The effect of international staffing practices on subsidiary staff retention in multinational corporations

This paper contributes to the scarce body of research on employee turnover in multinational corporations' foreign subsidiaries and addresses some key issues related to dealing with turnover of local staff. Based on a literature review, I conceptualize locals' perceived career prospects and their organizational identification as key variables mediating the relationship between international staffing practices and local staff turnover. In a second step, the paper develops instruments that help international firms to retain their subsidiary staff. Specifically, I focus on how international staffing practices need to be configured to ensure employee retention and I derive moderating factors. My arguments are integrated into a framework for the effect of international staffing practices on subsidiary staff retention in multinational corporations.     

Gender,family ties,and international mobility: Cultural distance matters

This study empirically tests a model of associations between family-domain variables and willingness to accept an international assignment, and applies the general model to sub-samples of men and women to examine gender differences in the pattern of relationships. We further explore these patterns in culturally similar and culturally distant country destinations. Analyses conducted with a sample of 148 men and 79 women employed MBA graduates from dual-earner couples revealed that perceived spouse willingness to relocate, beliefs regarding spouse and couple mobility, relative income, and the presence of children are associated with willingness to accept an international assignment. Moreover, consistent with social role theory, significant gender differences in willingness were found across low and high cultural distance country destinations.     

Employee commitment in MNCs: Impacts of organizational culture,HRM and top management orientations

This article tests a model of organizational commitment in multinational corporations (MNCs). According to the model, organizational culture and human resource management (HRM) affect employee commitment directly as well as indirectly through top management team orientations. Szpecifically, we examined the effect of top management team global orientation and geocentric orientation, which are seen as contributing uniquely to employee commitment in MNCs. The model was tested on a sample of 1664 core employees working in 39 affiliates of 10 MNCs. We found strong overall support for the model. In particular, organizational culture characterized by high adaptability and a HRM system characterized by high performance work practices were found to have a significant and direct effect on employee commitment. In addition, we found that the effect of these traditional elements of the human organization is partially mediated through top management orientations, specific to international firms. The validity and generalizability of these results are reinforced by the control of a set of demographic variables as well as nationality of parent company.     

Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation

This article explores the career capital of expatriates, differentiating between self-initiated expatriates (SEs) and company assigned expatriates (AEs). Previous research has considered issues such as individual background variables, employer and task variables, motives, compensation, and repatriation. The present study adds new perspectives related to the development of career capital. The article uses a survey of more than 200 Finnish expatriates to explore these concepts in relation to international work experiences; finding considerable similarities and some differences in the development of career capital of those sent on an expatriate assignment by an organization, and those having a self-initiated expatriate experience.     

Towards a cross-cultural framework of strategic international human resource control: the case of Taiwanese high-tech subsidiaries in the USA

Due to the growing expansion of newly emerging multinational companies (MNCs) in the USA market, it seems pertinent to explore how to manage their Western industrialized subsidiaries in terms of human resource management. This study combines the institutionalism, resource dependence perspective, and control theory to provide an integrative framework in an attempt to investigate the cross-cultural determinants of strategic international human resource control over MNCs' subsidiaries. By a qualitative analysis of 10 Taiwanese top high-tech manufacturing companies operating in the USA, our findings are as follow: In order to perform subsidiary's value-added activities, multinationals need to identify the value and capabilities need for these activities. At the same time, subsidiaries also need to compare the cultural advantage of the home country in terms of these activities. In addition, from the perspective of cross-cultural influence, input control is designed to respond to high integration and high adaptation; output control is executed in the case of low integration and high cultural adaptation; while behavioural control is used to respond to high integration and low adaptation, simultaneously in the case of low value of subsidiary's activities.     

面向东盟的国际物流应用型本科人才培养模式研究＊--以广西民族师范学院为例

立足于中国-东盟自由贸易区,在分析国际物流人才需要特点和广西民族师范学院物流管理专业现状的基础上,剖析了目前物流管理在师资、实践教学、课程体系等方面存在的主要问题,从人才培养目标定位、能力、素质结构、教学体系构建、实践教学体系等方面,探讨了面向东盟的应用型本科物流管理人才培养模式的构建。     

基于知识管理的高校辅导员研究型团队建设研究

高校辅导员队伍建设是加强和改进大学生思想政治教育工作中不可忽视的重要因素。基于知识管理的高校辅导员专业化团队建设,符合高校加强和改进大学生思想政治教育工作要求,有利于辅导员学习型组织创建和最大限度地发挥潜在能力、工作针对性和优势,提升队伍核心竞争力,充分体现知识管理在组织建设中的科学性与有效性,具有现实意义。     

国际热钱进入与国家粮食安全

2006年末以来,世界农产品价格大幅上涨,围绕粮食、食品的国内外投资和交易成为新的经济热点。作为世界粮食大国和人口大国,为控制通货膨胀,实施低粮价政策,这为国际热钱进入粮食领域提供了条件。本文分析了我国现有粮食管理体制下热钱进入的可能性、规模、方式和途径,在此基础上提出了打击热钱进入粮食领域的长效措施。     

欧元挑战美元:失去的机会

早在10年前,在欧元创立之初,欧元的国际地位就被提上了国际议程。随着全球金融危机的爆发,对美元的全球角色的质疑日渐增多,欧元受到了进一步关注。然而,当美元的国际地位备受审查时,欧盟及其货币还没有承担起任何积极主动的角色。本文探讨的是,欧元是否能逐渐成为国际货币,不仅在欧盟及其他国家的贸易中,还要在第三国之间的贸易中被使用,即欧元是否能挑战美元的当前地位,在国际货币体系中成为主要储备货币。     

UNDERSTANDING THE INTERACTION BETWEEN INTERNATIONAL AND EURO AREA OUTPUT VOLATILITY

This paper addresses two main questions. First, it seeks to establish whether the stylized facts of the ‘great moderation’ that have been documented for the UK and US economies can be found for the Euro area. Second, it explores possible explanations for any changes that have occurred in the volatility of Euro area output fluctuations. In examining why business cycles have moderated, much of the existing literature has tended to concentrate on a few key factors. These include shifts in the structure of the economy, improved monetary policy and a ‘good luck’ factor. This paper, however, follows a relatively new branch of the great moderation literature by focusing on whether international business cycle linkages have changed in a way that may have perpetuated the dampening in Euro area output fluctuations. The results show Euro area output fluctuations to have significantly reduced in variability over the last quarter of a century. The results go on to highlight that, although Euro area cycles differ little from rest of the world cycles, the moderation in Euro area output fluctuations is only marginally due to changes in international business cycle linkages and smaller international and domestic shock variances.