本研究最主要目的在探討企業外派人員角色寬度自我效能與職涯資本之研究，並進一步分析跨文化適應之中介效果及家庭支持的調節作用；本研究採問卷調查法進行資料蒐集，共回收206份有效問卷，並藉由相關分析及迴歸分析後，研究結果如下：
一、外派人員的「角色寬度自我效能」對「跨文化適應」具有正向顯著影響。
二、外派人員的「跨文化適應」對「職涯資本」具有正向顯著影響。
三、外派人員的「跨文化適應」在「角色寬度自我效能」和「職涯資本」間不具中介效果。
四、外派人員的「家庭支持」在「角色寬度自我效能」與「跨文化適應」間不具調節效果。
依據本研究結果，建議企業招募具角色寬度自我效能的新人、人員，派駐海外前安排必要的教育訓練課程與短期的海外實習，以利在派駐國的適應程度；另外，建議人員在接受海外派遣任務前，可預先了解異國文化，將未來可能面臨的不適應感減到最低，以幫助自己能快速融入異國文化與進入最佳狀況，順利達成組織目標。

The main purpose of this research is to explore the relationship between the role breadth self-efficacy and career capital of expatriates in enterprises, and to further analyze the mediating effect of cross-cultural adjustment and the moderating role of family support. This research adopts questionnaire survey method to collect data and 206 valid questionnaires are collected. After correlation analysis and regression analysis, the research results are as follows:
1. Role breadth self-efficacy has a significantly positive effect on cross-cultural adjustment.
2. Cross-cultural adjustment has a significantly positive effect on career capital.
3. Cross-cultural adjustment doesn't have the mediating effect between role breadth self-efficacy and career capital.
4. In term of family support, there is no moderating effect between role breadth self-efficacy and cross-cultural adjustment.
Based on the results of this study, there are some recommendations that companies recruit new talents with role-breadth self-efficacy, and arrange necessary education and training courses and short-term overseas internships before dispatching personnel overseas to facilitate their adaptability in the country of dispatch. In addition, it is recommended that before accepting overseas assignments, employees may understand the foreign culture in advance and minimize the unsuitability that they may face in the future, so as to help them quickly integrate into the foreign culture and enter the best situation, and successfully achieve the organizational goals.

論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vii
表目錄 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍與研究流程 5
第二章 文獻探討 7
第一節 角色寬度自我效能 7
第二節 跨文化適應 13
第三節 家庭支持 19
第四節 職涯資本 25
第五節 研究變項間之關係 31
第六節 研究架構 34
第三章 研究方法 35
第一節 研究對象與資料蒐集 35
第二節 研究變項之衡量工具 39
第三節 測量模式 46
第四章 結果與討論 49
第一節 研究變項之相關分析 49
第二節 相關研究變項之迴歸分析 51
第三節 研究假設驗證結果 55
第五章 結論與建議 57
第一節 研究結論 57
第二節 研究建議 60
第三節 研究限制與後續研究建議 62
參考文獻 64
附錄 76

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二、英文部分
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三、網路部分
Lee, Pei-Chen (Chiu-Yi/Joy) (2014). Job satisfaction affecting cross-cultural adjustment in Taiwanese expatriates. Retrieved April 25, 2020 from https://www.researchgate.net/publication/287591365_Job_Satisfaction_Affecting_Cross-Cultural_Adjustment_in_Taiwanese_Expatriates.