在今日多變的社會中，傳統的貿易障礙早已隨著溝通技術的進步與運輸方式的改變而逐漸消除，國與國之間的關係也因國際投資的增加而變得更加親密，國際企業現今面對的是一個全球化的競爭市場，外派員工至海外子公司已成為企業拓展其國際市場最重要的利基，因此如何訓練及甄選適當的外派人員對跨國企業而言也日益重要。本研究的目的旨是在探討人口變項及情境變項對美、日兩國外商派台經理人跨文化效能能力的影響。本研究是以問卷的方式進行統計檢測，問卷乃是引用Han(1997)的研究並加以修改而成，問卷所採用的統計方法分別為：敘述統計、多變量變異數分析（MANOVA）、單因子變異數分析（ANOVA）。
　　本研究的研究結果發現主要可分為三部份：(1)美商派台經理人之性別、語言能力、進修狀況、公司規模、公司產業別、公司國際化程度、所在組織位階、過去國外工作經驗、未來生涯規劃、國際經驗來源、參與跨文化訓練經驗及其它跨文化經驗等皆對美商派台經理人的跨文化效能有顯著的影響；(2)日商派台經理之年齡、教育水準、進修狀況、公司產業別、公司國際化程度、所在組織位階、過去國外工作經驗、國際經驗來源、參與跨文化訓練經驗其擁有國際同僚與朋友等皆對日商派台經理人的跨文化效能有顯著的影響；(3)整體而言美商派台經理人之跨文化效能能力優於日商派台經理人。最後，本研究的貢獻主要是在於：提供美、日兩國外商母公司人力資源管理部門未來在甄選與行前跨文化訓練時之重要參佐資料，以期能提高美、日兩國外商派台經理人的跨文化效能。

In today’s dynamic world where the communication and
 transportation have reduced trade barriers considerably,
as nations have become closer in recent decade through
the growth of international trade and investment, companies are now confronted by the rapid globalization of markets and competitions. There are many problems could arise especially when dealing with the difference culture therefore,the increasing importance of expatriate’s manager to understand the multicultural difference around the different nations and can response accordingly as a key to successful competition for multinational enterprises (MNEs). While organization may deem the expatriate as the best method to extend foreign market thus, how to select the most appropriate individuals becomes very important. The purpose of this research focused on examining how the personal and situational factors can influence the Intercultural Effectiveness (ICE) competence of American and Japanese managers who managing their American and Japanese subordinates in Taiwan. The quantitative research method was used in this research and the questionnaire was modified Han’s(1997) research as the research instrument. Descriptive statistics, MANOVA and ANOVA were employed in this study.  

Through the factors analysis, MANOVA and ANOVA test, the results indicated in threefold:(1)for American expatriate: gender, language proficiency, attended extensive education programs,organization size,company type,company internationalization,position level,past international experience, future work,source of international experience,
cross-cultural training and experience with other cultural were significantly associated with American expatriates ICE competence;(2)for Japanese expatriate:age,education level,
attended extensive education programs,company type,company internationalization, position level,past international experience,sources of international experience,cross-cultural training and international co-worker or friends were significantly associated with Japanese expatriates ICE competence;(3)for all: American expatriates have higher ICE competencies than Japanese expatriates. Finally this study offered the baseline of Intercultural Effectiveness (ICE) competence for American and Japanese enterprises’human resource department for selecting and training expatriates more effectively.

目錄
第一章　緒論	1
第一節　研究背景與動機	1
第二節　研究目的	6
第三節　研究對象	7
第四節　名詞定義	7
第二章　文獻探討	9
第一節　跨文化衝擊與涵化	9
第二節　跨文化適應	13
第三節　影響外派人員跨文化適應的因素	26
第四節　個人特質與跨文化能力	37
第五節　跨文化效能檢測	46
第三章　研究方法	60
第一節　研究架構	60	
第二節　研究假設	63
第三節　研究設計	64
第四節　資料分析方法	65
第五節　研究限制	67
第四章　實證分析	68
第一節　樣本基本統計資料分析	68
第二節　人口變項對跨文化效能的影響	83
第三節　情境變項對跨文化效能的影響	100
第四節　研究假設與實證分析結果	139
第五節　韓必霽和吳永欽(2002)與本研究結果差異之比較	146
第五章　結論與建議	151
第一節　結論	151
第二節　對實務界之建議	154
第三節　對後續研究者的建議	156
參考文獻	160　 

