台灣是一島國且位處西太平洋東亞島弧中樞位置，在亞太地區不論是經貿運輸或戰略要地都有其重要地位，國際貿易為其生存經濟命脈，所有對外貿易渠道必須依賴海空運的方式，而海運及空運兩大產業順理成章成為其生存命脈的關鍵重要產業，承攬運送業因應趨勢於海空運產業中應運而生。隨著世界經濟貿易的活絡、兩岸政治經濟的開放交流，承攬運送業業務的拓展也必須跟隨著產業貨主至海外設立分公司，因應管理的需求及業務的拓展，必須派遣外派人員至各分公司經營及管理。
承攬運送業外派人員的需求不斷增加，外派人員派至外派國後會碰到工作、生活上的適應問題，若企業能提供外派人員協助，有效的去克服適應的問題，可以大幅降低外派人員折損造成外派人員本身及企業的傷害。本研究以探討承攬運送業外派人員及其眷屬在外派期間社會網絡的研究，以社會網絡的社會關係特性探討個案能夠在外派國適應良好的關鍵因素，針對關鍵因素做出研究結論給予承攬運送業及企業建議。
本研究以承攬運送業I集團外派至中國上海及越南海防的外派人員及其眷屬為研究對象，以半結構式訪談法，將社會網絡的社會關係特性與訪談內容作質化分析得出研究結果。研究結果發現社會關係特性-同質性、互惠性、持久性、親密性、關係的強度及關係的品質等正向的支持對於外派人員初期的適應有很大的幫助，能夠縮短適應外派生活的時間；另外，外派人員的眷屬能夠陪同外派人員至外派地生活並且本身也可以建立正向的社會網絡關係，對於外派人員的生活有充分的支持，能夠讓外派人員無後顧之憂，在工作上全力以赴。
關鍵字：承攬運送業、外派人員、社會網絡、社會關係

Taiwan is an island located in the center of western Pacific, which is a strategic positioning for international transportation. The international trade which supports the economy of the country relies on either sea or air transport. Therefore, the freight forwarding has became the key role of the transportation industry. The freight forwarding companies have expended and set subsidiaries overseas with the world trade becoming more prosperous and the regulations in China becoming friendlier.
Expatriates would have difficulties adapting themselves to work and new life when first arriving at a foreign country. It would be better for expatriates and company if the company could properly assist expatriates to overcome the adaption problem. This research focuses on relationship characteristics of social networks, which explores the critical factors affecting expatriates and their families’ social networks when dispatched abroad.
We took the expatriates working for the freight forwarder “group I” in Shanghai, China and Vietnam and also their families as the research subjects. We got the conclusions that the relationship characteristics of social networks including homogeneity, reciprocity, persistence, intimacy, the intensity of relationship and the quality of the relationship positively support the expatriates to adapt themselves to the foreign countries when they first arrived. In addition, if the family members could keep the expatriates company, then they could build a positive social network, which also positively affects the expatriates’ adaption to work, and life in foreign countries.

