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題名 臺灣公股銀行員工外派成功關鍵因素之探討
A Study of Key Factors Affecting Expatriate Success among Employees in Taiwan’s Public Banks
作者 林佳蓉
Lin, Chia-Jung
貢獻者 蔡維奇
Tsai, Wei-Chi
林佳蓉
Lin, Chia-Jung
關鍵詞 外派成功
人際溝通能力
文化智商
壓力處理策略
外派培訓
公股銀行
Expatriate Success
Interpersonal Communication Competence
Cultural Intelligence
Stress Coping Strategies
Expatriate Training
Public Banks
日期 2026
上傳時間 2-Feb-2026 12:15:57 (UTC+8)
摘要 本研究以臺灣公股銀行外派人員為對象，探討影響外派成功的關鍵因素，並聚焦於人際溝通能力、文化智商、壓力處理策略及組織外派培訓等個人及組織因素。本研究採質性研究方法，訪談六家公股銀行共十四位具外派經驗之人員，並依研究架構進行跨個案分析。 研究結果顯示，人際溝通能力可協助外派人員取得並運用工作與生活資訊，建立情感支持網路，並促進工作協調以提升分行運作效率。文化智商則體現在能理解並調整派駐地的工作文化與互動風格，進而促進跨文化關係經營與生活適應。壓力處理策略多以情緒調適與問題解決並行，透過心態調整、具體行動與生活調適降低壓力並維持外派續航力。組織培訓方面，行前培訓多能提升任務準備度與上手速度，但對生活適應與持續性支持相對有限，外派期間培訓則多聚焦形式上的法令遵循要求，且各銀行在培訓制度化與培訓內容貼近實務程度不一，外派人員仍常仰賴同事間非正式支援補足落差。 本研究補充公股銀行外派管理之實證基礎，指出外派成功並非單一因素所致，而是個人能力與組織支持在不同職級與文化情境中交互作用的結果，並提供公股銀行在外派培訓設計等面向之優化建議。
This study focuses on the expatriate staff of Taiwanese public banks, exploring the key factors influencing their success in expatriate assignments. It examines individual and organizational factors such as interpersonal communication competence, cultural intelligence, stress coping strategies, and organizational training for expatriate assignments. Adopting a qualitative research approach, this study conducted in-depth interviews with fourteen expatriates from six different public banks. A cross-case analysis was then performed based on the research framework to explore their experiences. The results show that interpersonal communication competence enables expatriates to obtain and effectively use work and life information, develop emotional support networks, and improve coordination at work to improve branch operational efficiency. Cultural intelligence is reflected in the ability to understand and adapt to the work culture and interaction style of the host country, thereby promoting cross-cultural relationship management and life adaptation. Stress coping strategies mainly involve both emotional adjustment and problem-solving, reducing stress and maintaining expatriate endurance through mindset adjustment, concrete actions, and life adjustment. In terms of organizational training, pre-departure training can improve task readiness and onboarding speed, but its contribution to life adaptation and ongoing support is relatively limited. Training during expatriation often focuses on formal legal compliance requirements, and the degree to which training systems are institutionalized and the relevance of training content varies among banks. Expatriates still often rely on informal support among colleagues to bridge the gap. This study strengthens the empirical evidence for expatriate management in public banks. It posits that expatriate success results from the interaction of individual capabilities and organizational support in different job levels and cultural contexts, rather than any single factor. These findings offer practical suggestions for public banks to optimize their training designs for employees on overseas assignments.
