關鍵詞：人力資源管理、海外派遣政策、員工特性、問卷調查、工程顧問公司 ;Human resource is usually a key for project and corporate success. Improper manpower allocation drives projects to difficulty or even failure especially for international cases where expatriates’ personalities play an important role. The study objectives are to measure the degree for expatriate personalities’ impact and to provide the current corporate expatriate policy with suggestions. Hypotheses regarding the impact to corporate expatriate policy by employees’ personalities were established firstly. The questionnaire based on the hypotheses were distributed to the entire engineering consulting firms (7 in total) that are carrying out international projects and expatriate assignments. Satisfying data sampling requirement of at least 200 returns, we distributed 280 questionnaires to those targeted employees serving in these firms. With the exploration of 252 effective returns, the findings measure the degrees for 9 positive impacts of gender, age, working experience, current position, education background, marriage status, salary level, job description, and expatriate time. Four major hypotheses are proved positively about employees’ personalities influencing the satisfactory of their corporate expatriate policies. The finding also suggests those firms focusing on more significant impacts that they might not pay attention to in the past.
