本研究應用多元尺度法(MDS)之一致性分析來探討外派人員甄選標準、外派者條件與其效果之關係性，並實證比較台灣、美國及日本籍多國籍企業(MNcs)對於派遣至海峽兩岸之外派人員甄選標準的重視程度。首先在經過文獻探討之後，建構一個具有25題項之甄選標準量表；此量表係依據兩大類構念，即「異文化接納度」及「工作相關技能」，進行建構。因素分析及Cronbach's Alpha檢定結果，顯示此25題項之甄選標準符合該兩項構念。三國間的比較指出，25個題項中有16項達顯著差異；而MNcs對外派人員工作技能的重視度高於異文化接納度。一致性分析結果顯示本研究的兩項假設，即「異文化接納度」會影響外派人員之生活適應，以及「工作相關技能」會影響外派人員之工作績效，皆獲得支持。另外並發現MNCs外派人員在生活適應上的表現不若其工作績效表現。

This study attempts to explore the relationship between MNCs' expatriate selection criteria and its consequences. The main purpose is to compare the relative concern of the selection criteria among Taiwanese, American and Japanese MNCs using the method of correspondence analysis by multidimensional scaling (MDS). Via an extensive review of the literature, the current article has develop a 25-item "Expatriate Selection Criteria Scale" based on two principal constructs: "Heter-Culture Acceptance" and "Job Skill." The factor analysis and test of Cronbach's alpha confirm the appropriateness of the scale in measuring these two constructs. Of the 25 expatriate selection items, sixteen of them reveal significant mean differences in the comparative study of the expatriates among the three countries in the test. Two hypotheses, "Heter-Culture Acceptance" would impact on expatriates' host-life adaptation, while "Job Skill" would impact on expatriates' job performance are proposed. The result of the correspondence analysis support these two hypotheses, and indicate that expatriates perform better in their jobs than in their host-life adaptation; and the MNCs are more concerned about the job-related skill than heter-culture Acceptance in evaluating these expatriate selection criteria.