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J., Tay, C.-S., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation, and task performance. Management and Organization Review, 3(3), 335–371. Black, J. S., Mendenhall, M., & Oddou, G. (1991). Toward a comprehensive model of international adjustment: An integration of multiple theoretical perspectives. Academy of Management Review, 16(2), 291–317. Chen, M. (2019). The impact of expatriates’ cross-cultural adjustment on work stress and job involvement in the high-tech industry. Frontiers in psychology, 10, 2228. Dijkstra, M. T., & Homan, A. C. (2016). Engaging in rather than disengaging from stress: Effective coping and perceived control. Frontiers in psychology, 7, 1415. Duronto, P. M., Nishida, T., & Nakayama, S. I. (2005). Uncertainty, anxiety, and avoidance in communication with strangers. International Journal of Intercultural Relations, 29(5), 549-560. Earley, P. C., & Ang, S. (2003). Cultural Intelligence: Individual Interactions Across Cultures, Stanford University Press. El Amine, N. R., & Cascon-Pereira, R. (2024). What does expatriate success mean? Developing a comprehensive definition through a systematic literature review. Career Development International, 29(1), 3-79. Erogul, M. S., & Rahman, A. (2017). The impact of family adjustment in expatriate success. Journal of International Business and Economy, 18(1), 1-23. Goodall, K., Li, N., & Warner, M. (2007). Expatriate managers in China: The influence of Chinese culture on cross-cultural management. Journal of General Management, 32(2), 57–76. Guadalupe, C., & DeShong, H. L. (2025). Personality and coping: A systematic review of recent literature. Personality and Individual Differences, 239, 113119. Harrison, D. A., & Shaffer, M. A. (2005). Mapping the criterion space for expatriate success: Task-and relationship-based performance, effort and adaptation. The international journal of human resource management, 16(8), 1454-1474. Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer Publishing Company. Leung, M. Y., & Chan, I. Y. S. (2012). Exploring stressors of Hong Kong expatriate construction professionals in Mainland China: Focus group study. Journal of construction Engineering and Management, 138(1), 78-88. Purhonen, P. (2007). Interpersonal Communication Competence in SME Internationalization. Networking Knowledge: Journal of the MeCCSA Postgraduate Network, 1(2). Qomariyah, A., Nguyen, P. T., Wu, W. Y., & Tran-Chi, V. L. (2022). The effects of expatriate’s personality and cross-cultural competence on social capital, cross-cultural adjustment, and performance: the context of foreign-owned multinational firms. Sage Open, 12(3). Schlaegel, C., Richter, N. F., & Taras, V. (2021). Cultural intelligence and work-related outcomes: A meta-analytic examination of joint effects and incremental predictive validity. Journal of World Business, 56(4), 101209. Ting-Toomey, S., & Kurogi, A. (1998). Facework competence in intercultural conflict: An updated face-negotiation theory. International journal of intercultural relations, 22(2), 187-225. Van Bakel, M., van Oudenhoven, J. P., & Gerritsen, M. (2015). Developing a high quality intercultural relationship: expatriates and their local host. Journal of Global Mobility, 3(1), 25-45.
描述 碩士
國立政治大學
國際金融碩士學位學程
113ZB1039
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0113ZB1039
資料類型 thesis
dc.contributor.advisor 蔡維奇zh_TW
dc.contributor.advisor Tsai, Wei-Chien_US
dc.contributor.author (Authors) 林佳蓉zh_TW
dc.contributor.author (Authors) Lin, Chia-Jungen_US
dc.creator (作者) 林佳蓉zh_TW
dc.creator (作者) Lin, Chia-Jungen_US
dc.date (日期) 2026en_US
dc.date.accessioned 2-Feb-2026 12:15:57 (UTC+8)-
dc.date.available 2-Feb-2026 12:15:57 (UTC+8)-
dc.date.issued (上傳時間) 2-Feb-2026 12:15:57 (UTC+8)-
dc.identifier (Other Identifiers) G0113ZB1039en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/161380-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國際金融碩士學位學程zh_TW
