隨著全球化與「新南向政策」推動，台灣銀行業積極擴張海外據點，對具備國際視野的外派人才需求大增。另在現今大外派時代下，具備國際視野、跨文化溝通及管理經驗之外派人員，已成為金融業提升國際可見度、拓展海外業務的核心武器，然而，外派人員的培養與維持成本極高，一旦出現人才流失，將造成企業許多無形及有形的成本，包含重大的財務與經驗傳承損失。因此，如何透過有效的管理與激勵機制提升外派人員的久任意願，成為金融業國際化經營的重要課題。
本研究旨在探討M機構具外派經驗一年(含)以上之外派人員，其跨文化適應、職涯發展認知與久任意願三者間的關係。研究聚焦於外派經驗如何強化員工的職涯價值知覺，進而影響其對於組織的情感連結與久任穩定性。
本研究採用便利抽樣方式，經由口碑傳播及個人關係尋找，隨機邀請符合資格之受試者協助轉發網路問卷並填答，以擴大樣本涵蓋範圍。問卷發送期間共計兩週，最終收到有效問卷共63份，資料分析則運用敘述性統計、獨立樣本t檢定、皮爾森相關分析及迴歸分析，藉以驗證各項研究假設。
本研究結果發現，在人口背景變項方面，性別、職位、婚姻狀態及外派動機在跨文化適應上均無顯著差異，在核心變項的關聯性上，外派人員的跨文化適應與職涯發展認知，均對久任意願具顯著正向影響；進一步分析顯示，職涯發展認知在跨文化適應與久任意願之間具備顯著中介效果，這說明了外派經驗需轉化為員工可感知的職涯價值，方能達成有效留任人才。研究結果期能提供管理階層在人力資源管理策略上，針對優化外派人員的職涯規劃與留才機制提供參考。

With the acceleration of globalization and New Southbound Policy,the banking sector of Taiwan has expanded its overseas locations, leading to a demand for international talent. Expatriates with international views, cross-cultural communication and management expertise have become the core competitive advantage for financial institutions.However,if these kind of expatriates leave, the bank will face the extremely significant challenges, such as the high cost of training and loss of institutional knowledge. Therefore,enhancing the retention intention of expatriates through effective management and incentive mechanisms has become an important issue for the internationalized banking industry.
This research aims to investigate the relationships among cross-cultural adjustment, career development perception and retention intention of expatriates with at least one year of experience at M Financial Institution. This research focuses on how expatriate experience strengthens employees’perceived career development value, which influences their emotional connection to the organization and long-term stability.
A total of 63 valid questionnaires were collected using convenience and snowball sampling. The data was analyzed using descriptive statistics, t-tests, Pearson correlation and regression analysis.
First,regarding demographic variables, there are no significant differences in cross-cultural adjustment based on gender, position, marital status, or motivation. Second, in terms of core variables, both cross-cultural adjustment and career development perception have a significant positive impact on retention intention. Furthermore, the analysis shows that career development perception has a significant mediating effect between cross-cultural adjustment and retention intention. This indicates that expatriate experience must be transformed into "perceived career development value " for expatriates, and effectively to achieve talent retention. These results provide a reference for management to optimize career planning and retention mechanisms in human resource strategies.

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陳姿穎(2021)，外派人員之文化智商、海外適應與留任意願關係之研究-以越南台商為例，未出版之碩士論文，朝陽科技大學企業管理研究所。
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