跨文化因素在国际商务谈判中的影响探析

近年来，全球化已经成功地把世界上各个不同的地区紧密连接成为一个动态的整体，沟通和谈判在各个商务领域里发挥着至关重要的作用。国际商业交流不断增加，因此，研究国际商务谈判有着很多积极的意义。     

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.     

Home alone and often unprepared – intercultural communication training for expatriated partners in German MNCs

This article reports the results of a study of partners who accompany the expatriated representatives of multinational corporations (MNCs) on overseas missions and identifies that they are mostly home alone and often unprepared. Following a review of the literature on issues related to expatriated partners, in particular intercultural communication training (ICT), the article presents the findings of empirical research conducted in Germany on current ICT trends for expatriated partners. The study identifies the ICT methods German MNCs use to support these partners before and during international assignments. The authors surveyed 141 German expatriated partners who went on overseas missions to 36 countries. The results of this research project indicate that traditional ICT is only provided to the minority of partners in German MNCs, follows no predictable time pattern, and is mostly perceived as rather useless by participants. Particular attention is paid, however, to the target culture in the ICT design. Non-traditional ICT methods, such as Look-&-See Trips, are rather generously taken advantage of.     

Movie release strategy: Theory and evidence from international distribution

Choosing the right time to release a new movie may be the difference between success and failure. Prior research states that the “bigger” a blockbuster is, the more likely it is (and should be) released during a high‐demand week. We present a theoretical framework which is consistent with this observation but adds a rather surprising theoretical prediction: among non‐blockbuster (i.e., niche) movies, everything else constant, the greater a movie's appeal, the more likely it is released during a low‐demand week. In other words, the relation between movie appeal and high‐demand‐week release is U‐shaped: it decreases at low levels of overall appeal (niche movies) and increases at high levels of overall appeal (blockbusters). We provide intuition for this novel result and argue that it is robust to a number of changes in functional form assumptions. We then show that the theoretical results are consistent with the evidence from an extensive data set on international releases. Specifically, we run a series of movie‐country‐pair regressions with high‐demand‐week‐release as a dependent variable and exogenous shocks to the movie's appeal as an explanatory variable. As predicted by theory, the regression coefficients have opposite signs for the blockbuster and non‐blockbuster cases.     

后金融危机时代我国会计准则与国际趋同问题探究

2008年以来,一场源于美国的金融危机迅速在全世界蔓延,不仅重创了世界经济体系,对世界经济秩序也造成了致命冲击。延续多年的国际会计准则制定机构及国际会计准则趋同化模式受到前所未有的严峻挑战,美国将国际会计准则趋同化设定为阻碍市场经济发展的观点也影响了我国许多学者对我国会计准则与国际会计准则的接轨和融合态度,甚至有些学者公开质疑国际会计准则趋同的合理性。文中将从国际会计准则与现阶段我国会计准则所面临的种种难题和出路入手,分析后金融危机时代我国会计准则与国际会计准则趋同化的经济价值以及社会意义。     

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.     

中国茶叶国际竞争力分析

茶叶是我国传统的出口产品,自20世纪90年代以来,中国茶叶的国际竞争力不断下降。文章运用FAO的统计资料,选择国际市场占有率、显示性比较优势、单产评价等指标,分析了中国、印度、斯里兰卡、肯尼亚和印度尼西亚茶叶的国际竞争力变化,找出影响中国茶叶国际竞争力的主要因素,从而提出提升中国茶叶竞争力的对策。     

Exploring Discrimination on the Basis of International Experience: The Colonial Mindset Bias in the Context Of Pakistan

Discrimination in the labor market has historically been associated with gender, race, ethnicity, and age. This article introduces another basis of discrimination—international experience—which may exist in developing countries because of a colonial mindset. The research is an exploratory study, based on an analysis of in‐depth semistructured interviews with 8 HR managers, 19 employees with international experience, and 24 employees without international experience (N = 51) working in the oil and gas and telecom sectors of Pakistan. Results indicate some initial evidence of a bias, and hence discrimination during recruitment for entry‐level positions. Findings also indicate that international experience may contribute to enhanced employment opportunities, career progress, and higher compensation at senior‐level leadership positions, leaving those without such experience at a disadvantage. While in some cases international experience may be a genuine occupational requirement (GOR), further research is needed to identify whether this is in fact a GOR for senior level positions in all types of organizations or indirect discrimination under the guise of GOR. Recommendations for HR managers and organizational leaders are also set out, which can be applied in practice to foster equality of opportunity in the workplace. © 2017 Wiley Periodicals, Inc.     

