軍醫人員為增進專業本職學能，外派到其他醫術先進國家接受短期訓練，已行之 多年。然而，因近年來政府公務預算逐年減少，加上全民健保實施以來，已對國内醫 療體系產生大幅變革，國軍軍醫體系如何在有限資源内，充分運用預算，改善軍醫專 業素質，強化競爭能力，已是可不容緩的問題。 本研究主要研究影響軍醫人員外派期間在當地國家適應性與其外派績效間的因 素。為有效選取符合本研究條件的受試對象，本研究採取立意取樣。選取樣本為服務 於北區軍醫院，曾經接受外派短期訓練的軍醫人員。經過調查後，獲得101份有效問 卷。 研究結果發現，外派受訓之一般適應性受到認知敏感度、同儕相處時間、外派升 遷機會、文化好奇性、家人適應性、配偶支持、外派年齡、組織大小與福利制度的正 面影響，卻受到與主管支持的負面影響。外派互動適應性方面則受到認知敏感、升遷 機會、家人適應性、與文化好奇性等正面影響。工作適應性則受到外派動機、與同儕 相處時間、組織大小與人格特質的正面影響，但卻受到組織支持與配偶支持度的負向 影響。迴歸分析結果也顯示外派環境績效受互動適應性與工作適應性正面的影響。外 派特定績效則受一般適應性、互動適應性與工作適應性正面的影響。工作績效則受一 般適應性、工作適應性的正面影響。 根據本研究發現，茲提出以下建議以供參考。在外派受訓人員適應性的三個構面 當中，可發現外派人員個人認知敏感度、家人適應性、個人對文化的好奇性、組織的 大小、監督主管支持度、以及配偶支持度，都影響兩項外派適應性構面。代表主管當 局，在遴選外派受訓人員時，是否在選擇條件上，加強個人性向質化的調查，尤其針 對個人對事物的敏感度以及對外來事物的好奇性的調查。至於各單位組織的大小，由 調查結果顯示單位人數越多，外派出去受訓的人員適應性表現較好，也可為主管單位 參考。單位主管也要特別注意單位直屬監督主管與外派受訓人員配偶對外派受訓人員 的態度，因為由結果顯示，兩方的支持程度會強烈影響外派受訓人員在一般生活上與 工作的適應力。

For many years, the military medical officers have taken short-term training to medically advanced country for further enhancing professional skills. However, due to the current governmental budget decreases annually and the implementation of national insurance practice, these make a major reform for medical institute. It becomes an essential problem for medical officers to properly use the limited resource and improve quality and competitive ability simultaneously. This research is mainly to study the relationship of expatriate adjustment and expatriate performance for medical officers who assigned in foreign country. The medical officers have been chosen from the northern Taiwanese military medical hospitals, and within experience for expatriate short-term training. The total 101 effective questionnaires are collected. The research result finds that general expatriate adjustment is positively affected by perceptual acuity, the time with host-country nationals, promotion opportunity, culture novelty, family adjustment, spouse support, age firm size and welfare policy, and negatively by manager support. Expatriate interactive adjustment is positively affected by perceptual acuity, promotion, family adjustment, and culture novelty. The work adjustment is also positively affected by motivation, the time with host-country nationals, firm size and personnel characteristic, and negatively by organization support and spouse support. The regression result shows that expatriate contextual performance is positively affected by interactive and work adjustments. General, interactive and job adjustment positively affect expatriate specific performance. Work performance is positively affected by general and work adjustments. According to the present research, perceptual acuity, family adjustment, culture novelty, firm size, manager support, and spouse support do strongly affect the two conceptually distinct facets of adjustments. This research suggests that organization would take qualitative survey into selecting procedure, especial for personal acuity and culture novelty. Such as firm size, we suggest medical officer organization beware the people number of unit size is larger, the expatriate performance is much good. At the same time, medical officer organization should pay attention to the attitude of manager and spouse for expatriate. This research result shows that manager support and spouse support would affect strongly to general expatriate adjustment and work adjustment for expatriate.