本土与外派员工薪酬差异对其行为的影响研究
|
摘要
随着我国经济的发展,我国经济实力以及本土员工的能力都得到了提高,本土员工的人力资本因此得到了增长,大量的本土员工拥有国外培训的经验和高的教育背景,并且本土员工会因为他们对当地文化的熟悉而比外派员工更有优势。结果,薪酬的巨大差异使本土员工与外派员工之间的矛盾越来越大,因而越来越引起了人们的关注。
本文以公平理论与认知一致性理论为基础,以系统的文献探索和实证研究,探讨了薪酬差异是如何影响我国本土员工与外派员工的工作行为,并且如何相互影响的。建立了以薪酬差异为基础的影响模型,其中涉及到薪酬差异公平性感知与员工的情感表现,以及本土员工与外派员工行为的相互影响。研究以上海、深圳和武汉的外资企业的本土员工与外派员工为研究对象,通过访谈与问卷调查,发现薪酬差异普遍存在。在数据分析中,通过多元回归分析,发现薪酬差异影响了本土员工产生了不公平感,并且在面对薪酬差异时,本土员工与外派员工的情感都发生了变化,本土员工产生了愤怒的情绪,外派员工产生了内疚感;在行为上,愤怒的情绪导致本土员工产生了不合作与消极怠工的行为。随后,本文对本土员工与外派员工的相互作用进行了分析,发现本土员工的不合作行为增强了外派员工的离职倾向。
本文在最后对上述结论进行了讨论,分析了中国本土员工与外派员工的特点,并提出了研究贡献与研究的局限性,以及进一步的研究建议。
With the development of globalization, the capacity of local staffs has been to rise, and local employees in human capital have also been growth in. A large number of local staff has the experience of training abroad and high educational background. The local staffs have more advantages than the expatriate because of their familiarity with local culture .As a result, the contradiction upgrade due to the huge difference in the salaries of local staff and expatriate staff.
This paper bases on the theories of equity theory and cognitive theory, carries out systematized literature exploring and empirical studies on the changes in work behavior and the mutual influence when our local staff and expatriate staff in the already existing differences in pay. The samples come from Wuhan, Shanghai and Shenzhen. Through multiple regression analysis, we find that the local staffs do not have a sense of fairness because of pay disparities. And when in the face of differences in pay, the emotional of local staffs and expatriates all have changed. Local staffs become angry, and expatriates become guilt. The anger local staffs have had a lack of cooperation and negative slow down in behavioral. Then, I carry out an analysis of the interaction between the local staffs and expatriates. I found that local staffs of non-cooperative behavior enhance the expatriates′turnover.
The discussion based on the above findings, the characteristics of local staffs and expatriates are analyzed. Then, I advance the Contribution of study and the limitations.
本文以公平理论与认知一致性理论为基础,以系统的文献探索和实证研究,探讨了薪酬差异是如何影响我国本土员工与外派员工的工作行为,并且如何相互影响的。建立了以薪酬差异为基础的影响模型,其中涉及到薪酬差异公平性感知与员工的情感表现,以及本土员工与外派员工行为的相互影响。研究以上海、深圳和武汉的外资企业的本土员工与外派员工为研究对象,通过访谈与问卷调查,发现薪酬差异普遍存在。在数据分析中,通过多元回归分析,发现薪酬差异影响了本土员工产生了不公平感,并且在面对薪酬差异时,本土员工与外派员工的情感都发生了变化,本土员工产生了愤怒的情绪,外派员工产生了内疚感;在行为上,愤怒的情绪导致本土员工产生了不合作与消极怠工的行为。随后,本文对本土员工与外派员工的相互作用进行了分析,发现本土员工的不合作行为增强了外派员工的离职倾向。
本文在最后对上述结论进行了讨论,分析了中国本土员工与外派员工的特点,并提出了研究贡献与研究的局限性,以及进一步的研究建议。
With the development of globalization, the capacity of local staffs has been to rise, and local employees in human capital have also been growth in. A large number of local staff has the experience of training abroad and high educational background. The local staffs have more advantages than the expatriate because of their familiarity with local culture .As a result, the contradiction upgrade due to the huge difference in the salaries of local staff and expatriate staff.
This paper bases on the theories of equity theory and cognitive theory, carries out systematized literature exploring and empirical studies on the changes in work behavior and the mutual influence when our local staff and expatriate staff in the already existing differences in pay. The samples come from Wuhan, Shanghai and Shenzhen. Through multiple regression analysis, we find that the local staffs do not have a sense of fairness because of pay disparities. And when in the face of differences in pay, the emotional of local staffs and expatriates all have changed. Local staffs become angry, and expatriates become guilt. The anger local staffs have had a lack of cooperation and negative slow down in behavioral. Then, I carry out an analysis of the interaction between the local staffs and expatriates. I found that local staffs of non-cooperative behavior enhance the expatriates′turnover.
The discussion based on the above findings, the characteristics of local staffs and expatriates are analyzed. Then, I advance the Contribution of study and the limitations.