浅谈影响跨文化交际的因素

近年来,由于我国执行改革开放政策,在政治、经济、文化、教育等方面与世界各国的交往和联系大为增加,每年来华人数以百万计,而去国外工作、学习、出席国际会议、谈判贸易、访问的人数也与日俱增。我们与不同文化背景的人们的接触不仅涉及语言,同时也与文化密切相关。越来越多的人们认识到学习一门外语只学习它的语音、语法、词汇、用法是远远不够的,实际上,语言本身就是文化的一部分,没有任何一种自然语言不反映某种文化。本文主要阐述了在这种深刻背景下所涉及到的跨文化交际的重要意义,文化与交际的定义和特征,影响跨文化交际的各种因素,以及如何提高人们的跨文化意识。作者希望谨以此文使外语教学工作者注意到在外语教学中文化因素的重要性,以及进一步提高高层次的自学者运用英语的自觉性。     

浅析金融危机中我国国际贸易应对措施

2008年注定是一个不平凡的一年。一场全球性的金融危机席卷而来,对美国乃至中国都产生了巨大影响。美国30年代的经济危机仍历历再目,由于美国国会突然通过高额关税法案实施贸易保护主义,使国际贸易总额急剧收缩,使30年代的美国经济危机更加严重。我国应该吸取30年代的教训,采取有效的措施来应对这场危机。     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.     

Career advancement in large organizations in Europe and the United States: do international assignments add value?

We look at the relationship between the number of assignments, the length of international assignment experience, the type of employer commissioning the international assignment, the individual's career stage at the first assignment, and career advancement: the time that the executives took to be appointed to the CEO position from the start of their career. Our sample of 1001 chief executives, based in 23 countries and affiliated with the 500 largest corporations in Europe and the 500 largest in the United States, allows us to examine important individual- and organization-level contingencies that affect the relationship between international assignment experience and career advancement. We find that international experience slows the executives' ascent to the top, longer assignments and a larger number of assignments being detrimental to their speed of ascent to top corporate positions. Further, international assignments at corporations other than the CEOs' current employer and assignments taken at later stages of executives' careers damage career advancement.     

The Purpose of Expatriation: Why Women Undertake International Assignments

Women international assignees have historically been successful, but they make up a relatively low proportion of organizationally assigned expatriates. By appreciating the factors that encourage women to undertake internationally mobile careers, organizations can widen their talent pool. Using a triangulated, qualitative research approach set within two case study firms in the oil and gas exploration and production industry, this article identifies contrasting views between female assignees and their organizations with respect to the purpose of expatriation and the factors women take into consideration in their decision to undertake it. This research is based on analysis of organizational policy; a survey of 71 women expatriates and in‐depth, semistructured interviews with 26 female assignees (selected from the survey returns using stratified sampling); and interviews with 14 human resource professionals responsible for international mobility policy design and implementation. Career, family, and financial precondition effects are identified. From these, a model is proposed to link stated organizational assignment purpose with women's participation rationales, and recommendations for practice to increase expatriate gender diversity are set out. © 2015 Wiley Periodicals, Inc.     

Human resource management and early internationalization: is there a leap-frogging in international staffing?

The present study focuses on the international staffing of early internationalizers by linking the Ethnocentric, Polycentric, Regiocentric, and Geocentric (EPRG) concept with the Process Theories of Internationalization. On a dataset of 116 (N) German medium-sized companies, we test whether the determinants which allow firms to internationalize shortly after their inception, namely prior international experience, technological intensity, and networks, influence the firms' international staffing. We further elaborate whether this influence differs between early and late internationalizers. The empirical results show that prior international experience is not associated with the firms' international staffing at all, and thus, does not allow conclusions. Technological intensity increases the probability of the choice of an ethnocentric staffing policy, especially for early internationalizers. In contrast, networks enable firms, especially early internationalizers, to pursue regiocentric or geocentric staffing policies.     

