导　　师： 周霞

学科专业： 120202

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 当前,粤港澳地区是我国经济全球化的前沿,粤港澳地区经济合作交流已越来越紧密,形成我国的一个重要外向经济区域,该区域内的产业结构正在逐步调整、升级和优化,驻港澳的内资企业已逐步成为粤港澳区域合作和带动华南外源经济的主要力量。越来越多的国内企业,特别是广东地区的企业在港澳地区设立分支企业或机构,利用港澳地区这一全球化的窗口实施“走出去、国际化”战略,外派人员也随之增加,经营管理环境也日益繁杂。虽然港澳地区同属中国,但港澳的国际化的进程已遥遥领先于大陆地区,城市的现代化程度已处于发达国家水平,因此外派至港澳地区的大陆员工/(以下简称外派人员/)与外派至国外的大陆员工同样面临着跨地区的适应和管理问题。 因此本研究正是在这一背景下展开的,本文通过文献研究探讨了影响企业员工的外派意愿与跨文化适应的因素,并进一步用问卷调查统计分析了公司外派意愿、跨文化适应、外派期间工作满意度之间的关系,从而丰富了国内关于员工工作满意度的实证研究范围,并解决在现行国内外派港澳管理体制及企业经营发展形势下的外派人员的工作满意度、职业规划、适应及创新能力等重点问题,使外派人力资源成为驻港澳企业经营业务发展的稳定和坚强后盾。 本研究的主要结论如下:被调查者的外派意愿在受教育程度、年龄、外派年限和工作职务上存在显著差异。被调查者的跨文化适应度在受教育程度、海外工作年限和工作岗位上存在显著差异。在工作满意度方面,被调查者在受教育程度、年龄、工作岗位上有显著差异。外派意愿中的海外工作态度和个人外派态度对跨文化适应度有显著的正向影响,且以海外工作态度对跨文化适应度中的生活适应和互动适应之影响程度最强,而个人外派态度对跨文化适应度中的工作适应最强。研究发现跨文化适应度的三个方面生活适应、互动适应、工作适应对工作满意度均有显著的正向影响。外派意愿中的海外工作态度与个人外派态度对工作满意度有显著的正向影响。跨文化适应度在外派意愿与工作满意度之间起着一定的中介作用,但中介效果不明显。其中外派意愿越强,则员工跨文化适应度越高,进而工作满意度越高。 At present, the Guangdong, Hong Kong and Macao region is the forefront of China's economic globalization, Hong Kong and Macau regional economic cooperation have become closer, and format one of our major export-oriented economic region, which is gradually adjusting the industrial structure, upgrade and optimization, in Hong Kong and Macao The domestic-funded enterprises have gradually become the Guangdong, Hong Kong and Macao regional cooperation and South China exogenous major force in the economy.More and more domestic enterprises,especially in Guangdong, establish branches or agencies in Hong Kong and Macao in order to take advantage of the globalization of the window to achieve“going out, international”strategy, expatriates have increased and management environment increasingly become complexed. Although the Hong Kong and Macao regions belong to China, but the process of the internationalization of Hong Kong and Macao has been far ahead of mainland China, the city's degree of modernization has been at the level of developed countries, so the assignment to Hong Kong and Macao mainland workers /(later referred to as expatriates/) and the expatriation to the overseas workers are also facing an inter-regional adaptation and management issues. Therefore, this study is carried out in this context, this paper discusses the literature of the factors will affect employees and cross-cultural adaptation, and further statistical analysis using a questionnaire survey the relationship between employees’expatriate intent, cross-cultural adaptation, job satisfaction during expatriate. Thereby enriching the domestic employee job satisfaction on the empirical scope of the study and solve the situation of expatriate job satisfaction, career planning, adaptation and innovation and other key issues, which under the existing home and abroad to send Hong Kong and Macao and enterprise operation and development management system.so that the expatriate human resources has become a strong backing of development business in Hong Kong and Macao's . The main conclusions of this study are as follows: The expatriate intent of the respondents in the level of education, age, length of assignment and work duties, there was significant difference. Degree of cross-cultural adaptation of respondents in the level of education, overseas work experience and in the workplace there is significant difference. In the job satisfaction of respondents in the educational level, age, significant differences in the workplace. The overseas assignment will work attitude and the attitude of individual assignment of cross-cultural adaptation and a significant degree of positive impact, and the work attitude of overseas degrees of cross-cultural adaptation of the adaptation of life to adapt to and interact with the strongest impact, while individuals attitude of the expatriate cross-cultural adaptation of fitness work in the strongest. Cross-cultural study found that the fitness of the three aspects of life to adapt, interactive adaptation of work to adapt to the job satisfaction showed a significant positive effect. Assignment will work overseas in the attitude and the attitude of individual assignment to the job satisfaction has a significant positive effect. Degree of cross-cultural adaptation in the assignment and job satisfaction will play a role in the intermediation between, but the intermediary little effect. One assignment will get stronger and then the higher the degree of staff cross-cultural adaptation and thus the higher the degree of job satisfaction.

关 键 词： 驻港澳外派人员 外派意愿 工作满意度 跨文化适应

分 类 号： [F276.1]

领　　域： [经济管理] [经济管理]