dc.description (描述) 113ZB1039zh_TW
dc.description.abstract (摘要) 本研究以臺灣公股銀行外派人員為對象，探討影響外派成功的關鍵因素，並聚焦於人際溝通能力、文化智商、壓力處理策略及組織外派培訓等個人及組織因素。本研究採質性研究方法，訪談六家公股銀行共十四位具外派經驗之人員，並依研究架構進行跨個案分析。 研究結果顯示，人際溝通能力可協助外派人員取得並運用工作與生活資訊，建立情感支持網路，並促進工作協調以提升分行運作效率。文化智商則體現在能理解並調整派駐地的工作文化與互動風格，進而促進跨文化關係經營與生活適應。壓力處理策略多以情緒調適與問題解決並行，透過心態調整、具體行動與生活調適降低壓力並維持外派續航力。組織培訓方面，行前培訓多能提升任務準備度與上手速度，但對生活適應與持續性支持相對有限，外派期間培訓則多聚焦形式上的法令遵循要求，且各銀行在培訓制度化與培訓內容貼近實務程度不一，外派人員仍常仰賴同事間非正式支援補足落差。 本研究補充公股銀行外派管理之實證基礎，指出外派成功並非單一因素所致，而是個人能力與組織支持在不同職級與文化情境中交互作用的結果，並提供公股銀行在外派培訓設計等面向之優化建議。zh_TW
dc.description.abstract (摘要) This study focuses on the expatriate staff of Taiwanese public banks, exploring the key factors influencing their success in expatriate assignments. It examines individual and organizational factors such as interpersonal communication competence, cultural intelligence, stress coping strategies, and organizational training for expatriate assignments. Adopting a qualitative research approach, this study conducted in-depth interviews with fourteen expatriates from six different public banks. A cross-case analysis was then performed based on the research framework to explore their experiences. The results show that interpersonal communication competence enables expatriates to obtain and effectively use work and life information, develop emotional support networks, and improve coordination at work to improve branch operational efficiency. Cultural intelligence is reflected in the ability to understand and adapt to the work culture and interaction style of the host country, thereby promoting cross-cultural relationship management and life adaptation. Stress coping strategies mainly involve both emotional adjustment and problem-solving, reducing stress and maintaining expatriate endurance through mindset adjustment, concrete actions, and life adjustment. In terms of organizational training, pre-departure training can improve task readiness and onboarding speed, but its contribution to life adaptation and ongoing support is relatively limited. Training during expatriation often focuses on formal legal compliance requirements, and the degree to which training systems are institutionalized and the relevance of training content varies among banks. Expatriates still often rely on informal support among colleagues to bridge the gap. This study strengthens the empirical evidence for expatriate management in public banks. It posits that expatriate success results from the interaction of individual capabilities and organizational support in different job levels and cultural contexts, rather than any single factor. These findings offer practical suggestions for public banks to optimize their training designs for employees on overseas assignments.en_US
dc.description.tableofcontents 第一章 緒論 3 第一節 研究背景 3 第二節 研究動機與目的 5 第二章 文獻探討 8 第一節 外派成功之定義 8 第二節 人際溝通能力對外派成功的影響 9 第三節 文化智商對外派成功的影響 11 第四節 壓力處理策略對外派成功的影響 12 第五節 外派培訓 14 第三章 研究方法 17 第一節 研究對象 17 第二節 研究流程 21 第三節 訪談問題設計 22 第四章 研究結果 24 第一節 研究結果分析 24 第二節 補充分析 62 第五章 討論與建議 82 第一節 研究結果與討論 82 第二節 管理建議 86 第三節 研究限制與未來研究建議 89 參考文獻 92zh_TW
dc.format.extent 1136198 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0113ZB1039en_US
dc.subject (關鍵詞) 外派成功zh_TW
dc.subject (關鍵詞) 人際溝通能力zh_TW
dc.subject (關鍵詞) 文化智商zh_TW
dc.subject (關鍵詞) 壓力處理策略zh_TW
dc.subject (關鍵詞) 外派培訓zh_TW
dc.subject (關鍵詞) 公股銀行zh_TW
dc.subject (關鍵詞) Expatriate Successen_US
dc.subject (關鍵詞) Interpersonal Communication Competenceen_US
dc.subject (關鍵詞) Cultural Intelligenceen_US
dc.subject (關鍵詞) Stress Coping Strategiesen_US
dc.subject (關鍵詞) Expatriate Trainingen_US
dc.subject (關鍵詞) Public Banksen_US
dc.title (題名) 臺灣公股銀行員工外派成功關鍵因素之探討zh_TW
dc.title (題名) A Study of Key Factors Affecting Expatriate Success among Employees in Taiwan’s Public Banksen_US
dc.type (資料類型) thesisen_US
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