引文
[1] Jan Pieter van Oudenhoven, Karen I. van der Zee, Mariska van Kooten. Successful adaptation strategies according expatriates[J]. International Journal of Intercultural Relations, 2001(25): 467-482.
[2] Soo Min Toh, Angelo S. Denisi. Host country national reactions to expatriate pay policies: a model and implications[J]. Academy of Management Review, 2003, 28(4): 606-621.
[3] Soo Min Toh, Angelo S. DeNisi. Alocal perspective to expatriate success[J]. Academy of Management Executive, 2005, 19(1): 400-412.
[4]易斌.论中美合资企业薪酬管理中的文化因素[J].求索, 2007(9): 93-94.
[5]王凌云,张龙.国外薪酬研究述评[J].商业经济与管理, 2006(2): 33-35
[6] Kwok Leung, Zhongming Wang, Peter B. Smith. Job attitudes and organizational justice in joint venture hotels in China: the role of expatriate managers[J]. Int. J. of Human Resource Management, 2001(12): 926-945.
[7] Stuart C. Carr, Rose Chipande, Malcolm Maclachlan. Expatriate aid salaries in Malawi: a doubly demotivating influence?[J]. Int. J. Educational Development, 1998, 18 (2): 133-143.
[8] Stuart C. Carr, Matthew R. Hodgson, Duncan H. Vent, Ian P. Purcell. Pay diversity across work teams: doubly de-motivating influences?[J]. Journal of Managerial Psychology, 2005(20): 417-425.
[9] Chao C. Chen, Jaepil Choi, Shu-Cheng Chi. Making justice sense of local-expatriate compensation disparity: mitigation by local referents, ideological explanations, and interpersonal sensitivity in China-foreign joint ventures[J]. Academy of Management Journal, 2002, 45(4): 807-817.
[10] Jason D. Shaw, Nina Gupta, Johne. Delepy. Pay dispersion and workforce performance: moderating effects of incentives and interdependence[J]. Strategic Management Journal, 2002(23): 491-512.
[11] Jan Selmer. The China connection? Adjustment of Western vs. overseas Chinese expatriate managers in China[J]. Journal of Business Research, 2002(55): 41-50.
[12] David C. Martin, Kathryn M. Bartol. Factors influencing expatriate performance appraisal system success: an organizational perspective[J]. Journal of International Management, 2003(9): 115-132.
[13] Jason D. Shaw. Success and Survival of Skiww-Based pay plans[J]. Journal of Management, 2005(20): 28-49.
[14] Wade M. Danis. Differences in values, practices, and systems among Hungarian managers and Western expatriates: an organizing framework and typology[J]. Journal of World Business, 2003(38): 224-244.
[15] Steven D. Maurer, Shaomin Li. Understanding expatriate manager performance: Effects of governance environments on work relationships in relation-based economies[J]. Human Resource Management Review, 2006(16): 29-46.
[16] Feng Feng, Thomas E. Pearson. Hotel expatriate managers in China: selection criteria, important skills and knowledge, repatriation concerns, and causes of failure[J]. Hospitality Management, 1999(18): 309-321.
[17]叶树光.管窥跨国企业对驻外雇员的薪酬激励[J].企业天地, 2005(1): 37-39
[18] Berkowitz, L. , Fraser, C. , Treasure, P. , Cochran, S. Pay, equity, job gratifications and comparisons in pay satisfaction[J]. Journal of Applied Psychology, 1987(72): 544-551.
[19] Jordan, P. C. Effects of an extrinsic reward on intrinsic motivation: a field experiment[J]. Academy of Management Journa, 1986(29): 405-412.
[20] Charles M. Vance, Ellen A. Ensher. The voice of the host country workforce: A key source for improving the effectiveness of expatriate training and performance[J]. International Journal of Interncultural Relations, 2002(26): 447-461.
[21] Stuart C. Carr, Kerr Inkson, Kaye Thorn. From global careers to talent flow: Reinterpreting‘brain drain’[J]. Journal of World Business, 2005(40): 386-398.
[22] Yehuda Baruch, Ken Wheeler, Xia Zhao. Performance-related pay in Chinese professional sports[J]. Human Resource Management, 2004: 245-259.
[23] William H. Turnley, Daniel C. Feldman. A Discrepancy Model of Psychological Contract Violations[J]. Human Resource Management Review, 1999, 9(3): 367-386.
[24] Roberto Luna-Arocas. Does the love of money moderate and mediate the income-pay satisfaction relationship?[M] Journal of Managerial Psychology, 2004.
[25] Peters, S. L. , Van den Bos, K. The moral superiority effect: self versus other differences in satisfaction with being overpaid[J]. Social Justice Research, 2004(17): 257-273.
[26]王革非.从东西方文化差异看外派经理的文化冲突[J].商业研究, 2002(254): 32-33.
[27]杨林.跨国公司如何克服人员外派失败[J].中国人力资源开发, 2004(4): 71-73.
[28] