員工國際經驗、生涯發展與外派中國意願之關係－－以家庭系統因素為調節變項

The Associations between Employees' International Experiences, Career Development and Their Willingness to Be Relocated to the Mainland China: Family Factors as Moderators

本研究目的在探討影響台灣全職工作者外派中國地區意願之因素。本研究利用2005年台灣地區社會變遷基本調查（Taiwan Social Change Survey, TSCS）資料進行分析，並篩選全職工作者（樣本數1122人）為研究對象。結果發現，個人背景中，男性、高學歷者、單身、年資淺者，越是願意外派中國，而個人系統因素中，以國際接觸經驗越多、職涯發展性越高，也就是認為外派中國地區對回台發展越有利者，這些人的外派中國地區意願會越強。而從家庭系統因素的調節效果中發現，高學歷族群中，配偶有全職工作將可調節（緩和）工作者因就業前景悲觀而意欲外派中國的念頭。

The aim of this research was to identify characteristics of employees who are willing to work in the Mainland China. We used data from the 2005 Taiwan Social Change Survey (TSCS) and selected 1122 fulltime employees as our sample. Results showed that employees, who were male, not married and those who had higher education attainment, fewer years' work experiences, more international contact experiences and stronger beliefs about foreign assignments helping career advancement would be more willing to work in the Mainland China. Furthermore, for higher-educated employees, having working spouses could moderate (weaken) the relationship between pessimistic employment prospects and expatriate willingness to the Mainland China.