本研究首先針對個人在生命階段的生涯規劃，會因為各種因素而影響其對自我生涯的期許與規劃，而不可忽略的環境因素作用力，對生涯發展的狀況與組織環境的相關聯性、相交互性，及其互動關係所造成影響的探討。
由於商業與市場競爭的激烈已擴大至全球化，因此企業為因應全球化的據點戰略及經濟佈局觸角，擴散至母國以外的世界各地，因此接連而來的大量外派人員趨勢乃接踵而至，台灣在最近10年內亦因此趨勢的推進大量往大陸發展，台商企業員工之外派大量也快速增量中，外派人員肩負海外子公司經營績效的重責，所以必須快速適應外地的生活習性，此時組織支援的程度影響甚深。
本研究從「僱用關係」、「組織因素」、「個人因素」等重要文獻探討，配合心理契約文獻主軸及組織因素中，不同的文化背景及跨文化的適應及個人因素中，自我成長的期許及前程發展的模式，以年齡別、職位別等構成層級區分，進行訪談題目的設計與資料的分析，並充份運用實際外派的個案，實際進行訪談，作成本研究之結論。
本研究發現員工與組織間的觀點與需求，從員工認同公司據點佈局的角度，去做心理準備，其與組織間的互動能較能順暢及成功，且高階員工較能理解於組織中必須配合扮演的角色，因此一開始毫無心理準備，但一接受指令亦能快速調整心態，積極對應克服萬難達成任務。
本研究結論，接受外派任務的員工都能肯定外派為能力訓練、培養國際觀的機會，但不約而同也認為母公司的支援．及提供的各項要素能夠符合外派者的需求，更可大大降低生涯發展的不確定感，也可提升員工與組織之間僱用關係的正向發展。

First of all, the study is aimed at individual career plans being affected by various factors. Among which, we would like to research the relations and interactions between environment factors, such as organization conditions, and individual career development.
Owing to keen market competition, a large number of businesses have to dispatch some employees abroad to achieve global stronghold strategy and economic arrangement. Also in Taiwan within ten years, there are more and more business employees being sent to Mainland China on a mission. They are in the main charge of operating the overseas subsidiary; therefore, they need to get used to the local customs and lifestyle as soon as possible. In the meantime, the support of the organization plays quite an important role.
According to employee relations, organization and individual factors combining different cultural backgrounds, cross-cultural adaptation and self-anticipation, we design a questionnaire classified by ages and positions and even exercise actual case studies to come to the conclusion of the study.
We find that the more the employees recognize their company’s development and arrangement, the more successful and smoother interaction between them and their organization would exist. As well, the high-level employees could better realize what parts they must play and do their utmost to accomplish any challenge even though they might be not well-prepared in advance.
To sum up, those international staff not only take such opportunity as a kind of ability training and international outlook extension, but also believe that the favorable conditions offered by the parent company will greatly lower their insecurity on the career development and promote the positive employee relations.

第一章 緒論 ………………………………………………………… 1
第一節 研究動機 ………………………………………………… 1
第二節 研究目的 ………………………………………………… 2
第二章 文獻探討 …………………………………………………… 3
第一節 僱用關係 ………………………………………………… 3
第二節 組織因素 ………………………………………………… 5
第三節 個人因素 ………………………………………………… 6
第三章 研究方法 …………………………………………………. 13
第一節 研究架構 ……………………………………………… .13
第二節 研究設計………………………………………………… 14
第三節 研究限制………………………………………….…... 15
第四節 資料分析…………………………………………...…. 15
第四章 個案描述 ..………………………………………….….. 17
第一節 L先生/ C先生 …………………………………….…… 17
第二節 W先生/ Y先生 …………………………………….….. 18
第三節 .H先生/ A先生 …………………………………..….. 19
第五章 結果分析 ……………………………………………..…. 21
第一節 個人因素 ………………………………………….….. 21
第二節 組織因素 ………………………………………..….… 30
第三節 僱用關係 ……………………………………………... 38
第六章 結論與建議 …………………………………….…..…… 43
第一節 結論 ………………………………………….……….. 43
第二節 建議 ………………………………………….……….. 44
參考文獻 ………………………………………………….……….. 46
附錄一訪談主題 .…………………………………………………… 51
附錄二訪談內容逐字稿 ………………………………………52 ~ 133

