隨著企業國際化的趨勢,跨國企業對外派人員的需求與實際外派之 人數與日俱增。因此跨國企業如何選擇適合的外派人員,並對其施以適當的跨文化訓練,其能在派駐國有良好的績效表現,並有良好的適應與文化互動,以確保跨國企業的投資與經營效益,實為值得研究的課題。本研究的目的在於:1. 探討跨國企業的跨文化認知與訓練相關理論; 2. 探討跨國企業中,外派人員跨文化能力之特質與重要向度等內涵; 3. 探 討跨國企業外派人員跨文化能力內涵及訓練之實際情況; 4. 建立跨國企業外派人員跨文化能力之內涵,作為企業遴選外派人員及進行訓練規畫之參考。透過實地訪談與資料分析,本研究獲得之結論如下: 一、在遴選外派人員時,除需要考量外派人員的教育程度、個人經驗外, 最重要的是外派人員本身是否具有外派的意願。在遴選時須注意的能 力可依照外派任務需求而定,內涵中較重要的能力為:專業能力、語 文能力、人格特質、人際關係、溝通協調及適應力。 二、對外派人員施以訓練可加強外派人員的績效與適應性,其訓練內容可 分個人能力、母公司任務能力及外派能力訓練三種,訓練方式可透過 模組化的跨文化訓練來進行之。能力內涵為:業務知識,熟悉當地商 業事務、地主國地理及人文環境相關知識、地主國風俗文化的瞭解、 母公司文化、專業技術能力、語言能力,人際關係、溝通技巧,領導 管理能力及文化覺察能力、文化適應能力等。 三、專業技術能力是外派人員認為最需具備的基礎能力。語文能力並不會 影響專業外派人員的工作表現,但大部份的受訪外派人員卻希望自己 對派駐國的語文能力能再加強,使得雙方在溝通、瞭解上更無障礙。
ABSTRACT The purpose of this study was to find out the cross-cultural competencies of expatriates in multinational enterprises (MNEs). It has been witnessed an increased trend of multinational enterprises in recent years. It is estimated that 20 to 25 percent of all foreign assignments ultimately failed for U.S expatriates. Some surveys indicate that many of these failures were not linked to deficiencies in technical and vocational skills, but rather were the result of cultural difficulties. These facts reveal the importance of research on expatriates’ cross-cultural competencies. Through the interviews, the study reveals that except willingness to accept foreign assignments and personal background, when we select expatriates and train them, we should emphasize on the competences of professional knowledge and skills, language, personal interacting and communication skills, leadership and management skills, adjustment skills, awareness of cultural differences and skills of transferring organizational culture. This research offered the competencies for MNEs on selecting and in cross-culture for expatriates to meet the goals and objectives for MNEs.