网络关系、资源获取与新企业国际化——四家企业的案例研究

基于社会网络理论和资源基础理论,本研究通过运用跨案例研究方法,以浙江四家新企业国际化为例,分析网络关系如何促进新企业在国际化过程中进行资源的获取。研究表明,根据网络连接的强弱与地理距离分类,新企业在国际化过程中建立的网络关系可以分为国内强连接、国内弱连接、国外强连接与国外弱连接,这四种不同类型的网络关系在新企业国际创业过程中扮演不同的角色。对于创业者具有本土背景和具有国际背景的国际新企业而言,不同类型的网络连接对于国际化过程资源获取作用不同。     

国际工程承包企业战略风险识别研究

文章对国际工程承包企业战略风险内涵进行界定,建立了由宏观环境、产业环境、企业资源、企业能力和战略管理过程五个一级风险因素以及23个二级风险因素组成国际工程承包企业战略风险识别体系。     

中国企业国际竞争力成因分析

企业的国际竞争力受到企业内部因素和企业外部环境及其相互关系的影响.从企业内部看,影响因素主要是企业的产权制度及治理结构、资源和能力状况、经营管理水平三大方面.从外部环境看,影响因素主要包括企业所在国的经济发展水平、政治经济制度、自然资源和地理位置、历史文化传统,国家在国际政治经济关系中的实力和地位、企业所从事的主要产业的产业发展状况和产业组织结构等.我国企业国际竞争力低下的原因有以下几个方面:     

X纺织企业国际营销策略研究

文章依据国际营销的相关理论,对X纺织企业的国际营销策略进行了案例研究.对X纺织企业的国际目标市场、国际营销策略进行了介绍和分析.最后根据分析的结果对该企业提出了建议.     

“天生全球化”企业的基本特征与成长驱动力研究

“天生全球化”企业代表了一种新型的国际企业组织形式,其蓬勃兴起与发展打破了传统国际商务理论所描述的国际化渐进模式。文章结合典型企业案例,分析“天生全球化”企业的典型特征,并探索其高速成长背后的驱动因素。文章认为,全球化的新发展、企业家精神和国际社会资本与关系网络共同构成了“天生全球化”企业创业与成长的驱动力。     

论"天生的国际企业"现象

二十世纪九十年代前后,一种新.的企业国际化现象映入学者们的眼帘,引起了学者们极大的研究兴趣,这就是"天生的国际企业"现象,在初步界定了"天生的国际企业"概念和特征的基础上,对"天生的国际企业"近年来大量涌现的成因以及影响因素进行了分析,并提出推动我国中小企业的圆际化的对策建议.     

企业国际营销的文化风险识别与规避

企业在国际营销过程中，面临一个全新的国际环境．文化因素已成为制约企业国际营销的关键之一。正确识别并合理规避国际营销文化风险，对于我国企业进军国际市场大有裨益。本文界定了企业国际营销文化风险概念．对其产生的根源及成因作了阐述．在此基础上．明确企业国际营销文化风险识别标识构成．进而给出有效规避国际营销文化风险的对策。     

跨境电商浪潮中企业国际市场营销技能浅析

近些年受国际经济形势低迷的影响,我国对外贸易增速连年下滑,而跨境电商却逆势而上,发展势头非常强劲.跨境电商作为开展国际贸易的新方式和新手段,其不仅成为我国传统外贸企业转型升级的新平台,而且对提升我国国际贸易的国际竞争力.跨境电商的蓬勃发展也对企业进行国际营销提出了新要求,本文针对这些新特点、新要求,为对外贸易企业研究制定新的营销策略和技能提供相应的对策建议.     

2011年影响中国企业社会责任发展的主要因素

企业社会责任随着我国社会发展与经济稳定,对于公益问题的关注不再局限于政府等官方部门,全民公益概念日趋深入人心,政府要员、国际组织、非政府组织、企业的员工、媒体等相关利益方都对企业社会责任给予了高度的关注.同时,这些相关利益方也反过来影响、推动着企业旅行社会责任的进城与企业社会责任的发展.本文试图结合相关国际标准的发布、企业内部对社会责任的认知以及部分2010年中国企业社会责任典型案例分析国际政策、企业自身以及社会需求等对中国企业社会责任起到影响作用.     

