回任人员的知识转移研究——基于个体—组织多重匹配视角
发布时间：2018-11-07 18:08
【摘要】：回任知识转移扮演着促进跨国公司获取国际经营所需新知识,进而提升竞争能力的关键角色;其过程会受到回任知识特性,回任人员和公司其他人员的知识发送、接受动机、能力,以及转移情景、转移渠道所构成的转移环境的影响。从个体—组织匹配的视角分析,一致匹配使得回任知识对企业可能更具价值,能够提高知识发送、接受动机;组织工作要求与个人能力匹配,在回任知识转移过程中意味着发送、接受知识的双方具有相应的能力;个人需求与组织供给匹配,在回任知识转移过程中意味着转移情景、转移渠道要与回任知识固有特性相匹配。高个体—组织匹配水平有助于回任知识成功转移,其中,一致匹配具有关键决定性作用。基于前述理论框架,本文对S公司驻外人员相关人力资源管理措施进行了分析,探讨了遴选培养、回任支持等管理措施对多重匹配关系的促进作用,以及对回任知识在组织内转移的推动作用。
[Abstract]:The transfer of return knowledge plays a key role in promoting multinational corporations to acquire the new knowledge needed for international operation and thus enhance their competitiveness. The process is influenced by the characteristics of the reappointment knowledge, the knowledge transmission, the acceptance motivation, the ability, the transfer scenario and the transfer environment of the reappointed person and other company personnel. From the perspective of individual-organizational matching, consistent matching may make the return knowledge more valuable to the enterprise, and it can improve the knowledge sending and accepting motivation. The organization needs to match individual ability, which means sending and receiving knowledge in the process of knowledge transfer. The matching of individual demand and organizational supply means the transfer situation in the process of knowledge transfer, and the channel of transfer should match with the inherent characteristics of the return knowledge. The high level of individual-organization matching contributes to the successful transfer of recall knowledge, in which consistent matching plays a key role. Based on the theoretical framework mentioned above, this paper analyzes the human resource management measures related to S company personnel stationed abroad, and probes into the role of selection, training, return support and other management measures in promoting the multi-matching relationship. And promote the transfer of reappointment knowledge within the organization.
【作者单位】： 武汉大学经济与管理学院;
【基金】：国家自然科学基金面上项目“中国跨国经营企业外派管理人员回任组织支持行为的实证研究”(71172204) 教育部人文社会科学研究规划基金项目“回任适应与跨国公司回任知识转移:个体——组织多元匹配视角”(16YJA630066)
【分类号】：F272
本文编号：2317163
[Abstract]:The transfer of return knowledge plays a key role in promoting multinational corporations to acquire the new knowledge needed for international operation and thus enhance their competitiveness. The process is influenced by the characteristics of the reappointment knowledge, the knowledge transmission, the acceptance motivation, the ability, the transfer scenario and the transfer environment of the reappointed person and other company personnel. From the perspective of individual-organizational matching, consistent matching may make the return knowledge more valuable to the enterprise, and it can improve the knowledge sending and accepting motivation. The organization needs to match individual ability, which means sending and receiving knowledge in the process of knowledge transfer. The matching of individual demand and organizational supply means the transfer situation in the process of knowledge transfer, and the channel of transfer should match with the inherent characteristics of the return knowledge. The high level of individual-organization matching contributes to the successful transfer of recall knowledge, in which consistent matching plays a key role. Based on the theoretical framework mentioned above, this paper analyzes the human resource management measures related to S company personnel stationed abroad, and probes into the role of selection, training, return support and other management measures in promoting the multi-matching relationship. And promote the transfer of reappointment knowledge within the organization.
【作者单位】： 武汉大学经济与管理学院;
【基金】：国家自然科学基金面上项目“中国跨国经营企业外派管理人员回任组织支持行为的实证研究”(71172204) 教育部人文社会科学研究规划基金项目“回任适应与跨国公司回任知识转移:个体——组织多元匹配视角”(16YJA630066)
【分类号】：F272
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