摘要
外派个人与组织的期望具有四种可能的匹配关系。本研究构建了四种关系的概念模型并进行了效度验证。研究数据采自多种行业跨国公司的两组样本,结构方程建模的分析结果表明,构思关系具有良好的诺姆网络效度,个体-组织期望的不同组合模式对外派的绩效有显著影响。该研究结果对于外派经理及其所在的组织都具有重要意义。
We refined and validated the conceptual model of four prototypical relationships between individual and organizational expectations with respect to an international assignment. Data was collected from two samples of multinational companies in a variety of industries. By using structural equation modeling, the results showed reasonably good nomological validity. It confirmed that various combinations of match or mismatch between individual and organization expectations had a significant effect on the expatriate performance. The implications for expatriate managers as well as the companies assigning them were discussed.
出处
《应用心理学》
CSSCI
2005年第4期291-296,共6页
Chinese Journal of Applied Psychology
基金
国家自然科学基金赞助(项目编号:70232010)
211工程民营企业发展与人力资源策略子项目资助
关键词
外派
期望匹配
组合模式
绩效关系
expatriate performance, expectation match, combination model