国际新创企业理论的研究进展和述评

国际新创企业作为中小企业国际化的新现象,成为国际商务和创业学研究的共同热点。文章首先介绍了国际新创企业的研究定位,然后对其研究框架和内容进行梳理和评述,最后指出了现有研究的贡献和不足,以期为未来的学者研究提供理论借鉴。     

Entry mode choices in the international new ventures context. A study from different theoretical perspectives

Few studies have investigated the factors that enhance entry mode choice in the context of international new ventures (INVs). In this paper, we hypothesize that the characteristics of INVs’ products or services can explain their preference for equity entry modes. We also hypothesize that the inter-firm networks in which INVs are embedded play a deciding role in their choice of non-equity entry modes. When INVs are in inter-firm networks in which activities are developed to manage them, non-equity entry modes are preferred. We have adopted an effectuation approach to study the influence of different inter-firm network management activities on entry mode choice. In short, we have studied the effect of developing inter-firm network knowledge exchange, coordination, adaptation, conflict resolution and resource sharing management activities. In this paper we attempt to contribute to international entrepreneurship studies by reconciling the most widely accepted approaches to entry mode choice (Transactional Cost Economics, Organizational Capabilities-based and Network perspective) and international new ventures. Our findings show that the technological complexity of INVs’ products/services explain their preference for equity entry modes. Additionally, the development of network management activities among the networked firms determines the INVs’ preference for non-equity entry modes. Our results draw a decision model that differs from the ones derived from previous perspectives, which highlight the role of different characteristics of international new ventures.     

Exploring the development and transfer of career capital in an international governmental organization

Abstract

This study investigates global career self-management behaviors of staff in an international governmental organization (IGO). The literature on global careers argues that individuals should maximize their career capital, operationalized in the intelligent careers (IC) concept as competencies, social networks, and motivations of persons related to their careers. The IC concept implies that career capital is transferable and argues that IC components are interrelated and self-reinforcing. We explored these assumptions through a case study in a United Nations (UN) organization. Using the IC framework we undertook 29 semi-structured interviews with international assignees, HR, and operational experts and conducted one focus group discussion with seven staffing coordinators. We found that the UN organization had high barriers to career capital transfer between head office and field stations. Therefore, the IGO staff experienced conflicting demands in terms of their career capital behaviors. Many staff did not focus on maximizing their career-relevant capabilities or social networks. Instead, they pursued international careers that intentionally sacrificed internal career progression in favor of their humanitarian aid duties. The research adds to the insights of the global careers literature and refines our understanding of the relationship of the organizational center to its foreign affiliates. The findings expose potentially contradictory behavioral implications of elements of the IC concept and call for a context-sensitive refinement. Managerial implications for resourcing, development, career management, and retention are discussed.     

Managing the HR dimension of international project operations

While much is known about the role of HRM in achieving positive outcomes in foreign subsidiary and international joint venture contexts, there has been a paucity of research into HRM issues in international project operations. In this paper, we develop an analytical framework to demonstrate the HR activities of each stage of the international project lifecycle, drawing upon supporting data from a study of Australian firms in international development projects. The discontinuous, complex and unique characteristics of international projects produce distinct IHRM challenges: for the supplying firm, particularly staff deployment and HR planning; and for project workers, in terms of career trajectory and job security.     

北京地区国际商务人才需求调查分析

本文从大商务角度出发,采用电话访谈、座谈会、问卷调查等方式,对北京地区534家企业的国际商务人才需求进行了调研。主要调查分析了这些企业对国际商务专业人才需求的情况及其对国际商务人才职业能力和职业素质的要求等,为相关院校有针对性地制订人才培养方案提供了依据。     

Staffing venture capital firms' international operations

International staffing is relatively unexplored for service firms as much of the literature focuses on manufacturing firms. We draw on the knowledge-based perspective to analyze three key issues related to venture capital firms' international staffing: composition of the international staffing pool; reasons for the deployment of expatriates; and the process through which staff co-ordinate international decision-making, respectively. These research questions are investigated in an exploratory study combining a survey and qualitative interviews. The results suggest that the recruitment of local executives is significantly more important than the deployment of expatriates, and expatriation is significantly more important for transferring knowledge than for other motives suggested in the literature. In VC firms, investment committees play a key role in international decision-making, which allows them to manage challenges that otherwise would require deployment of expatriates. Implications of these results for future IHRM research and for the management of venture capital firms are discussed.     

