發(fā)布時(shí)間：2018-03-14 07:49

  本文選題：動(dòng)機(jī)性文化智力　切入點(diǎn)：領(lǐng)導(dǎo)-成員交換　出處：《電子科技大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：21世紀(jì)是公司全球化的世紀(jì)。隨著全球經(jīng)濟(jì)競(jìng)爭(zhēng)的日趨激烈,越來越多的企業(yè)走出國(guó)門,通過對(duì)外投資開發(fā)全球市場(chǎng)。近年來,中國(guó)在國(guó)家層面的政策和改革進(jìn)一步促進(jìn)了“走出去”與“引進(jìn)來”戰(zhàn)略的發(fā)展�？梢灶A(yù)見隨著國(guó)際化進(jìn)程的不斷加快,對(duì)外派人員的需求將會(huì)大大增加。外派人員的重要意義在于可以提高企業(yè)的國(guó)際競(jìng)爭(zhēng)力,滿足相關(guān)利益群體的需求,加強(qiáng)組織的合力。外派人員的績(jī)效表現(xiàn)直接影響了母公司和東道國(guó)子公司的業(yè)績(jī),是衡量外派是否成功的重要指標(biāo)�，F(xiàn)有研究對(duì)外派工作績(jī)效的探討較少,對(duì)其中影響因素和作用機(jī)制的研究更是匱乏。基于以上背景,本研究圍繞外派人員的工作績(jī)效進(jìn)行構(gòu)思,引入跨文化適應(yīng)作為中介變量,從個(gè)體因素和與其直接關(guān)聯(lián)的領(lǐng)導(dǎo)因素探討外派人員工作績(jī)效的影響機(jī)制。研究動(dòng)機(jī)性文化智力、領(lǐng)導(dǎo)-成員交換、跨文化適應(yīng)與工作績(jī)效的關(guān)系,提出了相關(guān)假設(shè)。本研究以中國(guó)國(guó)際化企業(yè)和在華跨國(guó)公司的中國(guó)外派員工為研究對(duì)象,共獲得216份有效問卷。運(yùn)用SPSS和AMOS等統(tǒng)計(jì)軟件進(jìn)行數(shù)據(jù)分析,通過相關(guān)分析、回歸分析等方法進(jìn)行假設(shè)檢驗(yàn),獲得以下研究結(jié)論:(1)最近外派年齡、司齡、外語水平、出國(guó)經(jīng)歷對(duì)外派結(jié)果有影響作用。(2)動(dòng)機(jī)性文化智力對(duì)任務(wù)績(jī)效、情境績(jī)效有正向促進(jìn)作用,對(duì)一般適應(yīng)、互動(dòng)適應(yīng)、工作適應(yīng)有正向促進(jìn)作用。(3)領(lǐng)導(dǎo)-成員交換對(duì)任務(wù)績(jī)效、情境績(jī)效有正向促進(jìn)作用,對(duì)一般適應(yīng)、互動(dòng)適應(yīng)、工作適應(yīng)有正向促進(jìn)作用。(4)工作適應(yīng)在動(dòng)機(jī)性文化智力、領(lǐng)導(dǎo)-成員交換與任務(wù)績(jī)效之間起中介作用。(5)互動(dòng)適應(yīng)、工作適應(yīng)在動(dòng)機(jī)性文化智力、領(lǐng)導(dǎo)-成員交換與情境績(jī)效之間起中介作用。本研究具有一定的理論價(jià)值,彌補(bǔ)了國(guó)內(nèi)現(xiàn)有研究領(lǐng)域的不足,為之后的研究提供了新的思路。在實(shí)踐上為中國(guó)員工的外派管理提供了指導(dǎo)作用,幫助企業(yè)更好地達(dá)成外派目標(biāo)和國(guó)際化策略。同時(shí),本研究仍然存在一些不足之處,需要今后進(jìn)一步地補(bǔ)充與完善。
[Abstract]:21th century is the century of corporate globalization. With the increasingly fierce global economic competition, more and more enterprises go abroad to develop the global market through overseas investment. In recent years, China's policies and reforms at the national level have further promoted the development of "going out" and "bringing in" strategies. The need for expatriate personnel will be greatly increased. The importance of expatriates lies in improving the international competitiveness of enterprises and meeting the needs of relevant interest groups. Strengthening organizational synergies. The performance performance of expatriates directly affects the performance of parent companies and subsidiaries of host countries, and is an important indicator to measure the success of assignments. Based on the above background, this study focuses on the work performance of expatriates and introduces cross-cultural adaptation as an intermediary variable. From the perspective of individual factors and leadership factors directly related to them, this paper discusses the influence mechanism of expatriates' job performance, studies the relationship between motivational cultural intelligence, leader-member exchange, cross-cultural adaptation and job performance. In this study, 216 valid questionnaires were obtained, and the data were analyzed by SPSS and AMOS. Regression analysis and other methods were used to test the hypothesis, and the following conclusions were obtained: (1) Age of recent assignment, age of department, level of foreign language, and the result of overseas assignment. (2) motivation and cultural intelligence had influence on task performance. Situational performance has positive promotive effect on general adaptation, interactive adaptation, work adaptation, etc.) Leader-member exchange has positive effect on task performance, situational performance has positive promoting effect, general adaptation, interactive adaptation, etc. Work adaptation plays a positive promoting role in motivational cultural intelligence, leadership-member exchange and task performance play a mediating role in interaction adaptation, and work adaptation plays an important role in motivational cultural intelligence. This study has some theoretical value and makes up for the deficiency of the existing research field in China, which plays an intermediary role between leader-member exchange and situational performance. This paper provides a new way of thinking for the later research. In practice, it provides guidance for the expatriate management of Chinese employees, and helps enterprises to better achieve the goal of assignment and internationalization strategy. At the same time, there are still some shortcomings in this study. Need to further supplement and perfect in the future.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92

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