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度不高，，顯示出外派人員對於外派國家的認識與了解可能不夠充分，進而產生 不適應的情形，企業應給予外派人員適當的外派前訓練，減少外派任務中心理調 適的問題，也避免因為文化適應不良造成的負面影響。
第三節、研究限制
本研究為了樣本的多樣性，並沒有針對特定的產業進行問卷的發放，可能造 成因為產業的差異化導致結果的差異。而從樣本的組成中也可以發現，外派國為 中國大陸的樣本佔大部分，可能因為填答國家太過集中中國的狀況，產生偏誤的 情形。以上兩點為本次研究的限制。
第四節、結語
為了回答一開始的研究問題，本研究採取量化的方式試圖找出外派人員的知 識取得以及移轉能力，是否能在回任母公司後加強母公司的動態能力，雖然因為 樣本數限制以及思考不夠周延，無法完全回答假說內的因果關係，但在知識取得 部分可以很明顯看出，企業需要一套標準化的程序來儲存個人的知識，進而轉化 為企業的能力，希望這次的研究能加強實務以及學術界對外派人員知識傳遞的影 響。
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□ 日本：____間 □ 越南：____間 □ 印尼：____間
□ 泰國：____間 □ 馬來西亞：____間 □ 菲律賓：____間
□ 其他：______（國家）____間
7. 您所屬的部門功能較偏向
□ 製造部 □ 業務部 □ 行銷部
□ 人資部 □ 財務部 □ 其他_____________
8. 您的職稱是_____________
9. 您的性別是 □ 男 □ 女
10. 您的年齡為 □ 20~30 歲 □ 30~40 歲 □ 40~50 歲 □ 50~60 歲 □ 60 歲以上 11. 您的外派時間為民國_________年至_________年
12. 您的外派國家為_____________（若您曾經外派至一個以上的國家，請回答您 最熟悉的國家。）
13. 您的最高學歷為 □ 國中小 □ 高中職 □ 大專院校 □ 研究所以上 14. 若貴公司有兩個以上的海外據點，是否願意協助填答二份以上的問卷？若願
意，我會再將附上回郵信封之問卷寄至貴公司。
□ 是，我願意協助填答或轉交問卷
□ 否