隨著全球化的趨勢，企業紛紛擴張其海外市場，在海外子公司陸續成立下，海外業務的營運便開始扮演重要的角色；然而企業最先遭遇的問題，便是如選派合適的人才，以維持海外業務的運作，母公司最常使用的方法，便是將其母公司內有經驗的員工，派遣至海外子公司，一方面協助海外任務的進行，同時更代表母公司從事監督控制的任務。本研究以臺灣X金融控股公司之海外派遣員工爲研究對象，研究發現海外派遣人員之家庭因素對其海外適應情形有顯著之影響，且海外適應情形對其海外工作績效亦有顯著之影響。本研究除了了解海外派遣人員之家庭因素與其海外工作績效之間的關係，並提供有效之建議，以提升海外派遣人員之工作績效。

With the rapid trend of Globalization, enterprises have expanded their oversea markets and established their subsidiaries over the world. However, the fist problem enterprises have faced is choosing appropriate expatriates to maintain and operate their business overseas. Generally, enterprises usually send their experienced employees not only to assist the development of subsidiaries but also mentor the performance of subsidiaries. The objective of this research is the expatriates working for X financial company in Taiwan. The quantitative method, multiple-regression, were employed in this study. The findings of this research are as follows. The relationships between family factor, oversea adaptation, and job performance are statistically significant. The researchers hope this study not only can realize the relationships between family factor, oversea adaptation, and job performance, but also provide effective suggestions to enhance the performances of expatriates in X financial company.