跨国外派管理实践对外派人员跨文化适应的影响——基于中国企业的实证研究  

The Influence of Expatriate Management Practices on Expatriates' Cross-Cultural Adjustment:Evidence From Chinese Enterprises

作　　者：王玉梅[1] 何燕珍[2] 

机构地区：[1]上海交通大学安泰经济与管理学院,上海200030 [2]厦门大学管理学院,福建厦门361005

出　　处：《经济管理》2014年第5期80-92,共13页Business and Management Journal ( BMJ )

基　　金：国家社会科学基金项目"中国企业海外经营中的员工关系研究"(11BGL068)

摘　　要：外派人员的跨文化适应是近30年来西方管理学界的一个热点研究议题,而我国学术界和实践界对此问题的关注相对较少。本文以中国企业派驻海外的180名中国籍员工为研究对象,以组织支持为理论基础,探讨跨国外派管理实践对外派人员跨文化适应的影响。本研究表明,外派管理实践对跨文化适应有显著的正向作用,且部分作用是通过组织支持感实现的。外派管理实践由工作促进、福利支持、社会支持和回任安排构成。其中,只有与外派人员切身利益相关的福利支持和回任安排对跨文化适应有显著正向影响,而工作促进只对工作适应有显著的正向影响,国外文献中较为关注的社会支持却没有表现出任何显著的关系。Expatriates＇ cross-cultural adjustment has been a hot research topic among western management scholars the last two decades, while the situation in China is totally different. But the truth is that expatriates＇ ad- justment has become one of the difficulties of Chinese enterprises＇ foreign expansion. How to help expatriates to bet- ter adapt to the work and life during assignment？ How to preserve and effectively manage the expatriates？ These all are new requirements and challenges of international human resource management for Chinese enterprises. Evidence from Western multinationals has confirmed many factors on cross-cultural adjustment, such as indi- vidual factors （ e. g. , personality, culture intelligence, self-efficacy, experience, motivation ） , work-related factors （ e. g. , role conflict, role ambiguity, role overload） , organizational factors （ e. g. , selection, cross-cultural training, or- ganizational support） , and environmental factors（ culture diversity, spouse＇ adjustment ）. Nonetheless,whether they are appropriate for the Chinese assignment situations remains to be discussed. On the other hand, these studies are so trivial and dispersion that we can not get a whole picture of expatriates, so a systematic empirical study is nee- ded. Taking 180 Chinese expatriates who have been on assignment abroad in Chinese multinationals as the object of this research, based on organizational support theory, this study explores the influence of expatriate management practices on cross-cultural adjustment, and also attempts to model the mediating process between them through POS （Perceived Organizational Support）. We use statistic tools such as Amos4.0 and Spssl 1.0 to analysis scales and examine hypothesizes. Conclusions are summarized as follows： 1. There are some significant differences between our sample and the Western sample：First, expatriates from Chinese enterprises have lower POS and cross-cultural adjustment. Second, expatriates from Chinese enterp

关 键 词：外派管理实践 外派人员 组织支持感 跨文化适应 

分 类 号：F279.23[经济管理—企业管理]