台商派駐大陸已婚員工離開現職傾向之研究：工作－家庭衝突理論之觀點

A model is developed to test the family factor influencing expatriates' turnover tendency according to the approach, work-family conflict. The participants in this study were a sample of 286 expatriates of Taiwan international business companies assigned to Mainland China. The data were collectd by quesionnarie in snowball sampling. The results of the study show that first of all, the three goodness-of-fit indexes for the overall models were good. Furthermore, work-family conflict and work involvment play a complete mediate effect among individual family factor and intent to leave. Last, family support has both direct and indirect effects through work-family conflict effects on intent to leave of expatriates. The findings of the study were also discussed as to how they may contribute to international HRM researchers and practitioners.