目錄
圖1 前程循環示意圖(黃英忠，2003) ……………………………. 8
圖2 前程發展階段示意圖(黃英忠，2003) ……………………… 9
圖3 觀念性架構圖 ………………………………………………… 13
圖4 資料分析流程圖 ……………………………………………… 15

表目錄
表1 受訪者基本資料彙整表 ……………………………………… 20

中文
Patton, M. Q. (1995) 。質的研究與評鑑。(吳芝儀、李奉儒譯)。台北：桂冠圖書公司。
余朝權（1992），成敗一念間，台北：遠流。
唐遠榮（1985），論專業人員的生涯策略與職業導向，企銀季刊，8卷3期，頁54。
席玉蘋（1998），你的生涯錨落點正確嗎？天下雜誌，286期，頁104-105。
張添洲（1999），組織生涯管理基礎－生涯之錨定位，勞工行政，133期，頁52-56。
黃英忠（2003），人力資源管理（第二版），台北：三民書局。
楊朝祥（1989），生計輔導－終身的輔導歷程，行政院青年輔導委員會。
劉念琪（1991），高科技公司研究發展人員隻生涯導向與個人績效關聯，國立台灣大學碩士論文。
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。

英文
Argyris, C. 1960. Understanding organizational behavior. Homewood, IL: Dorsey.
Arvey, R.D., Bhagat, R.S. & Salas, E. 1991. Cross-cultural and cross-national issues in personnel and human resources management: where do we go from here?. (In G.R. Ferris & K.M. Rowland Eds.). Research in Personnel and Human Resources Managemen., 9: 367-407. Greenwich, CT: JAI Press.
Aycan, Z. 1997. Acculturation of expatriate managers: A process model of adjustment and performance. (In D. Saunders & Z. Aycan Eds.) New approaches to employee management, l: 1-40. Greenwich, CT: JAI Press.
Bailyn, L. 1980. Living with Technology: Issues at Mid-Career. Cambridge, MA: MIT Press.
Black, J.S., Mendenhall, M.E., & Oddou, G. 1991. Toward a comprehensive model of international adjustment. Academy of Management Review, 16: 291-317.
Borstorff, P.C., Harris, S.G.. & William, F.G. 1997. Who will go? A review of factors associated with employee willingness to work overseas. Human Resource Planning, 20: 29-40.
Brett, J.M. & Stroh, L.K. 1995. Willingness to relocate internationally. Human Resource Management, 34: 405-423.
Delong, T. J. 1982. Reexamining the career anchor model. Personnel, 59: 50-63.
Derr, C. B. 1986. Managing the New Careerists. San Francisco: Jossey-Bass.
Eisenberger, R, Fasolo, P., & Davis-LaMastro V. 1990. Perceived organizational support and employee diligence, commitment and innovation. Journal of applied psychology, 75: 51-59.
Erikson, E. H. 1963. Childhood and Society. New York: Norton.
Farnsworth, E.A. 1982. Contracts. Boston, MA: Little Brown.
Ginzberg, E., Ginsburg, S. W., Axelrad, S., & Herma, J. L. 1951. Occupational Choice: An Approach to A General Theory. New York: Columbia University Press.
Gomez-Mejia, L. & Balkin, D.B. 1987. Determinants of managerial satisfaction with the expatriation and repatriation process. Journal of Management Development Studies, 6: 7-17.
Guzzo, R.A., Noonan, K.A., & Elron, E. 1994. Expatriate managers and the psychological contract. Journal of Applied Psychology, 79: 617-626.
Hall, D. T. 1976. Careers in Organization. Sante Monica, Calif: Goodyear Publishing.
Herr, E. L. & Cramer, S. H. 1992. Career Guidance and Counseling through the Life Span: Systematic Approaches (4th ed.). New York: Harper Collins.
Holland, J. L. 1985. Making Vocational Choices: A Theory of Careers (2nd ed.). Englewood Cliffs, NJ: Prentice-Hall.
Kotter, J.P. 1973. The psychological contract: managing the joining-up process. California Management Review. 15: 91-99.
Kraimer, M.L., Wayne, S.J., & Jaworski, R.A. 2001. Sources of support and expatriate performance: The mediating role of expatriate adjustment. Personnel Psychology, 54: 71-99.
Levinson, H. 1962. Organizational diagnosis. Cambridge, MA: Harvard University Press.
