【摘要】：中國企業(yè)的國際化迅猛擴張,隨之而來亟待解決的是跨國企業(yè)面臨的國際人力資源管理問題。本文從企業(yè)員工的外派動機及國際人力資源管理政策兩個層面來檢驗兩者的匹配性。本文以中國銀行為例,通過對22名中國銀行員工的半結(jié)構(gòu)化訪談,獲取關(guān)于外派動機主觀和客觀影響因素的編碼列表,然后基于ERG理論對外派動機進行歸納分析;同時通過對中國銀行總部人力資源管理部門的訪談和二手資料的搜集,歸納了關(guān)于外派員工的人力資源管理政策。本文診斷了現(xiàn)存政策與外派動機的匹配性對外派意愿的影響。本文不僅在理論上豐富了外派動機類型的研究,而且檢驗了ERG理論多種需要并存的原則;在實踐上為中國跨國企業(yè)在國際化員工外派上的人力資源管理政策提供了管理啟示。
[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.
【作者單位】： 中國人民大學(xué)勞動人事學(xué)院;對外經(jīng)貿(mào)大學(xué)國際商學(xué)院;
【基金】：中國人民大學(xué)科學(xué)研究基金(中央高校基本科研業(yè)務(wù)費專項資金資助)項目(17XNH049)成果
【分類號】：F272.92;F276.7

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