| dc.description.abstract | 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. | en_US |