The aim of this study is to explore the relationship between cultural intelligence and expatriate adjustment, as well as to examine the moderating effect of expatriate career commitment. The purposive sampling method was used to conduct surveys with structured questionnaires among Taiwanese expatriates worked in China. A total of 145 participants returned valid responses for further analysis. Cultural intelligence included motivational, cognitive, meta-cognitive and behavioral intelligence. The results revealed that cultural intelligence was positively related to interactive and work expatriate adjustment. Expatriate career commitment was positively related to interactive expatriate adjustment. According to the above findings, current study suggests that enterprises which intend to work overseas should recruit employees with higher cultural intellingence or higher career commitment, so that the expatriaes would have higher expatriate adjustment and enterprises will get sufficient and stable expatriate human resources.