隨著國際企業與國際工作機會漸增，全球移動(Global Mobility)已成為多數企業選才與育才的重點，而具備跨文化經驗且願意移動的人才，更成為人力市場中特別受到矚目的對象。因此，培育全球移動人才是當今企業與學校的一個重要課題，而了解移動的動機與意願則是對於培育這些國際人才而言尤為重要。

本研究以自我決定理論為基礎，並以在台國際學生為研究對象，探討其跨文化動機與全球移動意願之關係，且以跨文化適應為中介變項；海外專業經驗及語言能力為調節變項，探討此三項因素是否會對跨文化動機與全球移動意願間的關係產生干擾作用。本研究以問卷調查法進行，最終共回收306份有效問卷，並透過驗證性因素分析、相關分析及迴歸分析等方法進行資料之分析。

實證分析結果如下：(1)跨文化動機對全球移動意願有顯著正向影響，其中又以外在動機之影響較為顯著。(2)跨文化適應良好與否不會對跨文化動機與全球移動意願間之關係產生影響。(3)海外專業經驗會強化跨文化動機對全球移動意願間的正向影響。(4)語言能力對跨文化動機與全球移動意願間之影響不存在調節效果，然而語言能力與全球移動意願有直接的正向相關。

而本研究根據研究結果提出之貢獻與管理意涵包含：(1)協助企業發掘及培養潛在的全球移動人才。(2)建議企業可將國際學生做為校園招募之目標對象。(3)建議企業與學校可透過實習媒合或跨文化訓練課程以協助國際學生增加專業經驗與跨文化能力。

With the increasing number of international enterprises and international job opportunities, “global mobility” has become a priority for most enterprises in staffing and training. Candidates with cross-cultural experience and intention to relocate have also become particularly attractive in the labor market. Therefore, cultivating qualified talents to meet such requirements is an important issue for enterprises and universities nowadays, and to understand the motivation and intention for relocation is especially essential to cultivating these international talents.

Based on self-determination theory, this study took international students as the object of research, and the aim of this study was to investigate the relationship between cross-cultural motivation and global mobility intention, and the mediation effect of cross-cultural adjustment on the relationship between cross-cultural motivation and global mobility intention. In addition, this study examined the moderation effect on the relationship between cross-cultural motivation and global mobility intention by taking overseas professional experience and language ability as moderators. This study was conducted by questionnaire survey. A total of 306 valid questionnaires were collected and were analyzed by confirmatory factor analysis, correlation analysis and regression analysis.

The empirical analysis found that: (1) Cross-cultural motivation has a significant positive impact on global mobility intention, and the impact of external motivation is more significant. (2) Cross-cultural adjustment had no mediation effect on the relationship between cross-cultural motivation and global mobility intention. (3) Overseas professional experience could exacerbate the relationship between cross-cultural motivation and global mobility intention. (4) Language ability had no moderation effect on the relationship between cross-cultural motivation and global mobility intention, however language ability was positive related to global mobility intention.

The implications of this study included: (1) Assisting enterprises in identifying potential global mobility talent. (2) Suggesting that enterprises could take international students as the target of campus recruitment. (3) Enterprises and universities could help international students to accumulate professional experience and intercultural competence through internship or cross-cultural training courses.

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