現今各產業都已全球化，產業無國界，因此各國企業紛紛往全球化發展，許多跨國企業把外派任務當作管理者領導能力與學習新知識的培訓工具。因此，對組織而言，外派回任者是組織中不可替代的學習角色。回任者除了可以增進母公司與分公司的知識交流外，更可提升公司的人力資本。 而目前台灣的企業也正大步邁向國際化，很多企業不論高科技產業、傳統製造產業，甚至連金融服務業都紛紛走向國際化，地區遍及東南亞、美洲、非洲等地，其中投資中國大陸地區的數量最多。 本研究的對象乃鎖定在台籍幹部回任意願的探討。如何做好外派人員的回任管理，各家學者提出不同的論點，此處大致可以把影響外派人員回任意願的因素歸納成：「組織的支持度」、「外派任務類型」等兩大因素，其中「組織支持度」又包含「組織對外派人員的職涯管理」、「主管與外派人員關係」等兩部份。 本研究採用問卷調查方式調查157位任職於科技製造業或金融服務業中有外派經驗的員工。整理與分析此157名具外派經驗員工的問卷，發現「組織的支持度」中的「組織對外派人員的職涯管理」對外派者的回任意願有顯著的影響。而「主管與外派人員關係」對回任意願無顯著影響，另外「外派任務類型」亦對外派者的回任意願有顯著的影響。研究報告的最後一部份，在討論為何本研究有部份發現與國外研究背景會有差異，以及在管理上有何意義。 Nowadays, there is no business boundary, for international companies, their market is worldwide, not just within a single country. Hence, these international companies need more and more expatriates to manage their branches abroad. These expatriates have the opportunities to learn and to practice how to manage international business. They play a very important role in these international businesses. The situation is the same in Taiwan. There are more and more companies investing abroad, especially in mainland China. Not only high-tech companies, but financial businesses as well. When expatriates complete their assignments abroad, what do the international companies do to enhance the willingness of these expatriates to return home? This is important because the experience and knowledge expatriates gain overseas are invaluable to the headquarters of international businesses. In this research, we introduce two determining factors of expatriates’ willingness to return to the headquarters of the parent company. These two factors are: “organizational support”, including “career management” and “the relationship between the supervisors and the expatriates”, and “types of the expatriates’ assignments”. In this study we surveyed 157 workers who have expatriating experience in mainland China. By analyzing these questionnaires, we have the following findings: 1.Aside from the “organizational support”, “career management”, has a significant effect on the expatriates’ willingness to repatriate. 2.The other factor, “the types of the expatriates’ assignments”, also has a significant effect on the expatriates’ willingness to repatriate. The policy implications of these findings are discussed in the last chapter of this thesis.
