本研究主要探討海外子公司提供之職場友誼機會，如何影響外派人員之海外適應，進而影響外派人員對於海外子公司之情感性承諾。其研究對象主要為至海外赴任之台灣籍外派人員，回收之有效樣本為 155 份：分別透過因素分析、相關分析及迴歸分析，探討各變數間之關係。
　　經由實證分析，本研究結果如下： 研究結果發現，擁有較多職場友誼機會之外派人員，在海外國家能獲得良好的工作角色及一般生活適應，進而對海外子公司產生高度情感性承諾。另外研究中也發現外派適應在職場友誼機會性與海外子公司情感性承諾關係之間，具有完全中介效果，及外派任職時間在外派適應及海外子公司情感性承諾之間，具有調節效果。
　　本研究可應用在外派人員的管理上：第一，海外子公司應提供更多建立職場友誼之機會，並鼓勵其外派人員與其他員工建立親近的友誼關係。第二，本研究顯示海外子公司欲提高外派人員之情感性承諾時，應留意其外派人員任職時間所產生之調節效果。

This paper examines how friendship opportunity provided by foreign subsidiary influences the expatriate adjustment for fitting into the new culture and how adjustment subsequently influences affective commitment to the foreign operation. Data was collected from 155 expatriates, mainly Taiwanese, working in multinational corporations. Hierarchical regressions are used in the statistical analyses.
Results indicated that the opportunity for establishing friendship in workplace was related to expatriate’s affective commitment towards foreign subsidiary through expatriate adjustment. In addition, the results showed that adjustment acted as a full mediator of the relationship between friendship opportunity and affective commitment towards the foreign subsidiary. The results also showed that length of time on current assignment moderates the relationship between adjustment and affective commitment towards the foreign subsidiary. Specifically, friendship opportunity influence expatriate’s emotional attitudes toward the foreign subsidiary through the mediation effect of expatriate adjustment.
There are implications for the settlement of expatriates. First, MNCs are encouraged to provide expatriates with more opportunities to support them establishing close ties with their new coworkers and building up friendships. Second, this study provides evidence showing that MNCs should be aware of the effect of moderation effect of expatriates’ length of time on current assignment when considering expatriates’ commitment toward foreign operation.

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