The Bridging Role of Expatriates and Inpatriates in Knowledge Transfer in Multinational Corporations

Drawing on the knowledge‐based view of the firm, this article provides the first empirical study that explicitly investigates the relationship between different categories of international assignees and knowledge transfer in multinational corporations (MNCs). Specifically, we examine (1) the extent to which expatriate presence in different functional areas is related to knowledge transfer from and to headquarters in these functions and (2) the extent to which different categories of international assignees (expatriates vs. inpatriates) contribute to knowledge transfer from and to headquarters. We base our investigation on a large‐scale survey, encompassing data from more than 800 subsidiaries of MNCs in 13 countries. By disaggregating the role of knowledge transfer across management functions, directions of knowledge transfer, and type of international assignees, we find that (1) expatriate presence generally increases function‐specific knowledge transfer from and, to a lesser extent, to headquarters; and that (2) the relevance of expatriates and former inpatriates varies for knowledge flows between headquarters and subsidiaries. Additionally, we discuss implications for research and practice, in particular regarding different management functions and different forms of international assignments, and provide suggestions for future research. © 2015 Wiley Periodicals, Inc.     

Linguistic diversity and English language use in multicultural organizations: is there a moderating effect of the age of organizational members?

Two great human resource management challenges face organizations in many parts of the world. The workforce is aging leaving fewer young people to take over. At the same time, globalization leads to a pressure for internationalization with great consequences for internal collaboration in many organizations. Accordingly, the link between employee age and language use is of increasing importance. In this study, we report on the findings of a survey using responses from 489 members of Danish multicultural organizations. We studied the effect of linguistic diversity on English language communication as well as the moderating effect of respondents' age. We found linguistic diversity to have positive associations with the two English language communication variables. We also found age to moderate the relationship between linguistic diversity and perceived use of English language by management. Since organizational language use and language management are an understudied topic, the results could have important theoretical and practical implications.     

Subsidiary staffing,cultural friction,and subsidiary performance: Evidence from Korean subsidiaries in 63 countries

Drawing from the notion of cultural friction and based on the agency theory rationalization of multinational enterprise (MNE) headquarter–subsidiary relationship, we examine the impact of cultural friction in foreign subsidiaries on subsidiary performance. We argue that cultural friction, arising due to a high presence of parent country nationals (PCNs) in culturally distant locations, has a detrimental effect on subsidiary performance. This effect is the strongest when the cultural friction is at the top management team (TMT) level and the weakest when friction is at the regular employee level. However, this relationship is contingent on factors that work as drags or lubricants for cultural friction between PCNs and host country nationals (HCNs). We identify governance mode and language differences between home and host countries as drag parameters and host country experience and subsidiary interdependence as lubricants that condition the effect of cultural friction on subsidiary performance. Empirical findings based on a longitudinal sample of 7,495 foreign subsidiary observations of 467 Korean MNEs in 63 countries during 1990–2014 provide robust support for our theoretical predictions.     

广州建设国际航运中心的探讨

介绍了国际航运中心的定义,并以伦敦为例分析了航运中心的形成过程、基本模式及要素条件,阐述了广州发展国际航运中心的有利条件,广州在航运辐射能力、服务功能、区域竞争、金融政策环境等方面面临的问题,探讨了广州建设国际航运中心的对策。     

Cross-cultural competence in the context of NGOs: bridging the gap between ‘knowing’ and ‘doing’

Abstract

International human resource management research in non-governmental organisations (NGOs) is scarce and it predominantly focuses on the recruitment and retention of volunteers. The context of NGOs is different from conventional for-profit international business settings with different kinds of challenges, especially in terms of providing appropriate training on managing multi-cultural teams and working with local project partners and communities. The literature also tends to focus on expatriate perspective and not on a host country perspective. We address this gap by examining how project managers and hosts experience cross-cultural issues on overseas assignments. We study volunteer project managers leading international and local youth volunteers during the Raleigh International programme in Malaysia. We use a qualitative methodology and data collected at 3 case locations via participant observation during 120 days contact with the respondents as well as interviews and surveys. We propose the CPACE (Curiosity, Passion, Adaptability, Communication and Empathy) framework describing competences needed in cross-cultural encounters and based on respondents’ actions as well as their words and it is relevant to a NGO context. The framework is intended to lay the foundation for future research and in particular to demonstrate the need for cross-cultural competence to be more grounded in particular contexts.