This Master thesis examines the impact of the individual driving forces of young highly educated talents from Italy and Lithuania to apply for a job abroad after the graduation. By investigating the motivations and influences during this decision-making process, we clarify the role of different impulses on the individual’s decision to become part of the phenomenon known as the global talent flow. Within this study, we obtain the actor’s view, while we use an inductive approach to put the construction of meaning of the participants in the center of our study. This aim of our qualitative study is further strengthened by the use of semi-structured interviews and the usage of the phenomenology approach. The data is analyzed and interpreted according to the emerged themes and linked back to the existing theory on‘migration’, the ‘Push-Pull-Mooring’ paradigm, the ‘gravity’ model, and the knowledge flow according to ‘brain gain’, 'brain drain’, and ‘brain circulation’. This study highlights the variety of facets which are of importance to the individuals within the decision-making process of the non-rational phenomenon of the global talent flow. Although the main motivation - the opportunity to grow - is shared among all participants, a clear distinction can be made between the ‘professional’ and the ‘personal’ growth. Furthermore, our study reveals the direct influence of initiatives taken by the European Union (EU), such as the ERASMUS+ Programme on the mobility of young talents and the impact of possible unforeseen side effects such as the ‘brain drain’ in some of the member countries of the EU. Our findings contribute another layer to the understanding of the driving forces of tomorrow’s mobile workforce to apply for a job abroad. This comprehension is fundamental to policymakers, companies, the society at larger, and the young talents themselves, as it becomes crucial to attract this ‘brain’ to secure long-term development of all stakeholders of the global talent flow within the EU.

人才對於促進一國經濟發展的重要性，從人力資本理論在二十世紀五、六十年代興起以來，隨著知識經濟來臨，受到廣泛的重視便可得知。面對中國大陸經濟迅速發展，人才的需求越來越高，台灣卻存在人才流失及金融產業競爭力下降等現象。尤其近幾年來，台灣與中國往來密切，兩岸貿易及業務越趨開放，人才流動也更加頻繁。 在金融交流方面，雙方於2009年11月簽訂兩岸金融監理備忘錄後，開始有了較正式且完善的進展，兩岸人才流動將擴及金融業，可能加遽台灣人才的外流。為了釐清此現象並探究成因，本文以分析兩岸金融開放與交流之經驗以及深度訪談學界及產業界人士的方式，來探討兩岸金融人才的流動狀況。研究發現，鑑於大陸的經濟成長、人才強國戰略以及金融市場需求，兩岸金融人才的流動並不平衡。銀行業、證券業、保險業在不同時期都呈現出不同的流動族群及流動模式。總的來說，兩岸的人才流動從2001年開始，由陸資金融機構挖角、外資金融機構從台灣培訓人才以拓展大中華業務，到2009年簽訂兩岸金融監理備忘錄後，轉向以台資金融機構外派為主。本文進一步透過推拉因素來解釋這個現象，其中薪資所得、政策、金融市場是中國吸引台灣金融人才的拉力因素，而社會融入、升遷管道、以及家庭因素、生活環境等問題則是中國的推力因素。這些因素在不同程度上影響人才移動的決策。最後，本文也提出金融業人才流動的正負影響以及流動現象背後所隱含的台灣經濟環境的問題。 / Talent, one of the most important factors of fostering a country’s economic development, has caught great attention with the development of knowledge economy since human capital theory boomed in 1950s and 1960s. With the rapid growth of Chinese economy, the demand of talent is huge. As for Taiwan, it is facing brain drain and the decrease of competitiveness in financial industry. Especially in recent years, the relationship is getting closer between Taiwan and China. The trade and business are increasing, as well as talent flow. In terms of financial communication, Taiwan and China have made a big progress since the agreement of Memorandum of Understanding (MOU) was signed in November, 2009. However, it may worsen the problem of brain drain in Taiwan. In order to get a clear idea of this situation, the research thesis examines the condition and discusses the reasons by analyzing cross-strait financial exchange experience and interviewing professionals from academic and industrial fields. The findings are as follows. Due to economic growth, talent strategy with nation strengthening and the demand of financial market in China, the cross-strait talent flow is unbalanced. It shows that banking industry, securities industry and insurance industry have their own type of talent flow within recent years. Generally speaking, the cross-strait financial talent flow started from 2001, with Chinese financial industry’s poaching to learn more skills and foreign financial industry’s training to expand their business in greater China. Until 2009 when the agreement of MOU was signed, it changed by more and more expatriates in China sending from Taiwanese financial industry. Furthermore, the research thesis analyzes the reasons through Pull and Push Theory, which salary structure, policies and financial market are pull factors of China, while social integration, career path plan, family, dwelling environment, etc. are push factors of China. These factors variably affect peoples’ decisions by their own concern. Finally, the thesis comes up with pros and cons of financial talent flow and thus tells the problems which Taiwanese economic circumstances are facing.