企业跨国经营中的人力资源管理模式选择及原因分析

发布时间：2018-06-01 12:41

本文选题：中国跨国企业 + 人力资源管理模式　；参考：《管理学报》2015年05期

【摘要】：以5家高新技术企业为对象,通过多案例分析探寻中国企业跨国经营中的人力资源管理模式及选择的影响因素。研究结果表明,中国跨国企业的海外分(子)公司大多不采用传统的单一模式,而是采用民族中心与多中心主义的混合模式,且混合程度不同;在与母国文化相似的地区,更倾向于采用与母公司相同的人力资源管理模式。此外,影响人力资源管理模式选择的因素除海外经营经验,企业成立时间与规模,母公司控制,文化习俗,语言,法律环境与经济发展水平外,关系也是重要的影响因素。无论是在发达国家还是发展中国家,我国跨国企业都注重社会资本与政治资本的运用,尽管在不同的海外国家其使用的程度和效果有所不同。
[Abstract]:Taking 5 high and new technology enterprises as the object, this paper explores the human resource management mode and the influence factors of the choice in the multinational management of Chinese enterprises through the multi-case analysis. The results show that most of the overseas branch (sub) companies of Chinese multinational enterprises do not adopt the traditional single model, but adopt the mixed mode of ethnocentrism and polycentrism, and the degree of mixing is different. Prefer to use the same human resources management model as the parent company. In addition, the factors that influence the choice of human resource management mode are not only the overseas business experience, the establishment time and scale of the enterprise, the parent company control, the culture custom, the language, the legal environment and the economic development level, but also the important influence factor. Whether in developed or developing countries, Chinese multinational enterprises pay attention to the use of social capital and political capital, although the degree and effect of use are different in different overseas countries.
【作者单位】：海南大学经济与管理学院;
【基金】：国家社会科学基金资助项目(10CGL019) 中西部高校综合实力提升计划资助项目(HDZHSL201301)
【分类号】：F276.7;F272.92

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