跨国公司外派人员回任后缘何离职频繁?——基于工作嵌入理论的阐释  

Why Expatriates Leave Frequently After Repatriation?——An Interpretation Based on Job Embedding Theory

作　　者：杨春江[1,2] 刘锐[3] 李陶然[2] 

机构地区：[1]东北大学工商管理学院,辽宁沈阳110819 [2]燕山大学经济管理学院,河北秦皇岛066004 [3]沈阳广播电视大学财经学院,辽宁沈阳110003

出　　处：《东北大学学报（社会科学版）》2013年第1期44-49,共6页Journal of Northeastern University(Social Science)

基　　金：国家自然科学基金资助项目(71102152);教育部人文社会科学研究青年基金资助项目(11YJC630146;10YJC630321)

摘　　要：在分析外派人员回任离职现状的基础上,通过整理现有理论,将个体发展、职业规划、期望理论和认知理论等整合在工作嵌入理论的框架下,从联系、匹配和牺牲三个维度解释跨国公司中普遍存在的外派人员频繁离职现象。研究发现,外派人员离职的主要动因是:面临外国与母国社会文化和组织价值观的不一致;被迫割裂已构建多年的海外社会关系网络;不得不放弃已掌握的国际企业经营管理经验。针对上述离职动因,提出了相应的管理对策和建议。The high turnover rate of expatriates after repatriation has been baffling the managers of multinational corporations. By sorting out the existing scattered theories, this paper integrates personal development, career planning, expectancy theory and cognitive theory into the framework of job embedding theory and explains the high turnover rate of multinational corporations via three dimensions： link, fitness and sacrifice. Three reasons have stood out--discrepancy of social cultures and organizational values between their mother country and sending state, separation from the established overseas social network, and abandonment of the management experience of international enterprises. Finally, some management countermeasures and suggestions are provided as well.

关 键 词：跨国公司 外派人员 离职 工作嵌入理论 

分 类 号：F272.92[经济管理—企业管理]