自發型外派人士在現今世界各地的外籍人士中佔比很大（Hasleberger 和 Vaiman，2013 年）。當談到他們的外派和回任動機或他們對環境因素（如工作或文化差異）等敏感議題時，他們呈現出特定的特徵。然而，在台灣等亞洲國家，有關自發型的外派人士的研究甚少。因此，此質化研究透過一系列的訪談來收集相關數據，並使用主題啟發式分析，藉由關注他們的感知以及對動機性與環境性因素的感受來以了解他們如何反映他們的回任動機和回任經驗。研究結果顯示許多管理層面的建議，幫助公司和人力資源專業人士更好地歡迎和支持員工中的自發型外派人士，幫助他們進行調整，減少與跨文化相關的不確定性，降低衝突和非自願辭職的風險等對公司來說可能需要昂貴成本等因素。

Self-initiated expatriates represent today’s larger proportion of expatriates worldwide (Hasleberger and Vaiman, 2013). They present specific features regarding their expatriation and repatriation motivations or their sensitivity to environmental elements such as work or culture differences. Moreover, self-initiated expatriates in Asian countries such as Taiwan are little known. This qualitative research collected relevant data through a series of interviews and used a thematically inspired analysis to understand how they reflect on the emergence of their repatriation intentions and their repatriation experiences with a focus on their perception and feelings and the influence of motivational and environmental factors. The managerial implications of the findings could help companies and HR professionals better welcome and support self-initiated expatriates among their personnel. Furthermore, they would allow them to facilitate their adjustment, reduce uncertainty linked to cross-cultural relationships, and decrease the risk of conflicts and involuntary resignation, which can be very costly for companies.

Thesis Validation Letter ...................................................................................... i
Abstract (Chinese) .............................................................................................. ii
Abstract (English).............................................................................................. iii
Table of Contents .............................................................................................. iv
List of Figures .................................................................................................. vii
Chapter 1: Introduction ...................................................................................... 1
Chapter 2: Literature Review ............................................................................. 3
2.1 What is Expatriate Repatriation? ......................................................... 3
2.1.1 Reasons for Expatriation ................................................................. 3
2.1.2 Definitions of Expatriates ............................................................... 5
2.1.3 What is Repatriation? ..................................................................... 7
2.2 Why Do Self-Initiated Expatriates Repatriate? ................................... 8
2.2.1 Push and Pull Factors Theory ......................................................... 8
2.2.2 The Embeddedness Theory ............................................................. 9
2.2.3 Shocks ........................................................................................... 10
2.2.4 What Is Still Unknown? ................................................................ 12
2.3 Cultural Differences .......................................................................... 14
2.3.1 Hofstede’s Cultural Dimensions Model ....................................... 14
2.3.2 Taiwan's Position in Hofstede Model ........................................... 15
2.4 Research Questions ........................................................................... 17
Chapter 3: Research Methodology ................................................................... 19
3.1 Rationale for the Methodology ......................................................... 19
3.2 Choice of Method .............................................................................. 20
3.3 Sampling Strategy and Interviews..................................................... 22
3.4 Research Ethics ................................................................................. 25
3.5 Reliability and Validity ..................................................................... 26
3.6 Data Analysis .................................................................................... 28
Chapter 4: Findings and Discussion ................................................................. 31
4.1 Participants ........................................................................................ 31
4.2 Findings ............................................................................................. 32
4.2.1 Reasons to Expatriate ................................................................... 33
4.2.2 Embeddedness and Push and Pull Factors Theories ..................... 35
4.2.3 Shocks ........................................................................................... 41
4.2.4 Reflection on Repatriation ............................................................ 42
4.2.5 Culture .......................................................................................... 44
4.2.6 Other Factors ................................................................................ 48
4.3 Summary ........................................................................................... 54
4.3.1 Research Questions 1, 1a, and 1b ................................................. 54
4.3.2 Research Questions 2 and 2a ........................................................ 56
4.3.3 Research Question 3 ..................................................................... 58
Chapter 5: Conclusion ...................................................................................... 60
5.1 Overall Conclusion ............................................................................ 60
5.2 Managerial Implications .................................................................... 61
5.3 Limitations ........................................................................................ 62
5.4 Suggestions for Future Research ....................................................... 63
References ........................................................................................................ 65
Appendix .......................................................................................................... 71

Alshahrani, S. T. (2022). The motivation for the mobility–A comparison of the company assigned and self-initiated expatriates in Saudi Arabia. Cogent Social Sciences, 8(1), 2027626.
