現今許多企業面臨全球化商業變化都在陸續擴展自己在國際市場的競爭力，因此本研究主要目的在探討跨文化訓練對海外派外人員適應的影響，從出發前跨文化訓練、到達後跨文化訓練致持續提供跨文化訓練並透過六個派外人員個案訪談來找出影響派外人員的因素並進而討論出這些跨文化訓練如何增進外派人員的在其海外任務中於工作，社交、文化與生活環境的適應

Nowadays many companies are being faced with competing in the world stage which affects an increasing number of international operating organization and international operating employees. The purpose of the research is to identify the factors could contribute to the effect of cross-cultural training on the adjustment of successful expatriate assignment. The study takes different angles of cross-cultural training to gain better understanding from pre-departure cross-cultural training to post-arrival cross-cultural training and to keeping providing cross-cultural training in order to exam how these cross-cultural trainings can have great effects on working, social, cultural, and living condition adjustment.
The methodology analyzes how six expatriates are interviewed and collected qualitative data from interview guide through interview process. Moreover, the research proposes a cross-cultural training framework to illustrate what kind of cross- cultural training program and design should bring more effectiveness and make some contribution with improvement of expatriates’ adjustment.

Power of Attornet i
Acknowledgement ii
Chinese Abstract ii
English Abstract iii
Table of Contents iv
List of Tables vi
1. Introduction 1
1.1. Research Background 1
1.2. Research Motivation 1
1.3. Research Objectives …..2
1.4. Thesis Statement……………………………………………………3
1.5. Thesis procedure …………………………………………………...3
2. Literature Review…………………………………………………………..4
2.1. The Objective of CCT 5
2.2. Value of CCT 6
2.3. Methods of CCT……………………………………………………...6
2.4. Pre-departure CCT…………………………………………………...7
2.4.1 Area Study ……………………………………………………..8
2.4.2 Cultural Assimilation Training………………………………….8
2.4.3 Field Trip………………………………………………………..9
2.4.4 Meeting with Experienced International Staff……… ………...9
2.5 Post-arrival CCT………………………………………………… ….9
2.5.1 Language Training ……………………………………………10
2.5.2 Mentoring Training……………………………………………10
2.6 Keeping Providing CCT after Working 3 Months…………………..10
2.6.1. Sequential Training………………………………………….. 11
2.7. Expatriate's Adjustment…………………………………………… 11
3. Research Methodology and Design 12
3.1. Research Framework 12
3.2. Qualitative Research Approach …………………………………...13
3.3. Linear Six-stage Approach………………………………………...14
3.4. How to Conduct the Interview…………………………………….15
3.5. Qualitative Data Collection Method……………………………17
3.5.1 Interview……………………………………………………..17
3.5.2 In-depth Interview……………………………………………18
3.5.3 In a Focused Interview……………………………………….18
3.6. Research Approach and Study…………………………….............19
3.6.1 The quality of Research Designs …………………………..20
4. Analysis…………………………………………………………………..21
4.1. Research Results of Each CCT………………………………......22
4.1.1 Area Study Research Result…………………………………23
4.1.2 Cultural Assimilation Training Research Result…………….24
4.1.3 Field Trip Research Result…………………………………..26
4.1.4. Meeting with experienced international staff……………….27
4.1.5. Language Training……………………………………………..28
4.1.6. Mentoring Training……………………………………………29
4.1.7. Keep providing CCT after Working Abroad 3 months………..35
4.2 Summarize Each Interviewees' effects on working, social, cultural, and living condition adjustment ……………………………………………………..36
5. Research Finding………………………………………………………….43
5.1 Research Finding of Pre- departure CCT ……………………...45
5.2. Research Finding of Post-arrival CCT………………………...46
5.3. Keep providing CCT after Working Abroad 3 Months………..47
5.4. The Most Effective CCT on Each Interviewees………….........48
5.5 Summarize the interviewee’s the most significant data finding……………………………………………………………………..49
6. conclusion…..………………………………………………………………50
6-1 Research Implication………………………………………………...51
5-3 Limitaion…………………………………………………………….55
Reference………………………………………………………………………..60
Appendix 1 Interview Guide……………………………………………………67

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