企業派外支持政策、派外態度對派外意願影響之研究

The Influence of Company Overseas Relocation Policy and Attitudes Toward Overseas Relocation on Managers' Willingness to Accept Expatriate Assignment

本研究以臺灣多國籍企業中未來可能被派遣至海外分支機構之企業幹部為研究對象。以線性結構模式（LISREL）驗證「企業派外支持政策」、「內外控人格特質」、「企業幹部派外態度」、「家人派外態度」與企業幹部派外意願之因果關係。研究結果發現：「企業派外支持政策」、「企業幹部派外態度」、「家人派外態度」、「內外控」人格特質對企業幹部的派外意願均有顯著正向影響。其次，「家人派外態度」顯著影響企業幹部的派外態度；而「企業派外支持政策」對企業幹部派外意願有直接影響，並透過「企業幹部派外態度」、「家人派外態度」產生間接的影響。此外，教育程度愈高、年資較淺、過去曾有海外經驗、51歲以上的企業幹部較樂於接受派外。

This study employed a sample of managers who are possibly expatriated to overseas branches by multinational firms in Taiwan. It uses LISREL model to verify the cause-effect relationships of the firm's overseas relocation policy, locus of control, manager and his/her family's attitudes toward overseas relocation, and willingness to accept expatriate assignment. This study shows that the manager and his/her family's attitudes toward overseas relocation, internal locus of control, and firm's overseas relocation policy are significant factors in predicting the receptivity of expatriate assignment. The family's attitudes toward overseas relocation are significantly affecting manager's attitudes toward overseas relocation. On the other hand, firm's overseas relocation policy has both directly and indirectly affected manager's willingness to accept and expatriate assignment. Finally, this study reveals that managers who are willing to accept the expartriate assignment are more educated, lower organizational tenure, aged 51 or older, and having prior overseas living or working experiences.