隨著全球化競爭與數位科技的發展，人力資本(Human Capital)成為經濟發展的關鍵，各國對於專業技術的重視，積極延攬各國人才，使得勞工跨國移動成為趨勢。不僅如此，高等教育過度擴張、國際間的差異以及產業結構的轉變，對我國就業市場造成偌大地衝擊，不僅嚴重影響勞動市場供給與需求的失衡也造成社會問題。諸多因素使得失業者為求生存或謀職者為求更好的發展與待遇，紛紛前往海外尋求職涯出路。勞工遷移(Labor Migration)已成為各國關心的議題，我國對於人才外流(Brain Drain)亦感到擔憂，本研究從影響勞工跨國遷移的因素進行探討，分析在何種環境下或具備某種特徵的勞工，更容易有跨國移動的傾向，進而探索具備研究結果之特徵者，是否即屬於人才，乃指最損失不起的一群關鍵勞工。根據影響勞工跨國移動的因素，對「赴海外就業意願之勞工特徵」建立二元羅吉斯迴歸模型，分析並探究具備跨國移動力的勞工特徵。研究結果顯示，男性且未婚因遷移決策較為簡單，有較高機率赴海外就業，亦隨著性別平等的意識興起，赴海外就業的性別比例逐漸趨近；隨年紀與工作年資增長或工作滿意度愈高者，因遷移之推力較少其赴海外工作的意願亦愈低；教育程度、薪資收入與職業屬性，會因人力資本涵量多寡影響赴海外就業的機會與意願，而人力資本涵量高者，則屬於海外積極延攬的專業人才。擁有關鍵技術或專才的勞工，不僅具備國際競爭力乃是能夠促使我國產業升級或轉型的菁英，我國社會應重視與留任關鍵人才，瞭解關鍵勞工之特徵則可聚焦於人才留任策略，降低移出之推力使其變成留任的拉力，才得以減緩人才外流的危機。;With the global competition and digital technology, human capital has become the key point to economic development. The importance of domain-specific expertise and talent hunting in different country make the trend of transnational labor movement. Moreover, the popularization of higher education, the imbalance between supply and demand in the labor market and the transformation of industrial structure have all caused a strong impact on the domestic employment market. Many factors make the unemployed go abroad to seek the job opportunities for career development. Our government is not only concerned about the issue of labor migration but also the crisis of brain drain. In order to know what the determinant factors of the phenomenon are, this article tried to do some discussion about labor migration. This study discusses the factors that affect labor migration, and analyzes that workers with certain characteristics in a specific environment are more likely to be willing to migrate. To explore whether those who have the characteristics of the research results are the key labor that we can′t afford to lose. Based on the factors affecting labor migration, a binary logistic regression model is established to analyze the characteristics of labor with transnational migration. According to the statistic outcomes, several significant results can be obtained. Men who are unmarried are more likely to go abroad to work. In addition, with the rise of the consciousness of gender equality, the gender ratio of overseas employment is gradually approaching. The higher the age, working years or job satisfaction, the lower the willingness to work overseas. Education level, salary income and occupational attribute will affect the opportunity and willingness to work overseas due to the human capital. Labor with key technologies not only has international competitiveness but also can promote the industrial transformation. Realizing the characteristics of labor can focus on retention strategies, reducing the push to move overseas and turning it into a pull to stay, thereby easing the brain drain crisis.
