员工的外派动机及国际人力资源管理政策匹配性——以中国银行为例
发布时间：2018-09-18 08:48
【摘要】：中国企业的国际化迅猛扩张,随之而来亟待解决的是跨国企业面临的国际人力资源管理问题。本文从企业员工的外派动机及国际人力资源管理政策两个层面来检验两者的匹配性。本文以中国银行为例,通过对22名中国银行员工的半结构化访谈,获取关于外派动机主观和客观影响因素的编码列表,然后基于ERG理论对外派动机进行归纳分析;同时通过对中国银行总部人力资源管理部门的访谈和二手资料的搜集,归纳了关于外派员工的人力资源管理政策。本文诊断了现存政策与外派动机的匹配性对外派意愿的影响。本文不仅在理论上丰富了外派动机类型的研究,而且检验了ERG理论多种需要并存的原则;在实践上为中国跨国企业在国际化员工外派上的人力资源管理政策提供了管理启示。
[Abstract]:With the rapid expansion of the internationalization of Chinese enterprises, the problems of international human resource management faced by multinational enterprises need to be solved. This paper examines the matching between the expatriate motivation and the international human resource management policy. This paper takes Bank of China as an example, through the semi-structured interview with 22 employees of Bank of China, obtains the coding list of subjective and objective influencing factors of expatriate motivation, and then induces and analyzes it based on ERG theory. At the same time, the author summarizes the human resource management policy of expatriate staff through interviews with the human resources management department of the Bank of China headquarters and the collection of second-hand materials. This paper diagnoses the influence of the matching of the existing policy and the motivation of the expatriate assignment. This paper not only enriches the research on the types of expatriate motivation theoretically, but also tests the principle of the coexistence of various needs in ERG theory, and in practice provides the management inspiration for the human resource management policy of Chinese multinational enterprises on the assignment of international employees.
【作者单位】： 中国人民大学劳动人事学院;对外经贸大学国际商学院;
【基金】：中国人民大学科学研究基金(中央高校基本科研业务费专项资金资助)项目(17XNH049)成果
【分类号】：F272.92;F276.7
本文编号：2247388
[Abstract]:With the rapid expansion of the internationalization of Chinese enterprises, the problems of international human resource management faced by multinational enterprises need to be solved. This paper examines the matching between the expatriate motivation and the international human resource management policy. This paper takes Bank of China as an example, through the semi-structured interview with 22 employees of Bank of China, obtains the coding list of subjective and objective influencing factors of expatriate motivation, and then induces and analyzes it based on ERG theory. At the same time, the author summarizes the human resource management policy of expatriate staff through interviews with the human resources management department of the Bank of China headquarters and the collection of second-hand materials. This paper diagnoses the influence of the matching of the existing policy and the motivation of the expatriate assignment. This paper not only enriches the research on the types of expatriate motivation theoretically, but also tests the principle of the coexistence of various needs in ERG theory, and in practice provides the management inspiration for the human resource management policy of Chinese multinational enterprises on the assignment of international employees.
【作者单位】： 中国人民大学劳动人事学院;对外经贸大学国际商学院;
【基金】：中国人民大学科学研究基金(中央高校基本科研业务费专项资金资助)项目(17XNH049)成果
【分类号】：F272.92;F276.7
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