跨国并购高层次人力资源整合影响机理研究——基于心理资本的调节效应分析  

Research on High-level Cross-border Mergers and Acquisitions Integration of Human Resources Impact Mechanism——Based on the Analysis of Psychological Capital Regulation Effect

作　　者：杨昀[1] 

机构地区：[1]贵州财经大学会计学院,贵州贵阳550005

出　　处：《技术经济与管理研究》2016年第6期52-56,共5页Journal of Technical Economics & Management

基　　金：国家社科基金项目(10BGL004)

摘　　要：由于信息不对称和相对地位差异,高层次人力资源在跨国并购中的整合超越了有形契约的范畴。文章把心理契约和心理资本引入跨国并购人力资源整合,通过构建模型得出结论:心理契约的建立,通过心理资本的四个维度,即自我效能、希望、乐观、恢复力的中介作用,对员工满意度发挥显著正向作用。心理资本是客观存在的、可度量的变量,具有可开发的特点。所以在跨国并购实践中,可以通过对心理资本的管理和引导,实现心理契约的默契,提高员工满意度,降低离职率,实现跨国并购人力资源顺利整合目的。Because of asymmetric information and comparison of the relative positions, high-level integration of human resources in cross-border M＆A is beyond the scope of the physical contract. In this paper, the psychological contracts and capital have been int- roduced into the cross-border M＆A with the integration of human resources, through setting up a model to conclude that the establis- hment of the psychological contract should base on four dimensions of psychological capital： self-efficacy, hope, optimism and resil- ience, which play significant positive intermediary effect for employees＂ satisfaction. Psychological capital is an objective, measurable variables, contained made open features. Therefore, cross-border mergers and acquisitions practice, through the psychological capital management and guidance to achieve tacit psychological contract, improve employee satisfaction, reduce turnover, and achieve cross- border M＆A smooth integration of human resources purposes.

关 键 词：跨国并购 心理契约 心理资本 员工满意度 人力资源整合 

分 类 号：F241[经济管理—劳动经济]