动机性文化智力、领导—成员交换对外派绩效的影响机制研究

发布时间：2018-03-14 07:49

本文选题：动机性文化智力　切入点：领导-成员交换　出处：《电子科技大学》2016年硕士论文　论文类型：学位论文

【摘要】：21世纪是公司全球化的世纪。随着全球经济竞争的日趋激烈,越来越多的企业走出国门,通过对外投资开发全球市场。近年来,中国在国家层面的政策和改革进一步促进了“走出去”与“引进来”战略的发展。可以预见随着国际化进程的不断加快,对外派人员的需求将会大大增加。外派人员的重要意义在于可以提高企业的国际竞争力,满足相关利益群体的需求,加强组织的合力。外派人员的绩效表现直接影响了母公司和东道国子公司的业绩,是衡量外派是否成功的重要指标。现有研究对外派工作绩效的探讨较少,对其中影响因素和作用机制的研究更是匮乏。基于以上背景,本研究围绕外派人员的工作绩效进行构思,引入跨文化适应作为中介变量,从个体因素和与其直接关联的领导因素探讨外派人员工作绩效的影响机制。研究动机性文化智力、领导-成员交换、跨文化适应与工作绩效的关系,提出了相关假设。本研究以中国国际化企业和在华跨国公司的中国外派员工为研究对象,共获得216份有效问卷。运用SPSS和AMOS等统计软件进行数据分析,通过相关分析、回归分析等方法进行假设检验,获得以下研究结论:(1)最近外派年龄、司龄、外语水平、出国经历对外派结果有影响作用。(2)动机性文化智力对任务绩效、情境绩效有正向促进作用,对一般适应、互动适应、工作适应有正向促进作用。(3)领导-成员交换对任务绩效、情境绩效有正向促进作用,对一般适应、互动适应、工作适应有正向促进作用。(4)工作适应在动机性文化智力、领导-成员交换与任务绩效之间起中介作用。(5)互动适应、工作适应在动机性文化智力、领导-成员交换与情境绩效之间起中介作用。本研究具有一定的理论价值,弥补了国内现有研究领域的不足,为之后的研究提供了新的思路。在实践上为中国员工的外派管理提供了指导作用,帮助企业更好地达成外派目标和国际化策略。同时,本研究仍然存在一些不足之处,需要今后进一步地补充与完善。
[Abstract]:21th century is the century of corporate globalization. With the increasingly fierce global economic competition, more and more enterprises go abroad to develop the global market through overseas investment. In recent years, China's policies and reforms at the national level have further promoted the development of "going out" and "bringing in" strategies. The need for expatriate personnel will be greatly increased. The importance of expatriates lies in improving the international competitiveness of enterprises and meeting the needs of relevant interest groups. Strengthening organizational synergies. The performance performance of expatriates directly affects the performance of parent companies and subsidiaries of host countries, and is an important indicator to measure the success of assignments. Based on the above background, this study focuses on the work performance of expatriates and introduces cross-cultural adaptation as an intermediary variable. From the perspective of individual factors and leadership factors directly related to them, this paper discusses the influence mechanism of expatriates' job performance, studies the relationship between motivational cultural intelligence, leader-member exchange, cross-cultural adaptation and job performance. In this study, 216 valid questionnaires were obtained, and the data were analyzed by SPSS and AMOS. Regression analysis and other methods were used to test the hypothesis, and the following conclusions were obtained: (1) Age of recent assignment, age of department, level of foreign language, and the result of overseas assignment. (2) motivation and cultural intelligence had influence on task performance. Situational performance has positive promotive effect on general adaptation, interactive adaptation, work adaptation, etc.) Leader-member exchange has positive effect on task performance, situational performance has positive promoting effect, general adaptation, interactive adaptation, etc. Work adaptation plays a positive promoting role in motivational cultural intelligence, leadership-member exchange and task performance play a mediating role in interaction adaptation, and work adaptation plays an important role in motivational cultural intelligence. This study has some theoretical value and makes up for the deficiency of the existing research field in China, which plays an intermediary role between leader-member exchange and situational performance. This paper provides a new way of thinking for the later research. In practice, it provides guidance for the expatriate management of Chinese employees, and helps enterprises to better achieve the goal of assignment and internationalization strategy. At the same time, there are still some shortcomings in this study. Need to further supplement and perfect in the future.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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