跨国公司进入与中国产业组织结构之动态相互作用

国内产业组织结构是跨国公司、中国政府和企业三者之间的长期相互作用的初始条件,也是其相互作用的结果。本文采用"新产业经济学"的理论范式,并引用多个产业跨国公司进入的实例进行分析,从而表明中国的市场集中度将向着国际化产业集中度的方向收敛,并以市场集中度提高为主;跨国公司之间,以及跨国公司与本土企业之间竞争的气氛将更加浓厚;产业效率将得到提高,但国内产业可能受到压制。本国企业自身的发展以及国家竞争力的提高还需本国政府和企业的共同努力。     

中印吸引跨国公司R＆D投资特点及优势比较

中国、印度是世界上两个发展中大国，并先后走上改革开放的发展道路，尤其是经济全球化时代以来，两国经济持续十年来都保持了高位增长。通过比较跨国公司在中国与印度的R＆D投资的特点，从跨国公司进行海外R＆D投资的动因方面对两国的优势进行了定性与定量两方面的比较分析，得出中印两国R＆D投资潜力都非常大，但中国的优势条件更能吸引跨国公司R＆D投资的结论。     

跨国公司全球供应链管理背景下的上海国际贸易中心建设

在经济全球化的浪潮下,全球化供应链管理越来越受到跨国公司的重视。文章通过对跨国公司全球供应链发展动因的分析,探讨了跨国公司在我国实施全球供应链管理战略的新趋势。结合上海建设国际贸易中心的实践,文章提出加强其跨国采购中心和国际研发中心建设,使整个上海成为跨国公司的国际供应链中心,从而为上海国际贸易中心建设服务。     

Outcomes and Benefits of a Managerial Global Mind‐set: An Exploratory Study with Senior Executives in North America and India

Globalization and its associated challenges are compelling managers in multinational corporations to develop appropriate skill sets. An emerging body of research in international management has suggested that meeting this challenge requires the cultivation and development of a managerial global mind‐set. There has been limited empirical work on the outcomes and benefits of a managerial global mind‐set and consequently this article attempts to fill that gap. Based on semistructured interviews with a total of 56 senior executives of multinational corporations in North America (United States and Canada) and India, this study identifies five outcomes of a global mind‐set with benefits for managers and their organizations. The findings have theoretical implications, which are discussed along with their practical applications for multinational corporations, their senior executives, and human resource professionals, with respect to identifying management development programs that assist in the cultivation and nurturing of a global mind‐set. © 2014 Wiley Periodicals, Inc.     

浅析跨国公司现金管理

跨国公司的现金管理是营运资本管理中的一个重要组成部分,对跨国公司的整体营运资本的管理意义重大。跨国公司现金的集中管理方式有减少现金占用量、实现公司整体经营目标的优势;跨国公司通过建立全球互联网银行的财务通信系统进行现金收支的管理;通过对现金计划和预算的分析与利用,可以更好的促进跨国公司整体营运资本的管理。     

跨国公司文化管理

随着世界经济一体化的进程,跨国公司在世界经济生活中的作用日趋明显。同时,跨国公司的跨文化管理问題也成为了国际化经营管理中的重要课题。不同的国度有不同的文化观念,跨国文化的差异引起了跨国公司内部之间以及跨国公司与外部环境的文化冲突,那么,跨国公司文化管理就是在跨国经营中,对不同种族、不同文化类型、不同文化发展阶段的子公司所在国的文化冲突进行协调和融合,创造出公司独特的文化管理过程以维系不同文化背景的员工共同的行为和观念准则。     

浅谈确立现金流量作为财务管理核心的必要性

当前世界上许多跨国公司重视现金流量甚于重视利润,增加现金流量净额除适度负债、正确地进行投资以外,还有一个重要的因素就是缩短现金循环周期。因此,确立现金流量作为财务管理核心很有必要。本文将对这些问题进行探讨,以抛砖引玉,引起共鸣。     

