The impacts of self-initiated expatriate career capital on cultural adjustment and intention to stay

• Main Authors: CHIU, WEI-SHAO, 邱偉韶
• Other Authors: CHEN,HUEI-FANG
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/97540822318182052294

碩士 === 東吳大學 === 國際經營與貿易學系 === 104 === Owing to the signature of a memorandum of understanding (MOU)relatedtothe regional economic integration and cooperation in cross-strait financial supervision, Taiwan’s financial sector has sped up itsoverseas operations. Coupled with the FSC‘s promotion of the "Asian Cup" policy,many domestic bankshave prompted to develop theirinternational financial business. In the area of international human resource management, past studies focus on organization sending people to go abroad. However, foreign assignment is not restricted to send company’s expatriates to go overseas.Many people have the interest to seek their own career in a foreign situation without a support of an organization. These people are called as self-initiated expatriates (SIEs). The major purpose of this study is to investigate the relationship among career capital, culture adjustment and intention to stay in a foreign country. The research subjects are company expatriates and SIEs in financial sector.Using an in-depth interview, the study develops propositions from the analysis of interview results. The main conclusions of this study are as follows: 1. Self-initiated expatriates’career capitalhas a positive impact on cultural adjustment and intention to stay. 2. The company expatriates’ career capital reveals no positive impact on cultural adjustment and intention to stay. 3. Self-initiated expatriates and the company expatriates have no difference in the level of careercapital. However, SIEs have a higher level of cultural adjustment than company expatriates, and SIEs have a higher level of intention to stay than company expatriates.