自發型外派者的現身與文獻回顧

Self-Initiated Expatriates—Their Emergence and a Critical Review of Current Literature

有鑑於台灣近年也有愈來愈多的自發型外派者現身，本文盡可能回顧自1997年以來有關自發型外派者之文獻，企圖了解自發型外派議題之研究發展性，並探討自發型外派之定義、出國工作動機、工作樣貌、研究發展趨勢與建議。本研究回顧文獻後，發現自發型外派者型態儘管多元，但定義與認定標準已漸明朗，乃為自己驅動國際移居行為，正式受雇從事高技術性工作，且僅有短期居留意圖的工作者，排除難民、移民和低技術工作者；其出國動機可能同時受內外在因素驅動；群體中的女性比例較指派型外派群體為高；其工作樣貌多元，可以受雇於跨國企業或當地企業，亦可能是自我雇用者；可能事先談好聘僱條件，但多半到了當地才清楚，並缺乏組織支援；儘管歸期未知，但心中仍有歸期；而一般適應良好者多是與當地居民互動佳者。本研究亦根據自我決定理論提出七項命題，認為內外在動機皆可能升高其外派承諾，然而愈是受到內在動機驅使，則外派承諾與續留海外工作意願將愈高。研究者企盼文獻綜整與命題提出能為國內有志研究者提供研究發想之基礎，開啟一系列與該群體有關之研究，並健全該群體與其周遭者之工作與生活福祉。

Responding to the emergence of self-initiated expatriates (SIEs) in Taiwan, we review journal articles on self-initiated expatriates since 1997 to shed some light on the global SIEs phenomenon. The issues discussed in this paper include definitions of SIEs, motivations, possible career paths, adjustments to locals, and possible directions for research development. Based on our analysis, research findings indicate that the definitions and conceptual criteria of SIEs are now much more clear and concrete. Specifically, SIEs are driven by self-initiated motivations to relocate overseas temporarily, have skilled/professional qualifications, and obtain regular employment. Refugees, immigrants, and low-skilled workers are not considered SIEs. For SIEs, both intrinsic and extrinsic self-initiated motivations drive them to search for international jobs. The proportion of women SIEs tends to be higher than those among assigned expatriates. SIEs’ work diversity manifests in employment with international corporations or local companies, as well as being self-employed. SIEs may have employment contacts before going aboard, but most of them do not have the support of an organization. Despite an open timeframe for return, many SIEs have only the intention of relocating abroad temporarily. The SIEs who adapt well are those who interact well with the locals. Furthermore, based on self-determination theory, we propose seven propositions that delineate the kinds of motivations ranging from extrinsic to intrinsic that contribute to enhancing SIEs’ expatriate career commitments. We argue that intrinsic motivations are possibly more powerful predictors of initiating and maintaining expatriate status. We endeavor to map out directions for empirical testing in future research which will ultimately contribute to enhancing the well-being of SIEs.