隨著台灣經濟的快速成長，自90年代以來，我國企業正快速向海外擴增投資，亦即企業朝全球化發展，派外人員的角色益形重要。這些派外人員能否在派駐國有良好的調適，會影響其駐外工作的成敗。國內有關海外派遣的研究，大部分專注於遴選、適應與回任問題之探討，甚少的研究是將派外意願與派外適應作相關的連結。因此，本研究擬將整合公司派外支持政策、派外人員的派外態度、文化差異、派外意願與派外適應成為一個完整的模型來探討其間的關係。

　　本研究目的將探討： 1.派外政策、派外態度、文化差異對派外意願與派外適應的影響。 2.實證探討企業派外支持政策、企業幹部派外態度、文化差異是否會透過派外意願的中介效果而影響派外適應。 3.探討不同個人特性在派外政策、派外態度、文化差異、派外意願及派外適應上是否有顯著差異。

　　本研究以中華民國國籍的外派人員為研究對象，共回收有效問卷140份，使用SPSS For Windows 10.0 統計軟體進行探索性因素分析、敘述統計分析、變異數分析、複迴歸分析，以驗證文獻探討所提出的假說。研究結果發現， 1.派外經理人的派外態度會顯著正向的影響其派外意願。 2.派外經理人的派外意願會顯著正向的影響其派外適應。 3.企業派外支持政策、派外經理人的派外態度、文化差異會顯著正向的影響派外幹部的派外適應。

　With its rapid economic growth, Taiwan has seen its enterprises moving speedily to expand and increase their investments abroad since the 1990s. As they develop globally, the roles of their expatriates are becoming remarkably significant. Whether the expatriates are able to adjust to a foreign business environment will have an impact on their assignments. In Taiwan, the studies on expatriates are mostly focused on selection, adjustment and post resumption. Few of them deal with the relationship between expatriate intent and expatriate adjustment. Therefore this study is intended to integrate company expatriate policies, expatriate attitudes, cultural differences, expatriate intent and expatriate adjustment into a complete model to explore their relationship.

　This study aims to discuss: 1. the impacts expatriate policies, expatriate attitude and cultural differences have on expatriate intent and expatriate adjustment. 2. whether expatriate policies, expatriate attitudes and cultural differences affect expatriate adjustment through the intervene of expatriate intent. 3. whether there are significant differences among expatriate policies, expatriate attitudes, cultural differences, expatriate intent and expatriate adjustment in terms of individual characteristics.

　The study treats expatriates who hold ROC nationality as its subjects. Data of total 140 questionnaires were analyzed by SPSS For Windows 10.0. There are three major findings: The expatriate attitude of expatriate managers is positively related to the expatriate intent. The expatriate intent of expatriate managers is positively related to the expatriate adjustment. The expatriate policy, expatriate attitude of expatriate managers, and cultural difference is positively related to the expatriate adjustment.

ㄧ、中文部分

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