在當前快速變遷與高度不確定性環境下，政府施政環境日益複雜，面對社會大眾多元化之強烈需求，如何提升政府機關工作績效，同時加強台灣國際競爭力，以滿足社會及民眾的需求，是當前政府的一項重大挑戰。有鑑於國際人力資源管理之研究眾多，但都未能探討國際人力資源管理的所有功能，且對各項功能間之關係亦未探討，同時缺乏有系統的研究，實證研究也不多見。我國中央政府機關依功能、任務不同，分別派有駐外人員，有關政府機關駐外人員人力資源管理制度之文獻及研究並不多。筆者工作上有機會接觸各駐外單位，因此將針對政府機關，探討甄選、教有訓練、激勵等決定因素，對駐外人員海外適應與工作績效之主要作用和交互作用影響，使理論及實務更完備，期利用政府機關人力資源管理制度，以提升駐外人員海外適應與工作績效。 本研究以問卷調查的方式進行，共發出問卷193份，回收175份問卷，回收率為90.67%。透過敘述性統計、因素分析、集群分析、相關分析與迴歸分析等數量方法，以實證資料來分析政府機關駐外人員的甄選、教育訓練與激勵差異性，探討其對駐外人員海外適應的影響，並進一步瞭解與工作績效的關係。本研究結果顯示如下： 一、「符合駐外任務所需工作能力的甄選」與「符合駐外任務所需基本條件的甄選」對「海外適應」並無顯著的正向影響。 二、「符合駐外任務所需工作能力的甄選」與「工作績效」有顯著正相關。 三、「符合駐外任務所需工作面的教育訓練」與「符合駐外任務所需語言面的教育訓練」對「海外適應」皆產生顯著的正向影響。 四、「符合駐外任務所需工作面的教育訓練」與「符合駐外任務所需語言面的教育訓練」對「工作績效」無顯著正相關。 五、「符合駐外任務所需財務性的激勵制度」與「符合駐外任務所需非財務性的激勵制度」對「海外適應」並無顯著正向影響。 六、「符合駐外任務所需財務性的激勵制度」對「工作績效」有顯著正向影響。 七、「符合駐外任務所需工作面的海外適應」對「工作績效」有顯著正向影響。 八、「高度整合駐外人員人力資源管理制度」對「海外適應」及「工作績效」均有顯著正向影響。 管理涵意則為政府機關駐外人員若要有高度工作績效，除了國際人力資源管理制度的考量之外，還需要其他構面如海外適應等加以配合，才能充分發揮實施效益。本研究的發現可提供政府機關在未來擬定駐外人員人力資源管理制度時之策略參考。 / In a fast-changing and highly uncertain environment, the government is facing pluralistic claims of the public. How to promote the work performance of government, enhance the international competitive edge of Taiwan, and cater to the demands of society and the populace are the important challenges for the current government. Although there is much research and literature on international human resource management (IHRM), none of it studies all functions oflHRM the relationships among functions in systematic or experimental research. For the time being, the government's ministries and associations dispatch expatriates respectively by the different functions and missions. But the literature and research do less to study international human resource management system(IHRMS) of the government's expatriates. I have the opportunity to work and contact the other ministries' and associations' expatriates; hence, I will focus on government organization and explore how the decisive factors which are selection, education and training and motivation, impinge on the major function and the interplay of overseas adaptation and work performance of expatriates. By means oflHRMS of the government, thesis will complete the theory and the practice as well as promote overseas adaptation and work performance. The research uses a questionnaire to survey. For the 175 received questionnaires of 193 issued, the received rate is 90.67%, To analyze the differences and explore the influences on overseas adaptation and work performance among selection, education and training and motivation of the government's expatriates, the research uses some quantitative measures such as descriptive statistics, factor, cluster, correlation and regression analyses. The major findings are: (l)Both "work-capability selection of the corresponding overseas mission" and "basic-conditions selection of the corresponding overseas mission" do not have a significant positive influence on "overseas adaptation." (2)"work-capability selection of the corresponding overseas mission" has a significant positive correlation "work performance." (3)"the job education and training of the corresponding overseas mission" and "the language education and training ot ine corresponding overseas mission" have a significant positive influence on "overseas adaptation." (4)"Thejob education and training of the corresponding overseas mission" and "the language education and training of the corresponding overseas mission" do not have a significant positive correlation on "work performance." (5)"The financial motivation system of the corresponding overseas mission" and "the non-financial motivation system of the corresponding overseas mission" do not have a significant positive influence on "overseas adaptation." (6)"The financial motivation system of the corresponding overseas mission" has a significant positive influence on "work performance." (7)"0verseas work adaptation" has a significant positive influence on "work performance." (8)"Highly integrated IHRMS of expatriates" has a significant positive influence on both "overseas adaptation" and "work performance." The managerial meaning is that if the government would like to have high work performance of expatriates, it needs to consider not only IHRMS, but overseas adaptation, etc. The results of the research can provide the government the strategic reference of planning HRMS of expatriates in the future.