’s pay policy and on-site mentoring on his/er adjustment” were partly supported. (3) The expected moderate effects of expatriate’s personalities were not found. (4) The extent to which expatriates can appropriately adjust to foreign environment will have stronger effect on their attitude of job satisfaction and intention to return to home country on schedule.
　　The main contributions of this research can be stated as follows. Firstly, our findings support the multidimensional construct of cross-culture adjustment. Secondly, some of the variables, such as managerial resourcefulness, acculturation attitudes, and boundaryless careers were examined tentatively among the relevant research. Finally, a preliminary model of cross-culture adjustment was proposed. Academics and practitioners, therefore, can have better knowledge about the antecedents and consequences of expatriate cross-cultural adjustment.

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