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企业外派员工的回任调整研究 被引量:7

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摘要 如何成功完成员工外派后的回任调整工作,已经成为跨国企业越来越关注的问题。本文分析了员工回任调整失败的原因,构建了一个员工回任调整的分析框架,并指出在组织与员工双方的调整过程中组织更应积极主动,针对不同外派任务类型进行灵活管理,政府相关部门应起立法、监督、调解与仲裁的作用。
机构地区 南开大学
出处 《中国人力资源开发》 CSSCI 北大核心 2008年第1期24-27,共4页 Human Resources Development of China
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参考文献10

  • 1Baruch, Y. and Altman, Y. 2002. Expatriation and repatriation in MNCs: a taxonomy. Human Resource Management, Vol.41 No.2:239-59.
  • 2Black, J.S., Gregersen, H.B. and Mendenhall, M. 1992. Toward theoretical framework of repatriation adjustment. Journal of International Business, Vol. 2 No. 4:737-60.
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  • 8邱立成,成泽宇.跨国公司外派人员管理[J].南开管理评论,1999,2(5):9-13. 被引量:29
  • 9李向民,程春梅.企业员工流动机理及控制策略[J].中国人力资源开发,2007,24(1):29-33. 被引量:10
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二级参考文献8

  • 1谢晋宇.《企业雇员离职-原因、后果与控制》[M].经济管理出版社,1999年版..
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  • 5K. Michele Kacmar(2006). Sure everyone can be replaced...but at what cost? turnover as a predictor of unit level performance. Academy of Management Joumal,Vol.49, No. 1,133-144.
  • 6Michael A. Abelson and Barry D. Baysinger (1984) Optimal and Dysfunctional Turnover Toward an Organizational Level Model. Academy of Management Review, Vol 9, No.2,331-341.
  • 7Naresh Khatri and Chong Tze Fern, Explaining employee turnover inan Asian context Human Resource Management Journal, 2001, Vol 11 No 1, 54-74.
  • 8Staw, B. M. 1980. The consequences of tumover. Journal of Organizational Behavior, 1:253-273.

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二级引证文献27

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