论文部分内容阅读
经济全球化的蔓延扩张已经促使国内人力资源管理逐步向全球人力资源管理转变,给从事人力资源管理人士和研究学者带来全新的挑战,而外派员工对新环境的适应性与工作绩效更成为全球人力资源管理面临的最具挑战工作之一。为了成功实现全球化业务目标,跨国公司开始向业务所在国派遣越来越多的员工,也越发意识到外派员工对于海外业务发展的重要性,在提升外派员工绩效表现上更是投入的大量资源和努力。换言之,外派员工的绩效表现对于跨国公司国际化发展的成功越来越重要。全面了解跨国公司外派员工的绩效表现迫在眉睫。为了帮助跨国公司在更好的发展国际业务,越来越多的研究学者开始关注外派员工的绩效表现和新环境适应性,对影响外派员工绩效表现的因素做了大量研究,但关于个人因素对外派员工工作绩效也新环境适应性的研究并不多见。本文旨在对以往并未明确的个人和组织因素对外派员工的影响进行浅析研究。
The spread of economic globalization has prompted domestic human resources management to gradually shift to global human resource management, bringing new challenges to human resource managers and researchers, and the adaptability and job performance of expatriates to the new environment has become more One of the most challenging jobs facing global human resource management. In order to successfully achieve the goal of globalized business, multinational corporations began to send more and more employees to the countries in which they operate. They also became more aware of the importance of expatriates for the development of overseas businesses, and they were even more committed to improving the performance of their expatriates. A lot of resources and efforts. In other words, the performance of expatriates is becoming more and more important for the success of international development of multinational corporations. It is imperative to fully understand the performance of expatriate employees of multinational corporations. In order to help multinational corporations to better develop their international business, more and more research scholars have begun to pay attention to the performance of expatriates and the adaptability of new environments. They have done a lot of research on the factors affecting the performance of expatriates, but on individuals There are few studies on factors affecting the job performance of expatriates and the adaptability of the new environment. The purpose of this paper is to analyze the influence of expatriate employees on individuals and organizational factors that were not previously defined.