外籍人士在台灣企業的職業發展

Abstract

本研究探討影響在台灣公司工作的外派專業人士適應與職業滿意度的因素，採用Black的外派適應模型、House的GLOBE理論及Andresen的多維適應模型。基於對60名外派人士的量化調查，研究發現自我效能顯著提升外派適應能力，而主管支持與職業留任高度相關。組織對高績效和持續改進的重視對工作滿意度有正向影響，但家庭適應與組織對家庭支持的影響在職業滿意度中有限。研究結果強調了個人及專業因素在塑造外派成果中的重要性，超越了家庭動態的影響。本研究建議通過培訓提升自我效能，促進主管參與，並使外派人員與高績效文化規範保持一致。通過挑戰關於家庭適應的假設並填補台灣特定研究的空白，本研究為改善外派體驗、提升組織競爭力以及推進全球人力資源管理實踐提供了可行的策略。

This study investigates the factors influencing expatriate adjustment and career satisfaction among professionals in Taiwanese companies, utilizing Black’s Expatriate Adjustment Model, House’s GLOBE theory, and Andresen’s Multidimensional Adjustment Model. Based on a quantitative survey of 60 expatriates, the findings reveal that self-efficacy significantly enhances expatriate adjustment, while supervisor support strongly correlates with career longevity. Organizational emphasis on high performance and continuous improvement positively impacts job satisfaction, yet family adjustment and organizational support for family adjustment show limited influence on career satisfaction. These results highlight the dominance of personal and professional factors over family dynamics in shaping expatriate outcomes. The study recommends fostering self-efficacy through training, promoting supervisor engagement, and aligning expatriates with high-performance cultural norms. By challenging assumptions about family adjustment and addressing a research gap specific to Taiwan, this research offers actionable strategies for improving expatriate experiences, enhancing organizational competitiveness, and advancing global human resource management practices.