MacNeil, I.R. 1985. Relational contract: what we do and do not know. Wisconsin Law Review, 483-525.
Maslow, A. H. 1954. Motivation and Personality. New York: Harper & Brothers Pub.
McFarland, D. E. 1970. Management: Principles and Practices (3rd ed). London: Macmillan Co.
Noe, R. A. 1998. Employee Training & Development. New York: McGraw-Hill.
Schein, E. H. 1978. Career dynamics: Matching individual and organizational needs. Redding, MA: Addison-Wesley.
Schein, E. H. 1980. Organizational psychology (3rd ed.). Englewood Cliffs, New Jersey: Prentice Hall.
Scullion, H. 1991. Why companies prefer to use expatriates. Personnel Management , 23: 32-35.
Shore, L. M. & Tetrick, L. E. 1994. The psychological contract as an explanatory framework in the employment relationship. Journal of Organizational Behavior, 1: 91-100.
Stead, W. E. & McKee, T. E. 1988. Managing the professional accountant. Journal of Accountancy, 166: 76-83.
Thomson, J. D., Avevy & Carlson 1968. Occupations, personnel and careers. Educational Administration Quarterly.
Torbiorn, I. 1982. Living abroad. US: Wiley.
Tsui, Anne & Wang, Duanxu. 2002. Employment relationships from the employer’s perspective: current research and future directions. International Review of Industrial and Organizational Psychology, 17: 77-114.
Tung, R. 1987. Expatriate assignment: Enhancing success and minimizing failure. Academy of Management Executive, 1: 117-126.
Van Manen, J. & Schein, E. H. 1978. Career development, (In Richard J. H. & J. L., Suttle Eds.). Improving Life at Work. Santa Monica, California: Goodyear Pub.
Guest D.E. 1995. Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 5: 267-299.
Yin, R. K. 1989. Case Study Research: Design and Methods. Newbury Park, California: Sage.
Strass, A., & Corbin, J. 1990. Basic of Qualitative Research: Grounded Theory Procedures and Techniques. Newbury Park, California: Sage.
Super, D. & Bohn, M. 1970. Occupational Psychology. Belmont, California: Wadsworth Publishing.
Arthur, M. B., & Lawrence, B. S. 1984. Perspectives on environment and career: An introduction. Journal of Occupational Behavior, 5: 1-9.
Rousseau, D.M. 1989. Psychological and implied contracts in organizations. Employee Rights and Responsibilities Journal, 2: 121-139.
Ronen, S. 1989. Training the international assignee. (In I.L. Goldstein Ed.). Training and Development in Organizations. San Francisco: Jossey-Bass.
Rousseau, D.M. 1990. New Hire Perceptions of Their Own and Their Employer's Obligations: A Study of Psychological Contracts. Journal of Organizational Behavior, 11: 389-401.
Gregersen, H. B. & Black, J. S. 1992. Antecedents to commitment to a parent company and a foreign operation. Academy of Management Journal, 35: 65-91.
Robinson, S. L. & Rousseau, D. M. 1994. Violating the psychological contract: not the exception but the norm. Journal of Organizational Behavior, 15: 245-259
Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. 1994. Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37: 137-153.
Rousseau, D.M. 1995. Psychological contracts in organizations: Understanding written and unwritten agreements. Ghousand Oaks, CA: Sage.
Millward, L. J. & Brewerton, P. M. 2000. Psychological contracts: employee relations for the twenty-first century?. International Review of Industrial and Organizational Psychology. 15 1- 61.