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。
With the rapid expansion of the internationalization of Chinese enterprises, it is followed by the international human resources management issues the multinational companies are facing. This paper examined the fit between the policies of international human resources management of Chinese MNCs and the motivations of expatriates from the two aspects. Taking the Bank of China as an example, it obtained the expatriates＇ motivations and subjective factors by semi-structured interviews with 22 expatriates. We summarized the motivations on the basis of ER.G theory. According to the interviews of BOC （Bank of China） headquarters human resources management department and secondary data collection, we summarized human resource management policies about the expatriates. The paper examined the fit of the existing policy to subjective motivational factors, and finally reached a conclusion. It not only enriched the expatriate motivation types in theory, but also tested the principle of coexisting needs in the ERG theory. It provided empirical implications for Chinese banks to formulate appropriate HR policies about the expatriates in practice.
出处
《中国人力资源开发》
北大核心
2017年第4期101-110,共10页
Human Resources Development of China
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
