考虑工作调整、工作绩效和工作满意度的外派管理问题的研究

发布时间：2018-04-22 13:20

  本文选题：外籍人士 + 工作调整　； 参考：《北京科技大学》2017年博士论文

【摘要】：虽然目前已有众多研究外籍人士的相关文献,但有关外籍人士的有效工作调整、工作表现和工作满意度,以及关于组织和个人等诸多问题,尚未得到透彻的研究。在全球范围内,中国的外派失败率之高尤其突出,所以有关外籍人士成功外派问题的研究显得尤为重要。该论文意在为提高组织和个人,能够成功的在海外任职等方面做出新的贡献,降低其失败率。本文参考了有关外籍文献,并借鉴了相关知识和理论,以便更好的阐述外籍人士成功外派的有效性模型。另外,针对已有文献中的有关外籍人员的管理、效率以及成功外派问题的相关空白,该论文从以下四个方面进行了探讨:(1)研究并调查了当今国际环境中影响外籍工作绩效,以及在亚洲范围内影响任务完成程度的相关因素。同时,研究确定了海外跨国公司在项目实施过程中遇到的重大挑战,并采取适当的技术进行解决,以此促进和维持卓越的工作绩效。该研究从以下六个角度对工作绩效进行了分析:附属支持、培训、跨文化动机、工作调整、文化差距和配偶的调整。首先,为验证新模型的有效性,先后对中兴通讯的62位外籍员工以及芬兰诺基亚公司进行了访谈,并对模型进行了定性研究。此外,该研究还比较了西方外派经理和中国经理人员的工作辛苦程度。第一阶段分析了有关新变量人格特质识别模型的重要支持因素:热情,激情与灵活性,并将这些人格特质纳入到初步模型中,并进行深入调查。(2)为对该模型进行更深入广泛的调查,在模型中增添了"灵活性,热情和激情"几种因素。试图通过定量研究对调查过程进行测试分析,收集了325份有效调查问卷,并结合亚洲外籍人士的同行评议,使用多元回归分析证明了该研究所提出的假设。另外,五种独立变量在工作表现上的关系,有着显著的统计数据结果,更证明了这一假设。(3)为加强外派工作的调整程度,新的研究考察了附属支持、文化距离、培训、人格特质和配偶的调整对外派工作调整所产生的影响,以便日后在国际工作任务中取得成功。定量研究方法提供了新的发现,推断出更优的工作调整方式,以及降低外派失败率的方法。(4)在当代有关外派员工工作满意度的研究中,将"灵活性,积极性和激情"纳入到人格特质的核心概念之中,同时,随着公司的起源以及东道国语言能力被整合到工作满意度的新模型中,从而为外派人员的研究增添了更多的价值。通过分析来自中国和外国公司中外籍人士的相关调查数据,对新模型进行了测试。并且,对中外企业中针对外派人员的工作策略做出了比较,证明该模型是测试外派工作满意度的更优方法。此外,研究对社会科学文献和跨国公司做出了理论和实践贡献。研究的实际意义、局限性、结论和贡献将在本论文最后一章中给出。
[Abstract]:Although there are many relevant literatures on foreigners, the effective job adjustment, job performance, job satisfaction, organization and individuals have not been thoroughly studied. The failure rate of expatriate assignment is especially high in the world, so it is very important to study the problem of successful expatriate assignment. This paper aims to make new contributions to improve organizations and individuals, to be able to successfully serve overseas, and to reduce the failure rate. This paper refers to the relevant foreign literature, and draws on the relevant knowledge and theory, in order to better explain the effective model of expatriates' successful assignment. In addition, in view of the gaps in the existing literature on the management, efficiency and successful assignment of expatriates, this paper investigates the effects of the international environment on the work performance of foreign nationals in the following four aspects. And the relevant factors that affect the degree of mission completion in Asia. At the same time, the study identified the major challenges faced by overseas multinational companies in the implementation of the project, and adopted appropriate technology to solve the problem in order to promote and maintain excellent performance. The study analyzed job performance from the following six perspectives: attachment support, training, cross-cultural motivation, job adjustment, cultural disparity and spouse adjustment. Firstly, in order to verify the validity of the new model, 62 foreign employees of ZTE and Finnish Nokia Company were interviewed, and the model was studied qualitatively. The study also compared the hard work of Western expatriate managers and Chinese managers. The first stage analyzes the important supporting factors of the new variable personality trait identification model: enthusiasm, passion and flexibility, and incorporates these personality traits into the preliminary model. In order to investigate the model more extensively, it adds several factors of "flexibility, enthusiasm and passion" to the model. This paper attempts to test and analyze the investigation process through quantitative research, collects 325 valid questionnaires, and proves the hypotheses put forward by the study with multiple regression analysis combined with the peer review of Asian expatriates. In addition, the five independent variables have significant statistical results in terms of job performance, which proves the degree of adjustment of this hypothesis to enhance the degree of adjustment of the assignment. The new study examines ancillary support, cultural distance, and training. Personality traits and spouse adjustments the impact of job restructuring in order to succeed in international assignments. Quantitative research methods provide new findings, inferring better job adjustment methods, and ways to reduce the failure rate of expatriate assignments) will be "flexible" in contemporary research on job satisfaction among expatriate workers. Enthusiasm and passion "are incorporated into the core concept of personality traits, and at the same time, as the origin of the company and the language competence of the host country are integrated into the new model of job satisfaction, it adds more value to the study of expatriates." The new model is tested by analyzing the survey data of foreigners from Chinese and foreign companies. In addition, the work strategies of expatriates in Chinese and foreign enterprises are compared, and it is proved that the model is a better method to test job satisfaction. In addition, the research has made theoretical and practical contributions to social science literature and multinational corporations. The practical significance, limitations, conclusions and contributions of the study will be given in the last chapter of this paper.
【学位授予单位】：北京科技大学
【学位级别】：博士
【学位授予年份】：2017
【分类号】：F272.92
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本文编号：1787380