企业跨国经营中的人力资源管理模式选择及原因分析  

The Analysis of Choices of Human Resource Management Model in Multinational Firms——A Case Study of Five Chinese High & New Technology Firms

作　　者：林肇宏[1] 薛夏斌 李世杰[1] 

机构地区：[1]海南大学经济与管理学院

出　　处：《管理学报》2015年第5期702-709,共8页Chinese Journal of Management

基　　金：国家社会科学基金资助项目(10CGL019);中西部高校综合实力提升计划资助项目(HDZHSL201301)

摘　　要：以5家高新技术企业为对象,通过多案例分析探寻中国企业跨国经营中的人力资源管理模式及选择的影响因素。研究结果表明,中国跨国企业的海外分(子)公司大多不采用传统的单一模式,而是采用民族中心与多中心主义的混合模式,且混合程度不同;在与母国文化相似的地区,更倾向于采用与母公司相同的人力资源管理模式。此外,影响人力资源管理模式选择的因素除海外经营经验,企业成立时间与规模,母公司控制,文化习俗,语言,法律环境与经济发展水平外,关系也是重要的影响因素。无论是在发达国家还是发展中国家,我国跨国企业都注重社会资本与政治资本的运用,尽管在不同的海外国家其使用的程度和效果有所不同。This study focuses on the model of HRM and the choice’s influencing factors during the transnational operations of Chinese multinational enterprises’ through a case study of five firms.This study shows that the Chinese multinational enterprises’ foreign subsidiaries generally prefer not to choose a single traditional model,instead,they intend to combine an ethnocentrism and polycentrism model,and the degree of mixing varies,the overseas subsidiaries of the same parent company tend to adopt the same model;in the country with similar culture as parent country,it tends more to adopt the same model of HRM of parent company.In addition,GuanXi is also an important influencing factor of the choice of HRM model in addition to experience of overseas business,established time and scale,parent company control,culture and conventions,language,legal environment and level of economic development and so on.No matter in developed country or developing country,Chinese multinational enterprises all advocate the importance to the use of social capital and political capital,although the degree of use varies across countries.

关 键 词：中国跨国企业 人力资源管理模式 关系 社会资本 政治资本 

分 类 号：C93[经济管理—管理学]