組織資源在外派管理上重要性-兼論台灣企業的挑戰

Abstract

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Many Taiwanese organizations are expanding businesses globally, and the global operation raises the necessity to send headquarters employees abroad. The employees being sent by their employer to work in host entities (so-called “business expatriates”) are the main study groups. COVID-19 slowed down the number of expatriates in Taiwan and globally; however, the existing survey tells that international assignments will continue to rise after the pandemic. How the organization could support expatriates during their international assignment journey to achieve its business objectives is the core of this study. The following research pieces of theories relate to our core study. Lysgaard’s U-Curve explains the expatriate’s cross-cultural adjustment process. Conservation of Resources explains the important role of organizational resources to expatriates. The Vitamin Model explains the relationship between different organizational resources with employees’ well-being and job performance. After analyzing case companies, we find that organizations with a structured expatriation framework, hold a clear purpose of sending expatriates, provide expatriates with appropriate resources, and promote expatriation within the organization culture are better at managing expatriation. According to research information and case companies study, we conclude on the management challenges of Taiwanese companies such as lack of expatriation policy, employee lack of international exposure, and leader’s mindset. How to overcome the challenges is discussed in the conclusion of this study.