本研究主要探討外派人員和當地員工之間三種不同形式的跨文化人際衝突(直接衝突、自己引起的間接衝突、別人引起的間接衝突)，如何影響外派人員的工作滿意度，進而影響其離職傾向。同時研究外派人員在母國與外派當地國家之間感受到的集體主義差距，是否影響工作滿意度和離職傾向的關係。研究對象為台灣外派到海外工作的員工，回收之有效樣本數為81位。分別透過因素分析、相關分析及回歸分析，探討各變數間之關係。
經由實證分析，本研究發現：(1)兩種形式的間接衝突會弱化外派人員的工作滿意度並強化離職傾向。(2)工作滿意度在間接衝突和離職傾向，具有完全中介效果。(3)外派人員母國和當地國之間較低的集體主義差距負向調節了工作滿意度和離職傾向間的關係。
本研究可應用在外派人員的管理上：首先，不同文化的員工一起共事時，應注意外派人員與當地員工在工作上產生的人際衝突，以減少對外派人員和組織的不良影響。此外，設法降低母國和地主國間集體主義的差距，有助於弱化外派人員感到工作不滿意時萌生離職的念頭。

This paper examines how the three different types of cross-cultural interpersonal conflict (direct conflict, indirect conflict by oneself, indirect conflict by others) between expatriates and local employees in workplace affect expatriates perception of job satisfaction and turnover intention. The role of collectivism difference on the relationship between a job satisfaction and turnover intention was also explored. Data was collected from 81 Taiwanese expatriates. Hypotheses were tested with hierarchical multiple regression analysis. As the results, both types of indirect conflict weaken job satisfaction and, in turn, strengthen turnover intention. In addition, job satisfaction fully mediates the relationship between indirect conflict and turnover intention. Findings indicate that low collectivism difference between host and home country negatively moderates the relationship between job satisfaction and turnover intention. This research highlights the importance of how different types of interpersonal conflict and collectivism difference impact both expatriates and organizations.

TABLE OF CONTENTS
LIST OF TABLE
LIST OF FIGURE
CHAPTER 1. INTRODUCTION
CHAPTER 2. THERORY AND HYPOTHESES
2.1 Cross-cultural interpersonal conflict and job satisfaction
2.2 Job satisfaction and turnover intention
2.3 Mediation effect of job satisfaction
2.4 Moderation effect of collectivism difference
CHAPTER 3. METHOD
3.1 Research framework
3.2 Participants and procedures
3.3 Measures
3.4 Analysis
CHAPTER 4. RESULTS
4.1 Hierarchical linear regression result
4.2 Testing mediation
4.3 Testing moderation
CHAPTER 5. CONCLUSIONS
5.1 Discussion and implications
5.2 Limitations and suggestions
5.3 Conclusion
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APPENDIX

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