Keywords: freight forwarder, expatriate, social network, social relationship

參考文獻
王怡云（1998）。影響台商公司的海外派遣人員適應因素之探討--以派駐美國伊利諾州為例。中山大學人力資源管理研究所碩士論文，未出版，高雄市。
呂寶靜（2000）。老人朋友網絡支持功能之初探。社會政策與社會工作學刊， 4（2），43-90。
巫惠貞 & 巫有鎰（2001）。工作特性與工作滿意關聯之研究：以台東縣與台北市為例。台灣師大教育研究集刊，46，147-180。
經濟部投資審議委員會（2018）。107年1月核准僑外投資、陸資來臺投資、國外投資、對中國大陸投資統計速報可獲得重要訊息（業務統計 - 申辦業務 - 經濟部投資審議委員會(INVESTMENT COMMISSION, MOEA)）。
高迪理（1991）。社會支持體系概念之架構探討。社區發展季刊，54，24-32。
陳美黛（1997）。我國海外派遣人員人格特質與海外適應之相關研究。中國文化大學國際企業管理碩士論文，未出版，台北市。
黃清高（1985）。都市居民社會網絡之研究。思與言，23（3），275-302。
黃毅志（1998）。社會階層、社會網絡與心理幸福。台灣社會學刊（21）。
黃毅志（2002）。社會階層、社會網絡與心理幸福，社會階層、社會網絡與主觀意識。台北：巨流。
趙必孝（2011）。國際化管理：人力資源觀點。台北：華泰文化事業股份有限公司。
蔡勇美 & 郭文雄（1987）。都市社會學。台北：巨流。
賴威岑（2002）。台灣地區中小學教師心理幸福特質之探討-與其他職業作比較。國立台東大學師範教育研究所碩士論文，未出版，台東市。
簡詩怡（1999）。 跨國企業外派人員跨文化能力內涵之研究。國立台灣師範大學工業科技教育研究所碩士論文，未出版，台北市。
蘇永富（2001）。轉換型領導、組織承諾與組織公民行為關係之研究-以派外人員為例。國立中山大學人力資源管理研究所碩士論文，未出版，高雄市。
鐘秀華（1997）。桃園市國中生之心理健康研究：親子關係、社會支持對心理健康之影響。國立臺灣師範大學衛生教育研究所碩士論文，未出版，台北市。
Bartlett, C., & Ghoshal, S. (1988). Organizing for worldwide effectiveness: The transnational solution. California management review, 31(1), 54-74.
Bartlett, C., & Ghoshal, S. (2002). Managing across borders: The transnational solution. Massachusetts: Harvard Business Press.
Black, J. (1988). Work role transitions: A study of American expatriate managers in Japan. Journal of International Business Studies, 19(2), 277-294.
Black, J., & Stephens, G. (1989). The influence of the spouse on American expatriate adjustment and intent to stay in Pacific Rim overseas assignments. Journal of management, 15(4), 529-544.
Burt, R., & Minor, M. (1983). Applied network analysis: A methodological introduction. California : Sage.
Caligiuri, P., & Lazarova, M. (2002). A model for the influence of social interaction and social support on female expatriates' cross-cultural adjustment. International Journal of Human Resource Management, 13(5), 761-722.
Copeland, L. & Griggs, L. (1986). Going international: How to make friends and deal effectively in the global marketplace. New York City: Plume.
d'Ardenne, P., & Mahtani, A. (1999). Transcultural counselling in action. California: Sage.
Donelson, R. F. (1990). Group formation, group dynamics. California: Pacific Grove.
Dowling, P., & Welch, D. (1988). International human resource management: An Australian perspective. Asia Pacific Journal of Management, 6(1), 39-65.
Dowling, P., Schuler, R., & Welch., D. (1994). International dimensions of HRM. New York: Words Worth.
Emirbayer, M., & Goodwin, J. (1994). Network analysis, culture, and the problem of agency. American journal of sociology, 99(6), 1411-1454.
Grosse, R., & Kujawa, D., (1992). International Business: Theory and Managerial Applications. Boston: Irwin Publishing.
Hall, A., & Wellman, B. (1985). Social networks and social support. California: Academic Press.
Hickson J.David, & PughS.Derek (1995). Management worldwide: The impact of societal culture on organizations around the globe. England: Penguin Books.
Hodgetts, R., & Luthans, F. (1993). US multinationals' expatriate compensation strategies. Compensation & Benefits Review, 25(1), 57-62.
House, J., Kahn, R., McLeod, J., & Williams, D. (1985). Structures and Processes of Social Support. Annual Review of Sociology, 14, 293-318.
House, J., Umberson, D., & Landis, K. (1988). Structures and processes of social support. Annual review of sociology, 14(1), 293-318.
Ibarra, H. (1993). Network centrality, power, and innovation involvement: Determinants of technical and administrative roles. Academy of Management journal, 36(3), 471-501.
Knoke, D., & Kuklinski, J. (1982). Network analysis.California: Saga.
Kuo, W., & Tsai, Y. (1986). Social networking, hardiness and immigrant's mental health. Journal of health and social behavior, 133-149.
Lin, N., Dean, A., & Ensel, W. (1981). Social support scales: A methodological note. Schizophrenia Bulletin, 7(1), 73-89.
Marsden, P. V. (1987). Core discussion networks of Americans. American sociological review, 122-131.
Marsden, P., & Campbell, K. (1984). Measuring tie strength. Social forces, 63(2), 482-501.
Martinez, J., & Jarillo, J. (1989). The evolution of research on coordination mechanisms in multinational corporations. Journal of international business studies, 20(3), 489-514.
Mendenhall, M., & Oddou, G. (1985). The dimensions of expatriate acculturation: A review. Academy of management review, 10(1), 39-47.
Naumann, E. (1992). A conceptual model of expatriate turnover. Journal of International Business Studies, 23(3), 499-531.
Noe, R., Steffy, B., & Barber, A. (1988). An investigation of the factors influence employees’ willingness to accept mobility opportunities. Personnel Psychology, 41(3), 559-580.
Ondrack, D. A. (1985). International human-resources management in European and North-American firms. International Studies of Management & Organization, 15(1), 6-32.
Paik, Y., & Sohn, J. (2004). Expatriate managers and MNC’s ability to control international subsidiaries: The case of Japanese MNCs. Journal of World Business, 39(1), 61-71.
Scullion, H., & Collings, D. (2006). Global staffing. New York: Routledge.
Tung, R. L. (1981). Selection and training of personnel for overseas assignments. Columbia journal of world business, 61(1), 68-78.
Tung, R. L. (1988). The new expatriates: Managing human resources abroad. New York City: Harper & Row Publishers.
Tung, R. L. (1993). Managing cross‐national and intra‐national diversity. Human Resource Management, 32(4), 461-477.
Umberson, D., Chen, M., House, J., Hopkins, K., & Slaten, E. (1996). The effect of social relationships on psychological well-being: Are men and women really so different? American sociological review, 837-857.
Vernon, R., & Wells, L. (1981). Manager in the international economy.
Walker, K., MacBride, A., & Vachon, M. (1977). Social support networks and the crisis of bereavement. Social Science & Medicine (1967), 11(1), 35-41.
Wang, X. (2002). Expatriate adjustment from a social network perspective: Theoretical examination and a conceptual model. International Journal of Cross Cultural Management, 2(3), 321-337.
Wang, X., & Kanungo, R. (2004). Nationality, social network and psychological well-being: Expatriates in China. The International Journal of Human Resource Management, 15(4-5), 775-793.
Wasserman, S. (1994). Advances in social network analysis: Research in the social and behavioral sciences. Californis: Sage.
Wasserman, S., & Faust, K. (1994). Social network analysis: Methods and applications (8). England: Cambridge university press.
Zeira, Y., & Banai, M. (1985). Selection of expatriate managers in MNCs: The host-environment point of view. International Studies of Management & Organization, 15(1), 33-51.
Zikic, J., Novicevic, M., Harvey, M., & Breland, J. (2006). Repatriate career exploration: a path to career growth and success. Career Development International, 11(7), 633-649.