隨著企業海外布局日趨普遍，外派已成為組織營運的常態安排，外派人員的適應議題也因此受到更多關注。外派人員往往須同時面對陌生文化、生活型態轉變與職場要求所帶來的複合壓力，因此如何提升其適應能力、進而促進工作績效，已成為國際人力資源管理的重要課題。在眾多社會支持來源中，家庭支持被視為核心一環，既能減輕心理負擔，也可能透過影響個人心理狀態與能力發展，間接影響其適應表現。 本研究以問卷調查蒐集資料，研究對象為目前於海外任職之外派人員，共回收201份有效樣本，探討四類家庭支持(情感性、工具性、資訊性、評價性)對外派適應的影響，並檢視心理幸福感與文化智力在其中的中介角色。結果顯示：（1）四類家庭支持對文化智力均無顯著影響；（2）僅工具性與評價性支持對心理幸福感有顯著正向效果；（3）心理幸福感與（4）文化智力皆對外派適應有顯著正向影響；（5）心理幸福感在工具性支持、評價性支持與外派適應之間具有顯著中介效果，文化智力則無此效果。 整體而言，各類家庭支持對外派適應的作用並不一致，其中工具性與評價性支持透過提升心理幸福感，間接促進外派適應;文化智力雖能直接提升外派適應，卻未能發揮中介作用。本研究結果有助補充外派適應相關理論，並可作為企業規劃外派支持制度之參考，以提升外派人員適應能力與外派績效。;As multinational firms continue to expand their global operations， sending employees on international assignments has become a routine part of corporate strategy， and helping these employees adjust successfully has grown into a pressing concern within international human resource management. Those who relocate for overseas work commonly face unfamiliar cultural norms， new living conditions， and job-related demands all at once. As a result， organizations increasingly need to find ways to help their expatriates cope and to ensure their assignments succeed. Of the many factors that shape this process， support from family stands out as a particularly important source of social support， one that may affect adjustment both through an expatriate′s psychological state and through the development of relevant capabilities. To examine this， the present study surveyed expatriates who were currently working abroad， using a bilingual (English and Chinese) questionnaire distributed via Google Forms; 201 valid responses were obtained. Specifically， the study looked at how four distinct forms of family support — emotional， instrumental， informational， and appraisal — relate to expatriate adjustment， and it introduced psychological well-being and cultural intelligence as mediators to explore the mechanisms underlying that relationship. Results indicated that none of the four family support dimensions significantly predicted cultural intelligence. By contrast， instrumental and appraisal support each showed a significant positive relationship with psychological well-being， while emotional and informational support did not. Psychological well-being was also found to positively predict expatriate adjustment， as did cultural intelligence. Furthermore， psychological well-being significantly mediated the paths from both instrumental support and appraisal support to expatriate adjustment， whereas cultural intelligence did not emerge as a significant mediator in any of the tested relationships. Taken together， these findings suggest that family support does not operate uniformly across its dimensions — instrumental and appraisal support in particular appear to strengthen expatriates′ psychological well-being， which in turn supports successful adjustment abroad. While cultural intelligence contributes to expatriate adjustment in its own right， it does not appear to translate family support into better adjustment outcomes. These results add to the expatriate adjustment literature and offer practical guidance for organizations seeking to build effective support systems and management practices that improve expatriates′ adjustment and overall assignment performance.
