本研究旨在研究跨國公司心理契約履行、員工組織認同、國際移動力以及工作和職涯滿意度之關聯。心理契約履行指企業履行對員工的期望，如提供競爭力薪酬和福利、創造良好工作環境。組織認同是員工對企業價值觀和文化的認同，願為企業成功貢獻。當企業履行心理契約，確保薪酬與付出成正比，持正向態度，員工增加歸屬感和成就感。員工具備溝通、適應、專業和國際實踐能力，加上跨國企業支持，獲得多樣工作體驗和成長機會。員工在不同國家文化中透過這些能力更融入當地，提升工作及職涯滿意。
以Club Med臺灣Gentle Organizers (G.O) 為研究對象，綜合探討心理契約履行、組織認同、國際移動力、工作和職涯滿意度的關係。研究顯示心理契約履行可提高員工的組織認同，員工國際移動力與工作和職涯滿意度均有正相關。而路徑分析結果顯示組織認同對工作滿意度影響較大，國際移動力則影響職涯滿意度較大。透過研究，提出Club Med若能重視並支持員工的組織認同和個人能力發展，建立良好的企業文化，提供多元的發展機會，支持員工國際移動力的提升，並落實個人發展計劃。這將有助於提高員工的工作和職涯滿意度，同時也有助於促進組織的持續發展和競爭優勢的鞏固。

This research investigates the relationships between psychological contract fulfillment, organizational identification, global mobility, and job/career satisfaction within the context of multinational corporations. Psychological contract fulfillment entails the realization of employee expectations through the provision of competitive compensation packages and the cultivation of a positive organizational environment. This fulfillment enhances employees' sense of belonging and achievement. In multinational corporations, employees who are equipped with communication, adaptation, professional, and international competencies are afforded the opportunity to acquire diverse experiences. This exposure to various cultures not only enriches their professional repertoire but also substantially enhances their overall job and career satisfaction.
The study on Club Med Taiwan's Gentle Organizers reveals that fulfilling psychological contracts strengthens employees’ organizational identification, and employees' global mobility enhances job and career satisfaction. Organizational identification influences job satisfaction more than global mobility, while global mobility impacts career satisfaction predominantly. The implications of these findings are profound, suggesting that organizations should place a premium on fostering strong organizational identification, promoting the development of personal skills, and nurturing a constructive corporate culture. By implementing these strategies, corporations can elevate job and career satisfaction levels, thereby facilitating sustained organizational growth and securing competitive advantages in the global marketplace. This study underscores the importance of strategic human resource management practices in enhancing employee satisfaction and loyalty, which are pivotal for the long-term success of multinational corporations.

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