Andersen, N. (2021). Mapping the expatriate literature: A bibliometric review of the field from 1998 to 2017 and identification of current research fronts. The International Journal of Human Resource Management, 32(22), 4687-4724.
Andresen, M., & Walther, M. (2012). Self-initiated repatriation at the interplay between field, capital, and habitus: an analysis based on Bourdieu’s theory of practice. In Self-Initiated Expatriation (pp. 174-194). Routledge.
Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing international mobility confusion–developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants. The International Journal of Human Resource Management, 25(16), 2295-2318.
Borjas, G. J. (1989). Economic theory and international migration. International migration review, 23(3), 457-485.
Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative research in psychology, 3(2), 77-101.
Braun, V., & Clarke, V. (2012). Thematic analysis. American Psychological Association.
Braun, V., & Clarke, V. (2013). Successful qualitative research: A practical guide for beginners. sage.
Bücker, J., Furrer, O., & Weem, T. P. (2016). Robustness and cross-cultural equivalence of the Cultural Intelligence Scale (CQS). Journal of Global Mobility: The Home of Expatriate Management Research.
Dickmann, M., Doherty, N., Mills, T., & Brewster, C. (2008). Why do they go? Individual and corporate perspectives on the factors influencing the decision to accept an international assignment. The International Journal of Human Resource Management,, 19(4), 731-751.
Ellis, D. R., Thorn, K., & Yao, C. (2020). Repatriation of self-initiated expatriates: expectations vs. experiences. Career Development International.
Gaw, K. F. (2000). Reverse culture shock in students returning from overseas. International journal of intercultural relations, 24(1), 83-104.
Gubrium, J. F., & Holstein, J. A. (2002). From the individual interview to the interview society. Handbook of interview research: Context and method, 3-32.
Harrison, A. K. (2014). Ethnography. The Oxford handbook of qualitative research, 223-253.
Haslberger, A., & Vaiman, V. (2013). Self-initiated expatriates: A neglected source of the global talent flow. In Talent management of self-initiated expatriates (pp. 1-15). Palgrave Macmillan, London.
Ho, N. T. T., Seet, P. S., & Jones, J. (2018). From brain drain and brain gain to brain circulation: conceptualizing re-expatriation intentions of Vietnamese returnees. Internationalisation in Vietnamese higher education, 217-234.
Hofstede, G. (1980). Culture and organizations. International studies of management & organization, 10(4), 15-41.
Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions and organizations across nations. Sage publications.
Hofstede, G. (2003). Cultural dimensions. www. geert-hofstede. com.
Hofstede, G., Hofstede, G. J., & Minkov, M. (2005). Cultures and organizations: Software of the mind (Vol. 2). New York: Mcgraw-hill.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 44(3), 337-352.
Huang, Q., Davison, R. M., & Gu, J. (2011). The impact of trust, guanxi orientation and face on the intention of Chinese employees and managers to engage in peer‐to‐peer tacit and explicit knowledge sharing. Information Systems Journal, 21(6), 557-577.
Hussain, T., & Deery, S. (2018). Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions. International Business Review, 27(1), 281-288.
Inkson, K., Carr, S., Edwards, M., Hooks, J., Jackson, D., Thorn, K., & Allfree, N. (2004). From brain drain to talent flow: Views of Kiwi expatriates. University of Auckland Business Review, 6(2), 29-39.
Kubovcikova, A., & van Bakel, M. (2022). Social support abroad: How do self-initiated expatriates gain support through their social networks?. International Business Review, 31(1), 101894.
Kvale, S. (2007). Validation and generalization of interview knowledge. Doing interviews, 121-129.
Lee, T. W., & Mitchell, T. R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of management review, 19(1), 51-89.
Lee, T. W., Mitchell, T. R., Wise, L., & Fireman, S. (1996). An unfolding model of voluntary employee turnover. Academy of Management journal, 39(1), 5-36.
