本文選題：外籍人士 + 工作調(diào)整��； 參考：《北京科技大學(xué)》2017年博士論文

【摘要】：雖然目前已有眾多研究外籍人士的相關(guān)文獻(xiàn),但有關(guān)外籍人士的有效工作調(diào)整、工作表現(xiàn)和工作滿意度,以及關(guān)于組織和個(gè)人等諸多問題,尚未得到透徹的研究。在全球范圍內(nèi),中國的外派失敗率之高尤其突出,所以有關(guān)外籍人士成功外派問題的研究顯得尤為重要。該論文意在為提高組織和個(gè)人,能夠成功的在海外任職等方面做出新的貢獻(xiàn),降低其失敗率。本文參考了有關(guān)外籍文獻(xiàn),并借鑒了相關(guān)知識和理論,以便更好的闡述外籍人士成功外派的有效性模型。另外,針對已有文獻(xiàn)中的有關(guān)外籍人員的管理、效率以及成功外派問題的相關(guān)空白,該論文從以下四個(gè)方面進(jìn)行了探討:(1)研究并調(diào)查了當(dāng)今國際環(huán)境中影響外籍工作績效,以及在亞洲范圍內(nèi)影響任務(wù)完成程度的相關(guān)因素。同時(shí),研究確定了海外跨國公司在項(xiàng)目實(shí)施過程中遇到的重大挑戰(zhàn),并采取適當(dāng)?shù)募夹g(shù)進(jìn)行解決,以此促進(jìn)和維持卓越的工作績效。該研究從以下六個(gè)角度對工作績效進(jìn)行了分析:附屬支持、培訓(xùn)、跨文化動機(jī)、工作調(diào)整、文化差距和配偶的調(diào)整。首先,為驗(yàn)證新模型的有效性,先后對中興通訊的62位外籍員工以及芬蘭諾基亞公司進(jìn)行了訪談,并對模型進(jìn)行了定性研究。此外,該研究還比較了西方外派經(jīng)理和中國經(jīng)理人員的工作辛苦程度。第一階段分析了有關(guān)新變量人格特質(zhì)識別模型的重要支持因素:熱情,激情與靈活性,并將這些人格特質(zhì)納入到初步模型中,并進(jìn)行深入調(diào)查。(2)為對該模型進(jìn)行更深入廣泛的調(diào)查,在模型中增添了"靈活性,熱情和激情"幾種因素。試圖通過定量研究對調(diào)查過程進(jìn)行測試分析,收集了325份有效調(diào)查問卷,并結(jié)合亞洲外籍人士的同行評議,使用多元回歸分析證明了該研究所提出的假設(shè)。另外,五種獨(dú)立變量在工作表現(xiàn)上的關(guān)系,有著顯著的統(tǒng)計(jì)數(shù)據(jù)結(jié)果,更證明了這一假設(shè)。(3)為加強(qiáng)外派工作的調(diào)整程度,新的研究考察了附屬支持、文化距離、培訓(xùn)、人格特質(zhì)和配偶的調(diào)整對外派工作調(diào)整所產(chǎn)生的影響,以便日后在國際工作任務(wù)中取得成功。定量研究方法提供了新的發(fā)現(xiàn),推斷出更優(yōu)的工作調(diào)整方式,以及降低外派失敗率的方法。(4)在當(dāng)代有關(guān)外派員工工作滿意度的研究中,將"靈活性,積極性和激情"納入到人格特質(zhì)的核心概念之中,同時(shí),隨著公司的起源以及東道國語言能力被整合到工作滿意度的新模型中,從而為外派人員的研究增添了更多的價(jià)值。通過分析來自中國和外國公司中外籍人士的相關(guān)調(diào)查數(shù)據(jù),對新模型進(jìn)行了測試。并且,對中外企業(yè)中針對外派人員的工作策略做出了比較,證明該模型是測試外派工作滿意度的更優(yōu)方法。此外,研究對社會科學(xué)文獻(xiàn)和跨國公司做出了理論和實(shí)踐貢獻(xiàn)。研究的實(shí)際意義、局限性、結(jié)論和貢獻(xiàn)將在本論文最后一章中給出。
[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.
【學(xué)位授予單位】：北京科技大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2017
【分類號】：F272.92
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本文編號：1787380