大陸崛起與全球化磁吸效應的影響，促使企業加速海外佈局；企業甄選海外派遣人員的目的在於找到符合職位所需的適當人選；選任不適當的外派人員不僅使組織失去發展海外市場的商機，也可能同時影響企業的聲譽，換言之，不適任的外派人員將帶給企業許多有形或無形的成本支出與損失。因此，如何審慎選擇合適的外派人員與如何吸引、留住優秀的外派人才，以達到公平、競爭、具激勵性的國際人力資源管理目標，便成為企業所關心的實務課題。 ? ? 本研究的目的即是希望藉由個人與組織因素的分析，試圖尋找出具有外派潛力也同時擁有高度外派意願的員工特徵，並歸納影響其外派意願重要的關鍵指標（諸如其人口學特徵、國際化程度、人格特質、工作滿意度以及所在公司之資本型態與工作輪調程度等）；本研究樣本來自於台灣地區社會變遷基本調查計劃（Taiwan Social Change Survey，TSCS）—「工作與生活題組」第五期第一次問卷調查資料的全國性樣本資料庫，篩選其中擁有全職工作的受訪者共1122人為樣本，利用平均數差異檢定，迴歸分析等統計方式，試圖瞭解受訪者在不同的人口學特徵、家庭型態、工作感受與態度以及組織狀態下之外派意願的差異。 ?? ? 本研究發現「外派意願」的顯著預測因子分別為「年資」、「國際接觸經驗」與「異文化容忍度」。顯示台灣有意願外派大陸地區的員工多為年資較淺者，同時員工的國際接觸經驗越豐富，對異文化的容忍度越高，越容易適應外派地區當地的生活，因此外派意願也較高。 Globalization coupled with the magnet effect of the rising China acts as an accelerator to enterprises’ overseas expansion. The aim of enterprises expatriating individuals overseas is to ultimately select the most suitable person for the job; failing to do so puts the organization at risk of losing overseas expansion opportunities and tarnished corporate reputation. In other words, failure in selecting the most suitable individuals will expose the company to visible and invisible losses and expenses. Therefore, careful selection of individuals to work overseas, and attracting and retaining outstanding employees are pivotal to realize fair, competitive, and inspiring international human resources management. The aim of this research was to identify characteristics of individuals who are willing and have the ability to work overseas. Data came from the 2005 Taiwan Social Change Survey (TSCS). We selected 1122 full time employees as our sample. Statistical methods such as descriptive statistics, T-test, ANOVA, correlation, and regression were used to examine associations between demographical features, family characteristic, work perception and attitudes, and organization characteristic, and employees’ willingness for expatriation. Results showed that individuals’ expatriation willingness was close related to international experiences and cross-cultural adaptability. Specially, if the individual has greater international experiences and greater ability to adapt to cross cultural issues, he/she would be more willing to work abroad.
