内隐种族偏见如何影响外派员工的适应性绩效?——同事交换与同事GUANXI的并行中介作用  

How does Implicit Racial Prejudice Affect the Adaptive Performance of Expatriates?——The Parallel Mediating Roles of Coworker Exchange and Coworker GUANXI

作　　者：朋震[1] 郑雪童 冯平 PENG Zhen;ZHENG Xuetong;FENG Ping(International Business School,Beijing Foreign Studies Universi ty,Beijing,100089)

机构地区：[1]北京外国语大学国际商学院,北京100089

出　　处：《管理现代化》2024年第6期88-95,共8页Modernization of Management

基　　金：中央高校基本科研业务费专项“远程教学场景下高校教师工作重塑内容、结构及测量研究”(2022JJ020);教育部人文社会科学研究规划项目“基于智能化方法的在线医疗精准服务机理与策略研究”(22YJA630018)。

摘　　要：近年来的出海潮流让中国企业对外派员工迅速适应东道国工作环境的要求日益提高。然而,关于中国员工对外派工作的适应研究缺乏实证讨论,制约了中国企业的外派管理实践。基于工作需求-资源理论和社会交换理论,本研究探讨中国外派员工的内隐种族偏见对适应性绩效的影响,并考察了同事GUANXI和同事交换两个分别具有中西方文化特征的变量在上述机制中的独特作用。通过问卷加测验的方法,在387份数据的基础上开展实证研究。结果发现:内隐种族偏见通过负向影响东道国同事GUANXI和东道国同事交换,进而负向影响适应性绩效;总部同事GUANXI削弱了内隐种族偏见对适应性绩效的影响,同时也削弱了东道国同事GUANXI在内隐种族偏见与适应性绩效之间的中介作用。通过讲好中国故事,本研究为中国企业的外派管理提供了新思路。With the trend of going global in recent years,Chinese MNCs need expatriates to adapt to host countries quickly.However,limited research on Chinese expatriates'adaptation hinders effective management.Based on JD-R and Social Exchange theories,this study explores implicit racial prejudice's impact on their adaptive performance and examines coworker GUANXI(with Chi-nese cultural characteristics)and coworker exchange(with western cultural characteristics)roles.An-alyzing 387 datasets,results show implicit racial prejudice negatively affects adaptive performance via host-country coworker GUANXI and exchange.Headquarters coworker GUANXI mitigates the impact and weakens host-country coworker GUANXI's mediating role.By telling the Chinese story,it offers a fresh perspective for managing expatriates in Chinese MNCs.

关 键 词：外派管理 内隐种族偏见 同事GUANXI 同事交换 适应性绩效 

分 类 号：F272.92[经济管理—企业管理]