دانلود رایگان مقاله لاتین مرتب سازی فرهنگی از سایت الزویر
عنوان فارسی مقاله:
تخصیص کار به عنوان مرتب سازی فرهنگی در یک چارچوب سازمانی فرهنگی متنوع
عنوان انگلیسی مقاله:
Job allocations as cultural sorting in a culturally diverse organizational context
سال انتشار : 2015
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مقدمه انگلیسی مقاله:
1. Introduction
Host country nationals (HCNs) are known to play a pivotal role within foreign subsidiaries of multinational enterprises (MNEs) in competing in, and responding to local markets (Harzing, 2001), decreasing costs (Fryxell, Butler, & Choi, 2004; Harzing, 2001), and improving subsidiary performance (Law, Song, Wong, & Chen, 2009). Nevertheless, the low commitment and high turnover rates of HCNs (Froese & Xiao, 2012; Fryxell et al., 2004; Gamble & Huang, 2008;Walsh&Zhu,2007;Wong&Law,1999)denote the challenges of managing HCNs. However, research on the antecedents of organizational commitment and turnover intention, the two main predictors of employee turnover (Cotton & Tuttle, 1986; Griffeth, Hom, & Gaertner, 2000), among HCNs remains largely underdeveloped (Froese & Xiao, 2012; Toh & Denisi, 2003, 2007). Hence, understanding the processes relating to these work attitudes has substantial implications for retaining HCNs (Cotton & Tuttle, 1986; Griffeth et al., 2000), and avoiding the consequential financial loss thereof (Allen, Bryant, & Vardaman, 2010; Cascio, 2006). In this study, we explore the extent to which localization has beneficial influences on the organizational commitment and turnover intentions of HCNs. Localization is the replacement of expatriates with competent HCNs to take over the tasks that were originally performed by expatriates (Law et al., 2009; Potter, 1989). This process transfers decision making power from expatriates to HCNs, provides greater career advancement opportunities to HCNs, and minimizes status differentiation among expatriates and HCNs (Banai, 1992; Reiche, 2007). Past findings suggest that ensuring both participation in decision-making, and the vertical mobility of HCNs (Bjo¨ rkman & Lu, 1999; Gong & Chang, 2008; Legewie, 2002; Wong & Law, 1999) have profound implications on their working attitudes. Furthermore, Wong and Law (1999) suggest that such practices would be more effective in retaining HCNs in the long run than, e.g., increasing the amount of pay or providing better compensation packages. Given these findings, localization may perhaps improve the working attitudes of HCNs. To the best of our knowledge, however, the association between localization and HCNs’ work attitudes has been barely researched.
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کلمات کلیدی:
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