有鑒於國內公共工程發展已趨近飽和，政府亦積極輔導工程技術顧問業走向國際，工程技術顧問業之外派人力需求因而大為增加。相關研究指出外派意願之探討除了有助於降低員工拒絕接受外派，更是企業經營海外事業成功與否的關鍵之一。由於國內工程技術顧問業所承接之海外專案多位於發展中國家之落後地區，其外在環境之特殊極為可能影響員工外派意願，並與其他產業有所差異，因此本研究之目的在於納入工程顧問業的特殊條件後，探討影響工程顧問業員工外派意願之因素，期望提供工程顧問業些許參考。 本研究首先透過專家訪談法針對文獻回顧所得之因素進行初步篩選，接著以問卷調查法蒐集大型工程顧問公司員工對影響外派意願因素之看法，有效問卷共383份。本研究首先利用敘述性統計初步了解員工對於各項因子之重視程度，而後以獨立樣本T檢定探討願意與不願意外派員工在影響外派意願因素上之想法差異，並以ANOVA分析比較不同人口屬性員工對影響外派意願因素的重視程度。最後以羅吉斯迴歸分析篩選影響工程顧問公司員工外派意願的重要因素。結果顯示「公司將外派經歷納入升遷考量」、「外派地區發生抗議、暴動事件」、「外派地區發生戰爭」、「外派任期符合個人期望」、「個人是否擁有小孩」、「外派地區的醫療水準」、「外派可能產生的孤寂感」等七項因素最被員工重視，顯示工程顧問業員工考量是否接受外派之因素確與其他產業有所差異。 工程技術顧問業走向國際之發展趨勢使其外派人員的需求大為增加，影響員工外派意願之因素探討有其必要性，因此建議後續研究可加入資深員工或曾接受外派員工之觀點，以更了解影響外派意願之因素為何、並加入營建產業中其他亦承接海外專案之公司(如營造廠)為探討對象、納入員工職務別及工作年資作探討，增進研究深度。The engineering consulting firms’ in Taiwan has faced with a great demand of expatriates due to the saturated development of domestic construction and government’s assistance for engineering consulting firms to step into overseas market. According to literature, expatriate willingness is one of the key issues for enterprises to run overseas business successfully. To probe into expatriate willingness can also be helpful to decrease the possibility that employees refuse to accept expatriation assignment. Because engineering consulting firms in Taiwan usually undertake overseas project which are located in desolate construction sites in developed countries, employees of engineering consulting firms might be affected by a lot of environmental factors than other industries. The purpose of this research is to consider some particular situations of engineering consulting firms, and then figure out the factors that may affect employees’ expatriate willingness. Several interviews with senior employees and managers of large-scale engineering consulting firms were conducted in order to have the preliminary result of factors selection, and then questionnaire is developed and distributed to employees of large-scale engineering consulting firms in Taiwan. This research firstly utilizes descriptive statistics to have elemental understanding about employees’ consideration about factors that affect expatriate willingness. Second, T-test analysis and ANOVA are used to compare the variations between employees who are willing to accept overseas assignment and those who are not. The variation among different demographics is also compared. The research finally utilizes logistic regression to find out key factors that affect employees’ expatriate willingness. In order to react to the tendency of increasing expatriates, we suggest that senior staffs’ opinion can be included in order to provide more precise result of future research. On the other hand, employees’ position, working seniority can also be included.
