找到在台灣的外國人的工作是不容易的，要在工作中取得成功，是大家最困難的。 ，我也不例外，這就是為什麼我們認為在台灣的表現“的外籍專業人才的決定因素”“是當代的主題。這是值得探討的良好的工作業績，為台灣的標準是什麼。本論文研究的成功，在台灣的外國人的工作表現的原因。因此，我們取得了一些成功的人，採訪檢查的現象：克謝尼婭Mardaeva（技嘉），Erenzhen Kornusov（P.莫利哀/ Albest樂器），詹姆斯·邁克爾·戴維森（項目台北桃園國際機場線），：邁克Maydana（L​​iankuann企業有限公司），里卡多·N.奎瓦斯比利亞洛沃斯（寶來電子有限公司）。在這項研究中，我們打算學習外國專業人員性能的決定因素：如何實現在台灣工作中的成功，如何通過自己在台灣，如何建立和集約化生產與上司的關係。這是這項研究的主要問題。為了揭露這些問題，我們已採取以下步驟：建立研究目標，建立研究的問題，以往的研究概況，定義樣本宇宙，標誌著代表性的樣本，組織採訪，分析數據和解釋結果。 外國人的性能分析將探討更深入地理解實現在工作場所的效率。此外，它還將幫助人們願意留在台灣，以提高各自的特點，從自己的長處得到的好處和優勢變成自己的弱點。 有三個問題陳述我們的重點。第一個是需要調整我們的行為，在新的文化環境，以減少工作的不確定性，因為外國人的文化敏感性的更大的是更大的是他的工作表現。我們有完整的答案：學習中國語言，當地的飲食習慣改變自己，打扮自己像一個本地和尊重他們的風俗習慣，為變化做好準備，尊重當地的法律，這是必要的。 第二個是創造生產與上司的關係。我們的外國專業人士的建議如下：尊重人，不要怕你的老闆，不要試圖掩蓋問題，保持你的邊界，是積極的，表現出主動，擁抱自己的優勢，制定一個計劃，不海港不滿，沒有個性化的客觀，接受對自己的行為負責。 成功的表現下一個決定因素是：如何表現進行評估，以及提供反饋意見，以及如何實現的性能改進有強烈的衝擊，“在台灣的外籍專業人士的表現。 / To find a job for a foreigner in Taiwan isn’t easy, and to be successful at work is the most difficult for everyone. And I’m not the exception, that’s why we think “Determinants of the foreign professionals” performance in Taiwan” is contemporary theme. It is worthy to analyze what are the criteria of the good job performance for the Taiwanese. This thesis investigates the reasons of the successful foreigners' job performance in Taiwan. Therefore we obtained interview with some successful people to examine the phenomena: Kseniya Mardaeva (GIGABYTE), Erenzhen Kornusov (P. Mauriat/Albest Musical Instruments), James Davidson Michael (the project Taipei Taoyuan International Airport Link), Mike Maydana (the Liankuann Enterprises Co.Ltd.), Ricardo N. Cuevas Villalobos (Polylight Electronics Co., Ltd.). In this research we intend to study determinants of foreign professionals' performance: how to achieve success in work in Taiwan, how to adopt yourself in Taiwan, how to build productive and intensive relationship with the supervisor. These are the major problems of this study. In order to expose these problems we have taken following steps: establishing research goal, establishing research questions, previous studies overview, defining sample universe, marking out representative sample, organize interview, analyze the data and interpreting the results. The analysis of foreigner’s performance will explore deeper understanding of achieving efficiency at the working place. Moreover it will also help people willing to stay in Taiwan to improve their individual characteristics, to get benefits from their strengths and to turn their weaknesses into strengths. There are three problem statements we are focusing on. The first one is the need to adjust our behavior to new cultural environments in order to reduce job uncertainty, because the greater the cultural sensitivity of the foreigner is the greater is his job performance. We got complete answer: it’s necessary to learn Chinese language, change yourself to the local culinary habits, dress yourself like a local and respect their customs, be prepared for the changes, respect the local law. The second one is creating productive relationship with the supervisors. Our foreign professionals suggest the following: show respect, don’t be afraid of your boss, don’t try to hide problems, maintain your boundaries, be positive, demonstrate initiative, embrace your strengths, make a plan, don’t harbor resentments, don’t personalize the impersonal, accept responsibility for your own behavior. The next determinant of successful performance is: how well performance is evaluated, how well feedback is provided and how well performance improvement achieved has also strong impact on the foreign professionals' performance in Taiwan.

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.