跨国公司人才全球化战略浅析

在当今时代经营本土化已成为跨国公司全球化经营的前提,其中人力资源的本土化战略又被列为首要战略。人才全球化又是实现公司经营全球化的基础。跨国公司在实现人才全球化过程中缺少共同的价值观,母公司以及海外法人的经营管理体制不够明确。推行人才全球化除了要有中长期的战略之外,必须建立一套完善的执行体制。     

以科学发展观加快中国跨国公司发展

文章针对当前存在的将企业国际化的方式,当作企业国际化的发展模式,并用其划分企业国际化的发展阶段,深入地论述了跨国公司的界定,跨国公司的生命周期,中国跨国公司的生命周期阶段,推进中国跨国公司的组织管理及经营策略等问题.     

跨国公司在华跨文化管理刍议

本文认为,随着对华直接投资的迅猛发展,跨国公司遍布中国各地,它们面临着由单一、同质的文化环境向多元、异质的文化环境的转变,在华跨国公司经营过程中不可避免地遇到或多或少的文化冲突。为了解决跨文化管理的问题,跨国公司要采取合适策略,进行文化理解与学习,施行文化适应与变革,构建兼容性的企业文化,组织跨文化培训,实施文化当地化战略。     

韩国在华企业国际化经营中人力资源管理的实证分析

企业国际化经营中的人力资源管理问题一直是业界管理者讨论的一个热点问题,也是学术界研究的重要课题。跨国公司能否成功地对当地员工进行管理,对其经营成果有着重要的影响。本文以韩国企业在华开展国际化经营中的人力资源管理方面遇到的问题为引子,采用了问卷调查与实际考察相结合的方法,建立了研究模型,提出并验证了假设,最后在理论与实践相结合的基础上揭示了中国员工的劳动价值观及其本质,向在华韩国企业提出了制定和推行有效人力资源管理方案的科学依据及进行跨文化管理的方法。     

CIFIT,More Ways to Cooperation

It is the second time for Chengdu Sacred Optoelectronics Technology Co., Ltd to take part in the China International Fair for Investment and Trade （CIFIT）. The company mainly produces energy saving products-high-power energysaving lamps. During this exhibition, they start their business with businessmen from 11 countries including Italy and Austria. The total number of turnover intention has already reached about 30 million yuan. And this year＇s CIFIT comes to its 13th session, and last for four days, from September 8 to September 11, 2009 in Xiamen, Fujian, China.     

跨国公司的跨文化管理

随着世界经济一体化的进程加快,跨国公司在世界经济生活中的作用日趋明显,如何适应跨文化管理的新趋势,促进文化融合成为跨国公司面临的重要课题。分析文化差异对跨国经营管理的影响,识别文化差异,采取有针对性的管理措施。     

A Comparison of Young Publics’ Evaluations of Corporate Social Responsibility Practices of Multinational Corporations in the United States and South Korea

The purpose of this study was to examine how young publics in the United States and South Korea perceive the corporate social responsibility (CSR) practices of multinational corporations and evaluate the effectiveness of CSR practices in terms of organization–public relationship (OPR). Results showed that young publics in the United States and South Korea differently characterized CSR practices of multinational corporations and evaluated relationships with them. Young American participants evaluated the CSR practices of multinational corporations more favorably than did the young Korean participants. In addition, four CSR practices (internal environment, moral, discretionary, and relational) were associated with OPR dimensions in the United States, while only relational CSR practices were significantly related to OPR dimensions in South Korea. Overall, the findings highlight that cultural and societal meanings were embedded in identifying CSR practices and evaluating the relationship with multinational corporations involved in CSR practices.     

On Multinational Corporations and the Provision of Positive Rights

Increased and active involvement of multinational corporations in the promotion of social welfare, in developing countries in particular, through the facilitation of partnerships and cooperation with public and nonprofit sectors, challenges the existing framework of our social and political institutions, the boundaries of nation-states, the distinction between the private and public spheres of our lives, and thus our freedom. The blurring of certain distinctions, which ought to be observed between the political and the economic is most manifest in the gradual saturation of the field of business ethics with rights-based arguments and analyses. In this article, I first argue against endorsing positive rights as having the same status as negative rights, and then try to demonstrate that, with the transportation of ‹rights talk’ into business ethics, the dangers of conflating positive and negative rights are superimposed on the dangers of conflating the private and the political. I conclude by presenting my own stance on the debate on what our basic institutionally sanctioned rights should be, and what the corresponding duties of multinational corporations really are.     

