我國之企業隨著經濟成長，面臨土地價格、勞工成本上升以及勞工短缺等投資因素的轉變，逐漸興起海外投資之風潮，更多的企業移往國外，產生新的人力資源管理課題，主要是如何管理派外人員。本研究擬探討甄選標準、教育訓練（含一般性教育訓練與跨文化教育訓練）、薪資與福利對海外生活適應的影響；以及上述三項因素對於海外派遣人員績效表現之影響，並深入探討不同的海外派遣國家於上述各變數間之差異，以提供國內企業於海外派遣計劃實施時的參考。在此，僅將本研究之結果摘要列示如下：

1.派外人員學歷高、語言能力佳、中年、派駐期間長者，在海外適應與工作上有較佳之表現。而女性派外人員在面對派外任務時，常面臨了工作與家庭之兩難。
2.我國企業於甄選派外人員時所著重之甄選標準與派外人員心中認定之重要甄選標準是為契合，但在派外人員教育訓練上仍需努力，以求得派外人員適應程度與工作績效之提昇。
3.甄選標準中『心理與生理狀態』因素有助於生活環境適應，『個人能力』因素有助於各適應程度與工作績效，而『個人意願與家屬的支持』因素僅有助於工作環境之適應。
4.教育訓練中『語言與管理才能訓練』因素有助於各海外適應程度與海外工作績效之表現，『技術、產品、理念訓練』則有助於工作環境適應與工作績效，『跨文化訓練』因素則有助於生活環境適應與工作績效之表現。
5.薪資水準與派外福利較高之派外人員在適應程度與工作表現上均較佳，有家人隨行以及隨行家人福利高之派外人員在適應程度與工作表現上也有較佳之結果。
6.派外人員海外工作環境適應程度對其工作績效有顯著且正面之影響，而海外生活環境適應程度對工作表現則無影響。
7.不同適應程度的派外人員在跨文化訓練與作績效上有顯著差異，而其他構面上則在某些因素下有差異，某些因素下則無差異。
8.不同派駐國之派外人員在『心理與生理狀態』、『語言與管理才能訓練』、『技術、產品、理念訓練』、『跨文化訓練』與『海外工作環境適應程度』等因素有顯著差異，在其他因素上則無顯著差異。

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