由於全球資訊流通迅速，全球化的布局成為各個企業思考的重點，因應瞬息萬變的市場變化，以往台商在選擇海外生產基地時，中國大陸常成為首選之地，投資金額也呈現成長的趨勢，礙於中國的法令，近來，很多台灣公司紛紛轉往東協投資，對這些跨國台灣公司來說當前比較重視的一環，是如何跨區域的整合與管理，雖然這些跨國企業對中國大陸投資比重有調降，但是把原有的資金轉往相對有競爭力的地區，過去中國大陸以低廉的勞力吸引投資，隨著中國政府的勞動合同法公布，使得原有的低廉勞力競爭優勢削弱，讓這些原本在中國大陸投資的公司，轉往東協或其他地區投資，我們可以預期未來跨國企業的成長會更快，並在不久的將來超越對中國大陸投資的比重。

有關台商外派大陸人員管理已有許多的相關的研究，但研究對象大多是製造業人員或是未區分產業別，近年來台商投資中國以外的地區大幅增加，故此特別針對跨國企業外派人員的留任意願影響因素研究。

許多近期投資大陸或以外地區的台商,隨著交通及通訊的便利發展,便減少及忽略了對外派人員的適應照顧措施,長期而言恐導致人才流失，而造成企業用人成本的上升，1.從家庭因素方面來說，許多新進台商忽略了外派人員其家庭關係的維護，建議仍應加強此方面的計劃發展及預算編列；2.在外派動機方面與職涯發展相結合來說，以台商布局的城市目前的發展速度來看，再過不久亦是會成為硬體及軟體兼具的國際化城市,假以時日必定自然能吸引更多人員自願外派；3.在組職支援方面,台灣跨國企業，應當善用目前這些外派人員的經驗,作為往後外派人員生活與工作上的傳承及協助；4.自適應性方面，服務業更重要的是與人面對面的接觸,若是不能秉持對等的心態來待人處事,恐怕會導致反效果,故組織應在外派前針對此一特點針對外派人員作應有的教育及觀念建設。

Due to the rapid growth of current global information flow, global distribution became the major topics as the companies responding to the market changes. To face off such changes, the early Taiwanese companies often moved their production lines toward China as the first choice of investment, which can be proved by the growth trend of invest amount to China. Nevertheless, more and more companies turned to invest the ASENA countries recently due to the Hire Act released in China. Those transnational companies also start to emphasize on regional integration management with Taiwan.

There is an argument shown the multinational companies reduced the investment proportion to China, which can be observed from the reduction of investment transfer funds and the shift of investment toward the other competitive areas. In the early mainland China, low labor cost attracts oversea investments. However, since Chinese government announced the Employment Contract Law, this law destroys the advantages from low labor cost. Therefore, those companies originally invested in China starts to shift their investment to ASEAN countries or the other areas. Under this migration, it is expected that the number of multinational companies will be blooming in the near future. The investment proportion to ASEAN countries will be larger than mainland China.

There have many studies on the correlation factors of managing Taiwanese expatriates in China. However, most of studies did not identify the personnel from manufacturing or the other functions. Because the recent investment in outside of China is substantially increase, the continuous studies of those expatriates for multinational assignments are important for Taiwanese multinational companies.

Many recent invest companies outside of China will reduce and ignore the expatriates’ long term care of adaptation in the expatriate location. This will lead to talent loss and cause in rising enterprises employing cost1. The expatriate care should be reinforced and come with the care plan, budget, and implementation.

Providing motivation and delivering career development plan are necessary for the expatriates. Besides, the rapid economic development in China and the ASEAN countries will have great opportunities for those expatriates. With such supports and opportunities, it will be easier to attract more volunteers to take the assignments. Those functional items from this study can be applied to those future expatriates for training, and also help the expatriates to have better life aboard.

The self-adaptability is important for the expatriates to make them face to contact people to take care of any issues. If they cannot adapt the environment by themselves, there will have a negative impact. Therefore, the organization shall educate the expatriates with a proper concept to adapt the environment before the assignments.

國立中山大學研究生論文審書 .......................................................................... i
中文摘要 ..........................................................................................................ii
Abstract ......................................................................................................... iv
Index of Content .......................................................................................... vi
Index of Figures .......................................................................................... vii
Index of Tables ........................................................................................... viii
Chapter 1 Introduction ................................................................................ 1
1.1 Research Background ................................................................................... 1
1.2 Research Motivation..................................................................................... 14
1.3 Research Purposes ....................................................................................... 17
1.4 Research process…………………………………………………………………………………….. 17
Chapter 2 Literature Review....................................................................... 19
2.1 Multinational corporation............................................................................. 19
2.2 Career Planning ............................................................................................ 22
2.3 Family Factors .............................................................................................. 23
2.4 Expatriate Motivation .................................................................................. 24
2.5 Organization Supports ................................................................................. 26
2.6 Expatriate Adaptations................................................................................. 28
2.7 Intent to Stay ................................................................................................ 32
Chapter 3 Research Method .......................................................................... 35
3.1 General Interview Guidance Method .......................................................... 35
3.2 Research framework .................................................................................... 35
3.3 Research Approach ...................................................................................... 37
3.4 Interview Outline ......................................................................................... 37
3.5 Interviewee Background .............................................................................. 38
Chapter 4 Analysis Findings ......................................................................... 41
4.1 Career Planning、Expatriate Motivation and Intent to Stay ....................... 41
4.2 Family factors、Expatriate Motivation and Intent to Stay .......................... 42
4.3 Expatriate Motivation and Intent to Stay ..................................................... 44
4.4 Organization Supports and Intent to Stay .................................................... 46
4.5 Expatriate Adaptation and Intent to Stay .................................................... 47
Chapter 5 Conclusion ................................................................................... 50
5.1 Major Findings .............................................................................................. 50
5.2 Suggestion .................................................................................................... 52
5.3 Limitation ..................................................................................................... 53
Reference ....................................................................................................... 55
Appendix I................................................................................................... 62
Appendix II.................................................................................................. 63
Index of Figures
Figure 1-1 (Taiwan GDP share, from2002~2012) ..................................................... 5
Figure 1-2 (PRC GDP share, from 1990~2012) ........................................................ 7
Figure 1-3 (Japan GDP share, from 1997~2011) ....................................................... 7
Figure 1-4 (USA GDP share, from 1997~2011) ........................................................ 8
Figure 1-5 (Research process) ….............................................................................. 18
Figure 3-1 (Research Framework)............................................................................. 36

Index of Tables
Table 1-1 (Cross-strait trade and Economic Statistics) .............................................. 3
Table 3-1 (Background of Interviewees) ................................................................. 38

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