隨著國際化的興起以及兩岸交流的頻繁，愈來愈多台灣企業於中國大陸設有子公司。因此，外派人員之重要性亦隨之提升。當跨國企業之外派人員面臨不同的文化、工作環境、生活型態以及家人遠在家鄉等等因素，組織支援以及相關訓練如何協助其駐外適應成為一項重要的課題，亦是維繫外派人員成敗因素之一。
本研究採用質化訪談之方式，於製造業以及科技業共計訪談7位外派人員，其中3人同時兼具人力資源工作者身分，並得到以下結論：
1. 派駐前對於海外任務有充分認知者有助於駐外調適。
2. 母公司提供當地之飲食安排、住宿安置為不可或缺之支援。
3. 安排當地導師支援為成效極大之組織支援。
4. 家庭調適為影響外派者之駐外調適最大因素，企業應於家庭補助、安置方面提供更多相關支援。
5. 母公司於外派人員派駐前提供透明化資訊，包括海外工作、生活環境，有助於外派者之跨文化調適。

With the rise of the internationalization and the frequent exchanges between Taiwan and China, more and more Taiwanese companies established subsidiaries in China. Therefore, the importance of expatriates has also increased. When the expatriates in multinational corporations confront different cultures, working environments, lifestyles, even the loneliness that family members are far from them, how can the organization provide effective support and training become a crucial issue, and it also determines the success or failure of the expatriate.
This study conducted a qualitative interview, interviewed 7 expatriates in manufacturing and technology industries in total. In the meantime, 3 of them also play the role of human resource workers. The conclusions of this study are as follows:
1. Having sufficient cognition of the overseas assignment before the relocation has a positive impact on the oversea adjustment of expatriates.
2. It is necessary that parent companies arrange local diet and accommodation for expatriates.
3. Home office support (mentor) is the most effective and indispensable support.
4. Family adjustment is the most important factor that affects the oversea adjustment of expatriates, thus parent companies should provide more relevant subsidies and allowances.
5. It is helpful for expatriates if parent companies provide more information about the working and living environment of the host country before their relocation.

Table of Contents
Approval Page i
中文摘要 ii
Abstract iii
Table of Contents iv
List of Figures vi
List of Tables vii
Chapter 1 Introduction 1
1.1 Study Background 1
1.2 Study Purpose 2
1.3 Study Process 2
Chapter 2 Literature Review 5
2.1 Expatriate 5
2.2 Cross-cultural Adjustment 8
Chapter 3 Methodology 13
3.1 Conceptual Framework 13
3.2 The Definition of Variable 14
3.3 Measure and Data 16
3.4 Interviewee Information 17
3.5 Research Restriction 20
Chapter 4 Case Analysis 21
4.1 The Analysis of Culture Shock 21
4.2 Career Planning Support and Cross-cultural Adjustment 25
4.3 Home Office Support and Cross-cultural Adjustment 27
4.4 Financial Compensation Support and Cross-cultural Adjustment 30
4.5 Partner and Family Assistance and Cross-cultural Adjustment 32
4.6 Other Support and Cross-cultural Adjustment 37
4.7 Cross-cultural Training and Cross-cultural Adjustment 39
Chapter 5 Conclusion and Suggestion 42
5.1 Conclusion 42
5.2 Suggestion 45
References 47
Appendix 1 51
Appendix 2 53

Chinese Part
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2. 林瑞賢，2010，跨國性企業外派人員規劃與外派訓練及外派績效之關聯性研究，真理大學應用資訊學系碩士班碩士論文。
3. 張媁雯、洪小惠，2011，「國際人才與跨文化訓練」，國家文官學院，T&D飛訊第126期。
4. 陳明田，2012，外派大陸主管返台工作經驗之敘說，國立中山大學高階經營碩士班碩士論文。
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7. 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博士論文。







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