本研究之主要目的,在探討跨文化訓練實施程度、派外人員能力與海外適應之關聯性。本研究首先藉由文獻探討,發展出四項主要假設,假設一:跨文化訓練實施程度與派外人員能力具有關聯性;假設二:派外人員能力與海外適應具有關聯性;假設三:派外人員個人背景因素與派外人員能力之交互作用對海外適應具有關聯性;假設四:跨文化訓練實施程度與海外適應具有關聯性。 本研究將發展出的假設,以問卷調查的方式進行實證研究,統計分析後可歸納出下列重要的研究結論: 1.跨文化訓練實施程度與派外人員能力部分具有顯著的關聯性。意即跨文化訓練內容實施程度方面,跨文化訓練內容實施程度與派外人員能力有顯著的正相關,也就是說跨文化訓練內容實施程度高,派外人員能力也會是高的;反之,跨文化訓練內容實施程度低,派外人員能力也會是低的。而跨文化訓練時間實施程度方面,派遣前跨文化訓練時間實施程度、與派遣中跨文化訓練時間實施程度對派外人員能力的影響並無顯著的差異。 2.派外人員能力與海外適應具有顯著的關聯性。意即派外人員能力與海外適應是具有顯著正相關的,也就是說,派外人員能力高,其海外適應是較好的;反之,派外人員能力低,其海外適應是較差的。 3.派外人員能力與個人背景因素對於海外適應之交互關聯性部分顯著,顯示兩者間仍有相當程度的交互作用。意即當員工年紀輕、教育程度低者,其派外人員能力高時,海外適應會更佳,反之,當當員工年紀輕、教育程度低者,其派外人員能力低時,則其海外適應是最差的。 4.跨文化訓練實施程度與海外適應部分具有顯著的關聯性。意即跨文化訓練內容實施程度與海外適應是具有顯著正相關的,也就是說,跨文化訓練內容實施程度高,其海外適應是較佳的;反之,跨文化訓練內容實施程度低,其海外適應是較差的。而跨文化訓練時間實施程度方面,派遣前跨文化訓練時間實施程度、與派遣中跨文化訓練時間實施程度對海外適應的影響並無顯著的差異。
The purpose of this study is to discuss the relationships among the cross-cultural training, expatriate skill and expatriate adjustment. We propose four main hypotheses by reviewing preview literatures. In the first hypothesis, we discuss the relationship between the cross-cultural training and expatriate skill. In the second hypothesis, we discuss the relationship between expatriate skill and expatriate adjustment. In the third hypothesis, we discuss the interaction effect of the expatriate skill and expatriate individual characteristics on expatriate adjustment. In the forth hypothesis, we discuss the relationship between the cross-cultural training and expatriate adjustment. In view of this, we use surveys to get empirical data. By statistical analyis,we conclude major results as follow: 1.There are partly significant correlations between the cross-cultural training and expatriate skill. This means,when the contents of the cross-cultural training is on high degree, expatriate skill is good. But the correlations between the the training hours of the cross-cultural training and expatriate skill are not supported by this study. 2.There are significant correlations between the expatiate skill and expatriate adjustment. This means, when expatiate skill is good ,the expatriate adjustment is good. 3.The interaction effects of the expatriate skill and expatriate individual characteristics on expatriate adjustment are significant partly. A company send the expatriate who are less than 40 years old, or who didn’t receive good education to Mainland china when the expatriate skill is good, then the effects to improve expatriate adjustment will be more significant than when the expatriate skill is bad. 4.There are partly significant correlations between the cross-cultural training and expatriate adjustment. This means, when the cross-cultural training is on high degree, expatriate adjustment is good. But the correlations between the degree of the training hours of the cross-cultural training and expatriate adjustment is not supported by this study.