| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 95 === Nowadays, there is no business boundary, for international companies, their market is worldwide, not just within a single country. Hence, these international companies need more and more expatriates to manage their branches abroad. These expatriates have the opportunities to learn and to practice how to manage international business. They play a very important role in these international businesses.
The situation is the same in Taiwan. There are more and more companies investing abroad, especially in mainland China. Not only high-tech companies, but financial businesses as well. When expatriates complete their assignments abroad, what do the international companies do to enhance the willingness of these expatriates to return home? This is important because the experience and knowledge expatriates gain overseas are invaluable to the headquarters of international businesses. In this research, we introduce two determining factors of expatriates’ willingness to return to the headquarters of the parent company. These two factors are: “organizational support”, including “career management” and “the relationship between the supervisors and the expatriates”, and “types of the expatriates’ assignments”.
In this study we surveyed 157 workers who have expatriating experience in mainland China. By analyzing these questionnaires, we have the following findings:
1.Aside from the “organizational support”, “career management”, has a significant effect on the expatriates’ willingness to repatriate.
2.The other factor, “the types of the expatriates’ assignments”, also has a significant effect on the expatriates’ willingness to repatriate.
The policy implications of these findings are discussed in the last chapter of this thesis.
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