Multinational corporate social responsibility,ethics, interactions and Third World governments: An agenda for the 1990s

A critical literature on mulitnational corporate social responsibility has developed in recent years. Many authors addressed the issue in the Third World countries. This paper reviews the literature, focusing on the relationship between the multinational corporations (MNCs) and Third World governments in fulfilling the social responsibility, based on the underlying ethical imperative.There is a growing consensus that both corporations and governments should accept moral responsibility for social welfare and individual interests in their economic transactions. A collaborative relationship is proposed where the MNCs share information based on global experiences and offer input into host government developmental policies, and aid their implementation. The government, in turn, provides a reasonable regulatory environment. This calls for ongoing interactions among officials at all levels of the two institutions, with the local corporate subsidiary playing a pivotal role. The desired conduct of the parties is reinforced by international organizations and other constituents, representing common human concerns across cultures. These relationships are examined and an agenda for policy and action by the MNCs and the Third World governments is developed.The accelerated growth in the number of multinational corporations (MNCs) and their worldwide scope, with concentration of economic and political power draws attention to corporate social responsibility. Furthermore, a meeting of the United Nations Conference on Trade and Development (UNCTAD) in 1987, with delegates from 141 developed and developing countries concluded with a major agreement.Sita C. Amba-Rao professional interests involve Human Resource Management (HRM) and Organizational Development. She taught Business and Society, and her research on business social responsibility includes a publication on the Union Carbide accident in India. Amba-Rao had worked in Indian Industry. She will be conducting a field study in India on comparative HRM and managerial values.An earlier version of this paper was presented at the Association for the Advancement of Policy Research and Development in the Third World (APRDT) at Mexico City in November, 1990.     

Bridging the Digital Divide in Malaysia: An Empirical Analysis of Technological Transformation and Implications for E-development

This article uses research from the fields of international business, economics and industrial relations to investigate how the context of multinational corporations affects the bargaining power of shop-floor workers and senior management. It is set in the context of the Asia Pacific region. Senior executives negotiate their salaries from positions of strength, especially when their subsidiaries fulfil important strategic roles. In contrast, shop-floor workers can face threats to ‘move the plant to Asia’ when negotiating wages. These dissimilar negotiating positions provide the context in which wages are negotiated in the region. It is anticipated that the study will assist managers of multinational corporations and their employees’ representatives as they approach wage negotiations.     

Balancing individual and organizational goals in global talent management: A mutual-benefits perspective

Drawing from the talent management and global mobility literatures, there is simultaneous pressure to address both organizational goals to place talent internationally, and individual goals of self-initiated expatriation. This raises important questions for the future of global talent management (GTM): how might individual and organizational goals be balanced to the mutual benefit of both parties? Qualitative data from pilot studies in multinational corporations demonstrate a largely financially driven balancing act between self-initiated and organization-assigned expatriate assignments. Building primarily from psychological contract theory, this study builds propositions for future research, and explores the implications for global talent management practice.     

Absorptive capacity in foreign subsidiaries: The effects of language-sensitive recruitment,language training,and interunit knowledge transfer

Are multinational corporations able to enhance the development of absorptive capacity in foreign subsidiaries through language-oriented human resource management (HRM) practices? Taking into account that a shared language enhances absorptive capacity and that many multinational corporations are multilingual entities, this question is relevant but given little focused attention in international business research. In this paper, we hypothesize that two language-oriented HRM practices – language-sensitive recruitment and language training – enhance absorptive capacity in foreign subsidiaries. In addition, we hypothesize that interunit knowledge transfer partially mediates the positive relationship between these language-oriented HRM practices and absorptive capacity. Analyses of survey data derived at three points in time from 574 foreign subsidiary units in Japan provide support for these hypotheses.