中澳企业员工离职与激励认知的跨文化比较研究  

Employee Turnover and Incentive Awareness: A Cross-Cultural Comparison between Chinese and Australia

作　　者：谢玉华[1] 王瑞[1,2] DOUG DAVIES 张新燕 

机构地区：[1]湖南大学工商管理学院 [2]堪培拉大学商业管理学院

出　　处：《管理学报》2012年第2期262-266,共5页Chinese Journal of Management

摘　　要：将HOFSTEDE提出的国家文化理论运用到人力资源管理中进行实证检验,对中国和澳大利亚两国企业员工的离职和激励行为背后的文化影响进行了分析研究。研究分析显示,相比澳大利亚企业员工,中国企业员工的离职倾向较低;可选择工作机会的主观感知对中国企业员工离职倾向的影响较小;中国企业员工认为职业发展是较重要的激励因素,而澳大利亚企业员工认为工作本身是较为重要的激励因素。研究结果表明,国家文化理论提出的5个文化差异维度中的"权利距离"、"不确定性规避"和"长期取向",在中澳两国企业员工的离职和激励问题上基本得到印证。This article applies human resource management problems to testing Hofstede＇s national culture theory and analyzes the cultural influences in the differences of employee turnover and motivation cognition between China and Australia. Results show that the Chinese employees have lower turnover intention than the Australian employees. And compared with the Australian employees, al- ternative job opportunities have less impact on turnover intention of Chinese employees. Chinese employees regard vocational development as the more important motivating factor, while Australian employees believe that the work itself motivated them better. The empirical research supports three dimension of Hofstede＇s national culture theory.

关 键 词：国家文化理论 员工离职 激励认知 跨文化比较 

分 类 号：C93[经济管理—管理学]