論文題目: 外派薪資設計對外派意願的影響程度-以台商外派大陸為例
研究生:郭昱安
指導教授: 趙必孝 博士

隨著商業環境競爭越來越激烈，企業要尋求發展紛紛前往不同國家地區發展。因此，這也意味著企業對於能在各個國家區域移動的外派人員需求是越來越高。外派人員身肩重要的角色，代表公司做技術移轉或是新地區的開發，是公司不可或缺的人力資源。近幾年來，中國大陸經濟起飛，台灣跟中國大陸的商業互動也越來越頻繁，因為台灣與中國大陸擁有相似的歷史背景、文化和語言，在外派薪資設計上，與西方的外派薪資設計理論不盡相同。
此研究欲探討外派薪資設計對於外派意願的影響程度，僅以台灣公司外派到中國大陸為例，研究公司設計外派薪資的立場想法以及外派員工的需求想法，更延伸探討未來台灣到中國大陸的外派薪資設計的趨勢與發展。

In an era of increasing competition, many organizations seek growth through expansion into foreign markets. And it means there is more and more growth in need of the organizations to transfer skills and develop organizational staff. The use of expatriate is an important human resource option which enables skill transfer and the development of new market. There are more interactions between Taiwan and Mainland China with the rapid growth economics in Mainland China in the recent years. It still has the difference in designing the expatriate compensation compared to the western theory due to the similar history background, culture and language.
This study is to explore how the design of the expatriate compensation affects the willingness of expatriation in the case of the Taiwanese expatriates to Mainland China. It tends to understand the company and employee’s view through the questionnaire in the design of the expatriate compensation. Furthermore, it will try to understand the future trend and development of the expatriate compensation from Taiwan to Mainland China.

Contents
謝誌 iii
Abstract iv
摘要 v
Chapter 1 Introduction 1
1.1 Research Background 1
1.2 Research Motivation 3
1.3 Research Objectives 4
1.4 Research Procedure 5
CHAPTER 2 Literature Review 6
2.1 Willingness of Expatriation 6
2.2 Expatriate Compensation 9
2.2.1 Approaches to International assignee compensation12
2.2.2 The Structure of expatriate compensation 20
CHAPTER 3 RESEARCH METHODS 21
3.1 Research Structure 21
3.2 Qualitative and Quantitative Research 21
3.2.1 Qualitative Research 21
3.2.2 Quantitative Research 22
3.3 Data and Samples 23
3.3.1 The Case profile 23
3.3.2 The Questionnaire 24
CHAPTER 4 ANALYSIS AND FINDINGS 26
4.1 The analysis of Qualitative Analysis 26
4.1.1 Expatriate Compensation 26
4.1.2 Willingness of expatriation 35
4.2. Analysis of Quantity research 43
4.2.1 Correlation analysis and Reliability Analysis 43
4.2.2 SEM Analysis 44
CHAPTER 5 CONCLUSION AND SUGGESTION 50
5.1 Conclusion 50
5.2 Suggestion and Managerial Implication 51
5.3 Research Limitation and Future Research Suggestions 52
5.3.1 Research Limitation 52
5.3.2 Future Research Suggestions 52
Reference I
Appendix 1 VI

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