国际市场营销下的国际物流管理

有效国际物流是企业实现国际市场营销战略的关键,加强国际物流管理,可以降低物流成本和提高企业在国际市场上的竞争力。运输、储存、存货是国际物流的三大重要活动,对这些活动进行管理可以获得事半功倍的效果。从国际市场营销的视角,对国际运输、国际仓储和国际存货等主要的国际物流管理内容进行探讨,以期为企业在国际市场上进行有效的国际物流管理提供理论参考。     

Coming to America: work visas,international diversity,and organizational attractiveness among highly skilled Asian immigrants

Abstract

U.S. firms are increasingly seeking foreign workers to help satisfy growing demands for technical and highly skilled labor, and many immigrants continue to seek jobs in America. Despite this, few studies in the management discipline examine immigration issues as they relate to organizational attraction and recruitment. In an experimental study, we investigated the relationship between stated recruitment policies, perceived work-related expectancy, and organizational attractiveness among graduate students from Asia as potential job seekers to companies in the United States. We found a relationship between perceived work-related expectancy and either emphasizing international diversity or work visa sponsorship. However, emphasizing work visa sponsorship weakened the effect of international diversity on perceived work-related expectancy. Perceived work-related expectancy was also found to positively affect organizational attractiveness, resulting in a conditional indirect effect of international diversity statements on organizational attractiveness. Implications for organizations and directions for future research 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.     

Work‐To‐Life Conflict and Enrichment Among International Business Travelers: The Role of International Career Orientation

The present study examines the direct and moderating effects of an international career orientation in the relationship between frequency and duration of international business traveling and work‐to‐life conflict and enrichment. In addition, the effort‐reward imbalance that potentially features in the international business traveler's job was examined in relation to work‐to‐life conflict and enrichment. The study was conducted among 232 Finnish people in jobs requiring international business travel. A moderated hierarchical regression analysis shows that travel of considerable duration and a pronounced effort‐reward imbalance had direct links to work‐to‐life conflict. In contrast, low effort‐reward imbalance and a strong international career orientation had direct links to work‐to‐life enrichment. In addition, having a strong orientation to an international career decreases work‐to‐life conflict when a job requires very frequent traveling, but the moderation effect was not found in relation to duration of traveling. Our findings indicate that interventions aimed at reducing work‐to‐life conflict and increasing work‐to‐life enrichment among international business travelers should focus on fostering a balance between efforts and rewards at work. The extent of employees’ internationalism should also be considered when recruiting people into jobs involving international business travel. © 2014 Wiley Periodicals, Inc.     

International Convergence of Accounting Practices: Choosing between IAS and US GAAP

This study examines reporting practices of a sample of foreign listed and domestic‐only listed companies from the United Kingdom, France, Germany, Japan and Australia to determine the extent to which companies voluntarily use “international” standards. Two types of use of non‐national standards in the consolidated accounts presented to the public are considered: adoption of “international” standards instead of national standards, and supplementary use where “international” standards are used in conjunction with national standards. “International” standards are defined as US GAAP or IAS (now IFRS). The study tests for a preference for either set of standards and considers the relationship of choice of regime with firm attributes. The results show significant voluntary use of “international” standards in all five countries and among foreign listed and domestic‐only listed companies. Companies using “international” standards are likely to be larger, have more foreign revenue and to be listed on one or more foreign stock exchanges. US GAAP is the predominant choice, but IAS are used by many firms in Germany and some in Japan. Firms listed in the United States' regulated markets (NYSE and NASDAQ) are more likely to choose US GAAP, but companies traded in the OTC market often select IAS. The study demonstrates for managers and regulators that there is considerable support for “international” standards, and that choice of IAS or US GAAP relates to specific firm characteristics which differ according to a firm's country of origin. Most use of “international” standards reflects individual countries' institutional frameworks, confirming the key role of national regulators and standard setters in assisting companies to achieve more comparable international reporting.     

International rankings of government performance and source credibility for citizens: experiments about e-government rankings in the UK and the Netherlands

International organizations are an alternative to national governments as a source of information for citizens about governments’ performance. Experiments about high UK e-government performance reported in an international ranking find a United Nations (UN) source increases citizens’ perceptions of the truthfulness of reported performance and increases perceived high performance compared to national government reporting identical information. The UN source also has higher perceived honesty, helpfulness and knowledgeability. A replication experiment in the Netherlands generalizes the finding about perceived higher truthfulness. International sources boost the credibility of information about high performance, improving citizens’ perceptions of national governments.