國軍科技人員為增進專業本職學能﹐外派到其他武器先進國家接受專業訓練﹐ 已行之多年。然而﹐因近年來政府公務預算逐年減少﹐加上武器市場與戰爭形態的轉 型﹐已對國內國防工業產生大幅變革﹐國軍國防工業如何在有限資源內﹐充分運用預 算﹐改善國軍科技人員專業素質﹐強化競爭能力﹐已是刻不容緩的問題。 本研究目的在於利用LISREL 因果關係模式研究個人背景因素影響國軍科技人 員外派績效的潛在因素。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 樣調查法。選取樣本為服務於中科院﹐曾經接受外派任務的專業人員。經過調查後﹐ 獲得214 份有效問卷。 研究結果建議掌管國軍科技體系之主管當局﹐須注意與外派受訓人員績效有關 幾項因素﹐如外派人員年齡、年資、健康狀態、教育程度、先前的準備工作、赴外動 機、以及敏感度等個人背景因素。代表主管當局﹐在遴選外派受訓人員時﹐是否在選 擇條件上﹐除組織可在事前規劃篩選，控制外派年齡、年資、健康狀態與教育程度外﹐ 更須加強個人性向質化的調查﹐尤其針對個人對事物的敏感度、赴外動機抽象觀念做 調查。至於外派先前的準備工作，各外派組織就必須事先針對外派人員實施外派前的 職前訓練，舉凡外派關係的介紹、語言的訓練、文化的訓練、前輩的經驗傳承等，都 是組織可事先為外派人員所設計的。 而在影響外派適應性與績效的相關因素中﹐上級組織則要相當注意外派人員的 年齡與教育程度的取捨，因為依據驗證結果顯示，外派人員的年齡越長，會造成較佳 的外派適應性，卻有較差的外派績效。但就外派人員的教育程度來看，發現教育程度 越高時，卻有較差的外派適應性，但有較佳的外派績效。而健康狀態與外派動機皆會 正向影響外派適應性，而外派動機與個人本身敏感度都會正向影響外派績效。

For many years, the military technical engineers have taken training to technical advanced country for further enhancing or transferring the professional skills. However, due to the current governmental budget decreases annually and the change of weapon market and war style, these make a major reform for defense industry and military institute. It becomes an essential problem for military technical engineers to properly use the limited resource and improve quality and competitive ability simultaneously in defense industry. This research uses LISREL to study the internal relationship of expatriate’s background factors and expatriate performance for military technical engineers assigned in foreign country. The military engineers have been chosen from the Chung-Shan Institute of Science and Technology and within experience for expatriate. The total 214 effective questionnaires are collected. This research suggests that organization should pay attention to the relative factors effecting the military engineers’ expatriate performance, for example, age, tenure, health status, education, previous prepare, motivation and the personal acuity. And the same time, organization should control the recruitment qualification previously and would take qualitative survey into selecting procedure, especial for personal acuity, expatriate motivation and personality characteristic. About the previous support program for organization, would take a range of training about expatriate environment, language, culture difference, and expatriate experience for expatriate. From the research result, we suggest that organization should pay attention to the trade-off between expatriate’s age and education level. Because this research result shows when the older for expatriate’s age would affect positively to expatriate adjustment, but negatively to expatriate performance. And when the higher education for expatriate would have the less expatriate adjustment and the better expatriate performance. But the health status and the motivation would effect positively to expatriate adjustment; the motivation and personality acuity would effect positively to expatriate performance.