A study on the stability of non-knowledge workers in chinese overseas enterprises from a cross-cultural perspective
คำสำคัญ:
Cross-culture, Non-knowledge employees, Job stability, Management factorsบทคัดย่อ
This paper explores the stability of non-knowledge employees in overseas Chinese-funded enterprises from a cross-cultural perspective. The research results show that there are two reasons for the unstable work of non-knowledge employees in Chinese-funded overseas companies, one is culture and the other is management. This paper concludes that the proportion of management factors is higher than that of cultural factors.
References
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Mitchell, T.R., Holtom, B.C., &Lee, T.W. (2001). Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover. The Academy of Management Journal, 44(6):1102-1121.
Moorman, R.H. (1993). The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior. Human Relations, 46(6):759-776.
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Wang, T.Y. (2012). The Cross-cultural Human Resource Management in International Engineering Contracting. Journal of Shaanxi Academy of Governance, 26(1):114-116.
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XIe, Z. (2018).Study on Cross-cultural Human Resource Management of C Enterprise in Nigeria.Unpublished doctorial dissertation, Xi’an University of Architecture and Technology, China.
Zhao, X.P. (1997). WANG Lei. Study on the Cross-cultural Differences in Human Resource Management of Joint Ventures in Central and Western China. Journal of Xi’an Jiaotong University, (S1): 26-30.
Zhu, X.L. (2003). Study on Cross-cultural Human Resource Management of China-foreign Joint Venture.Unpublished doctorial dissertation, Nanjing Tech University, China.
Cheng, Z., Jiang, J.,& Zhao, S. (2007). Cross-cultural Human Resource Management PracticesA Case Study of the Sino-German Joint Venture BASF-YPC Company. Business Forum, (2): 25.
Jin, Y. (2008).Study on Cross-cultural Human Resource Management of Japanese-funded Enterprises. Unpublished doctorial dissertation,Harbin Engineering University, China.
Mitchell, T.R., Holtom, B.C., &Lee, T.W. (2001). Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover. The Academy of Management Journal, 44(6):1102-1121.
Moorman, R.H. (1993). The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior. Human Relations, 46(6):759-776.
Tian, Y. (2000).A Research on the Model of Human Resource Cross-culture Management in Chinese Joint venture.Unpublished doctorial dissertation,University of Electronic Science and Technology of China, China.
Wang, T.Y. (2012). The Cross-cultural Human Resource Management in International Engineering Contracting. Journal of Shaanxi Academy of Governance, 26(1):114-116.
Wang, Y.D. (2017).Study on the Structure and Stability of Corporate Human Resources Ecosystem. Unpublished doctorial dissertation,Southwest Petroleum University, China.
Wen, Y. (2017).An Empirical Study on the Relationship between Human Resource Management Effectiveness, Job Satisfaction and Organizational Performance.Unpublished doctorial dissertation, Anhui University of Finance & Economics, China.
XIe, Z. (2018).Study on Cross-cultural Human Resource Management of C Enterprise in Nigeria.Unpublished doctorial dissertation, Xi’an University of Architecture and Technology, China.
Zhao, X.P. (1997). WANG Lei. Study on the Cross-cultural Differences in Human Resource Management of Joint Ventures in Central and Western China. Journal of Xi’an Jiaotong University, (S1): 26-30.
Zhu, X.L. (2003). Study on Cross-cultural Human Resource Management of China-foreign Joint Venture.Unpublished doctorial dissertation, Nanjing Tech University, China.
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2020-12-26
