隨著二十一世紀的來臨，企業經營模式已轉變為國際化、全球化的經營，因中國大陸實施開放性的優渥經濟政策及勞工工資低廉等利基，運用台灣經驗的發展優勢，國內不少企業因地利之便，紛紛至大陸積極投資及發展事業，因此外派人員在企業國際化營運配置上，即扮演著關鍵的重要角色，本個案將以個案公司具有外派經驗的人員為對象，以深度訪談方式，收集外派人員適應外派地點之實際經驗，分析外派人員在生活適應、文化適應、工作適應對中小企業外派者的影響，並提出改善與建議。
在分析個案公司之訪談資料後可知，影響派外人員海外適應問題的構面，依次序為工作適應、文化適應、生活適應，並且從中發現個案公司在組織報告關係違背常理、內勤外派人員的角色定位不明、缺乏外派前訓練、外派管理制度不健全、未因地設計管理制度等問題，是影響外派人員的海外適應的主因，若個案公司得以改善，將可提高派外人員海外適應情形。

With the continuous advancements of the 21st century, the business model has moved towards internationalization and globalization. The benefits of the implementation of open and generous economic policies and low wages, as well as the development experience of Taiwan has led many domestic enterprises to thrive with a variety of positive investments and continuous development. Due to its convenient geographical location, expatriates also play an important role in businesses’ internationalization operating configuration. This study investigates expatriate employees of the company as objects of the study through in-depth interviews to learn about the actual experiences of expatriates with regards to adapting to the assigned location, analyzes life, cultural and work adaptation’s influence on small and medium-sized enterprises' expatriates, and then proposes methods for improvement and other suggestions.
The different elements in the analysis of the case company interview’s data shows that when sending personnel overseas, the sequence of adaptation is first cultural adaptation and then life adaptation. Regarding the case company, its organizational reporting relationship is found to be contrary to common sense, and the role of indoor expatriate positioning is not clear. Furthermore, the assignment management system is not perfect, and no assignments are given prior to training. Although some problems can be found in the design of the management system for personnel overseas, which mainly affects expatriates, if the case company can be improved, the situation of helping school personnel overseas to adapt will also be improved.

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