Lee, T. H., Gerhart, B., Weller, I., & Trevor, C. O. (2008). Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. Academy of Management Journal, 51(4), 651-671.
Lo, K. I. H., Wong, I. A., Yam, C. R., & Whitfield, R. (2012). Examining the impacts of community and organization embeddedness on self-initiated expatriates: the moderating role of expatriate-dominated private sector. The International Journal of Human Resource Management, 23(20), 4211-4230.
Martin, J. N. (1984). The intercultural reentry: Conceptualization and directions for future research. International Journal of Intercultural Relations, 8(2), 115-134.
Melançon, J. (2007). La compréhension phénoménologique du monde social. en ligne: http://www. laviedesidees. fr/IMG/pdf/20080320_melancon_schutz. pdf.
Meuer, J., Tröster, C., Angstmann, M., Backes-Gellner, U., & Pull, K. (2019). Embeddedness and the repatriation intention of assigned and self-initiated expatriates. European Management Journal, 37(6), 784-793.
Presbitero, A. (2016). Culture shock and reverse culture shock: The moderating role of cultural intelligence in international students’ adaptation. International journal of intercultural relations, 53, 28-38.
Pulla, V., & Carter, E. (2018). Employing interpretivism in social work research. International Journal of Social Work and Human Services Practice, 6(1), 9-14.
Ricoeur, P. (1990). Soi-meme Comme un Autre (Oneself as Another)(Trans. by K. Blamey).
Roth, W. M., & Unger, H. V. (2018). Current perspectives on research ethics in qualitative research. In Forum qualitative sozialforschung/forum: Qualitative social research (Vol. 19, No. 3, p. 12). DEU.
Rubin, H. J., & Rubin, I. S. (2011). Qualitative interviewing: The art of hearing data. sage.
Schiele, M. (2021). Life satisfaction and return migration: analysing the role of life satisfaction for migrant return intentions in Germany. Journal of ethnic and migration studies, 47(1), 110-129.
Schutz, A. (1972). The phenomenology of the social world. Northwestern university press.
Selmer, J., & Lauring, J. (2012). Reasons to expatriate and work outcomes of self‐initiated expatriates. Personnel Review.
Spiers, J., Morse, J. M., Olson, K., Mayan, M., & Barrett, M. (2018). Reflection/Commentary on a Past Article:“Verification Strategies for Establishing Reliability and Validity in Qualitative Research” http://journals. sagepub. com/doi/full/10.1177/160940690200100202. International Journal of Qualitative Methods, 17(1), 1609406918788237.
Szkudlarek, B. (2010). Reentry—A review of the literature. International Journal of Intercultural Relations, 34(1), 1-21.
Tharenou, P., & Caulfield, N. (2010). Will I stay or will I go? Explaining repatriation by self-initiated expatriates. Academy of Management Journal, 53(5), 1009-1028.
Tong, L., & Yuqing, T. (2020). Applying Hall's High Context and Low Context Cultures Model to Analysis the Implications of Cultural Differences on Functioning in Cross-cultural Groups. Academic Journal of Humanities & Social Sciences, 3(8).
Toren, N. (1976). Return to Zion: characteristics and motivations of returning emigrants. Social Forces, 54(3), 546-558.
Ullah, A. A., Akram Hossain, M., & Huque, A. S. (2022). Non-conventional migration: An evolving pattern in South Asia. Journal of Asian and African Studies, 57(2), 335-351.
United Nations (1948). Universal declaration of human rights. General Assembly Resolution 217A III
United Nations (1998), Recommendations on Statistics of International Migration, Statistical Papers Series M, 58, 1, New York: Author.
Usunier, J. C. (1999). Food consumption and the expatriation experience: A study of American expatriates in France. ACR European Advances.
Wolff, K. (2013). Self-initiated expatriation: Individual, organizational, and national perspectives (Vol. 54). M. Andresen, A. Al Ariss, & M. Walther (Eds.). New York: Routledge.
Wu, M. (2006). Hofstede's cultural dimensions 30 years later: A study of Taiwan and the United States. Intercultural communication studies, 15(1), 33.
Yeoh, B. S., & Lam, T. (2016). Immigration and its (dis) contents: The challenges of highly skilled migration in globalizing Singapore. American Behavioral Scientist, 60(5-6), 637-658.