| 外派人员与组织的期望匹配模式对绩效的影响 |
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| 引用本文： | 王重鸣,姜金栋.外派人员与组织的期望匹配模式对绩效的影响[J].应用心理学,2005,11(4):291-296. |
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| 作者姓名： | 王重鸣 姜金栋 |
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| 作者单位： | 浙江大学心理与行为科学系,杭州,310028 |
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| 基金项目： | 国家自然科学基金赞助(项目编号:70232010)，211工程民营企业发展与人力资源策略子项目资助 |
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| 摘 要： | 外派个人与组织的期望具有四种可能的匹配关系。本研究构建了四种关系的概念模型并进行了效度验证。研究数据采自多种行业跨国公司的两组样本,结构方程建模的分析结果表明,构思关系具有良好的诺姆网络效度,个体-组织期望的不同组合模式对外派的绩效有显著影响。该研究结果对于外派经理及其所在的组织都具有重要意义。
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| 关 键 词： | 外派 期望匹配 组合模式 绩效关系 |
| 文章编号： | 1006-6020(2005)-04-0291-06 |
The Effect of Match or Mismatch between Individual and Organization Expectations on Expatriate Performance |
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| WANG Zhong-ming,JIANG Jin-dong.The Effect of Match or Mismatch between Individual and Organization Expectations on Expatriate Performance[J].Chinese JOurnal of Applied Psychology,2005,11(4):291-296. |
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| Authors: | WANG Zhong-ming JIANG Jin-dong |
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| Abstract: | We refined and validated the conceptual model of four prototypical relationships between individual and organizational expectations with respect to an international assignment.Data was collected from two samples of multinational companies in a variety of industries.By using structural equation modeling,the results showed reasonably good nomological validity.It confirmed that various combinations of match or mismatch between individual and organization expectations had a significant effect on the expatriate performance.The implications for expatriate managers as well as the companies assigning them were discussed. |
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| Keywords: | expatriate performance expectation match combination model |
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