表目錄
表1-1-1核准外國人投資統計總表	3
表1-1-2外國人投資分區統計表	4
表2-1-1涵化態度模型	12
表2-4-1外派人員應具備的人格特質各學者的論點	37
表2-4-1外派人員應具備的人格特質各學者的論點(續)	38
表4-1-1受訪者的國籍分佈情形	69
表4-1-2受訪者的男、女性別分佈情形	69
表4-1-3受訪者的年齡分佈情形	70
表4-1-4受訪者的年齡分佈情形	70
表4-1-5受訪者的教育水準	71
表4-1-6受訪者的學術主修背景	71
表4-1-7受訪者的語言能力	72
表4-1-8受訪者的進修狀況	73
表4-1-9受訪者的公司規模	74
表4-1-10受訪者的公司規模	74
表4-1-11受訪者的公司產業別	75
表4-1-12受訪者的公司國際化程度	76
表4-1-13受訪者在公司所在的組織位階	76
表4-1-14受訪者待在駐在國台灣的時間	77
表4-1-15受訪者待在駐在國台灣的時間	77
表4-1-16受訪者過去在國外工作的時間	78
表4-1-17受訪者過去在國外工作的時間	78
表4-1-18受訪者未來生涯規劃	79
表4-1-19受訪者國際經驗來源	80
表4-1-20受訪者的跨文化訓練經驗	81
表4-1-21受訪者的其他跨文化經驗	82
表4-1-22受訪者的國際同僚或朋友	83
表4-2-1國籍與跨文化效能之MANOVA檢定分析	85
表4-2-2國籍與跨文化效能之ANOVA檢定分析	85
表4-2-3性別與跨文化效能之MANOVA檢定分析	87
表4-2-4美商派台經理人性別與跨文化效能之ANOVA檢定分析	87
表4-2-5年齡與跨文化效能之MANOVA檢定分析	89
表4-2-6日商派台經理人年齡與跨文化效能之ANOVA檢定分析	89
表4-2-7教育水準與跨文化效能之MANOVA檢定分析	91
表4-2-8日商派台經理人教育水準與跨文化效能之ANOVA檢定分析	92
表4-2-9學術主修背景與跨文化效能之MANOVA檢定分析	93
表4-2-10語言能力與跨文化效能之MANOVA檢定分析	95
表4-2-11美商派台經理人語言能力與跨文化效能之ANOVA檢定分析	95
表4-2-11美商派台經理人語言能力與跨文化效能之ANOVA檢定分析(續)	96
表4-2-12進修狀況與跨文化效能之MANOVA檢定分析	98
表4-2-13美商派台經理人進修狀況與跨文化效能之ANOVA檢定分析	99
表4-2-14日商派台經理人進修狀況與跨文化效能之ANOVA檢定分析	100
表4-3-1公司規模與跨文化效能之MANOVA檢定分析	102
表4-3-2美商派台經理人公司規模與跨文化效能之ANOVA檢定分析	103
表4-3-3公司產業別與跨文化效能之MANOVA檢定分析	105
表4-3-4美商派台經理人公司產業別與跨文化效能之ANOVA檢定分析	106
表4-3-5公司國際化程度與跨文化效能之MANOVA檢定分析	109
表4-3-6美商派台經理人公司國際化程度與跨文化效能之ANOVA檢定分析	110
表4-3-7日商派台經理人公司國際化程度與跨文化效能之ANOVA檢定分析	111
表4-3-8所在組織位階與跨文化效能之MANOVA檢定分析	113
表4-3-9美商派台經理人所在組織位階與跨文化效能之ANOVA檢定分析	114
表4-3-10日商派台經理人所在組織位階與跨文化效能之ANOVA檢定分析	115
表4-3-11待在駐在國台灣的時間與跨文化效能之MANOVA檢定分析	116
表4-3-12過去在國外工作的時間與跨文化效能之MANOVA檢定分析	118
表4-3-13美商派台經理人過去在國外工作時間與跨文化效能之ANOVA檢定分析	119
表4-3-14日商派台經理人過去在國外工作時間與跨文化效能之ANOVA檢定分析	119
表4-3-15未來生涯發展規劃與跨文化效能之MANOVA檢定分析	121
表4-3-16美商派台經理人未來生涯規劃與跨文化效能之ANOVA檢定分析	122
表4-3-17國際經驗來源與跨文化效能之MANOVA檢定分析	126
表4-3-18美商派台經理人國際經驗來源與跨文化效能之ANOVA檢定分析	127
表4-3-19日商派台經理人國際經驗來源與跨文化效能之ANOVA檢定分析	128
表4-3-20參與跨文化訓練經驗與跨文化效能之MANOVA檢定分析	131
表4-3-21美商派台經理人參與跨文化訓練經驗與跨文化效能之ANOVA檢定分析	132
表4-3-22日商派台經理人參與跨文化訓練經驗與跨文化效能之ANOVA檢定分析	133
表4-3-23其它跨文化經驗與跨文化效能之MANOVA檢定分析	135
表4-3-24美商派台經理人其它跨文化經驗與跨文化效能之ANOVA檢定分析	136
表4-3-25擁有國際同僚或朋友與跨文化效能之MANOVA檢定分析	138
表4-3-26日商派台經理人擁有國際同僚或朋友與跨文化效能之ANOVA檢定分析	139
表4-5-1韓必霽和吳永欽(2002)與本研究結果差異之比較	146
表4-5-2韓必霽和吳永欽(2002)與本研究結果差異之比較	149
表5-2-1美商派台經理人國際經驗來源分佈情形(複選題)	157
表5-2-2日商派台經理人國際經驗來源分佈情形(複選題)	158
表5-2-3美商派台經理人進修狀況分佈情形(複選題)	159
表5-2-4日商派台經理人進修狀況分佈情形(複選題)	159

圖目錄
圖2-2-1 W理論(The W-Curve Theory)	18
圖3-1-1研究架構	61
圖3-1-2研究流程圖	62

中文參考文獻
吳永欽(2000)，美日兩國外商派台經理人之跨文化效能研究，大葉大學工業關係研究所未出版之碩士論文。 

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經濟部投資審議委員會(INVESTMETN COMMISSION, M， (2007-04-20)， 96年3月核准僑外投資、國外投資、對中國大陸投資統計速報http://www.moeaic.gov.tw/system_external/ctlr?PRO=NewsLoad&id=527 

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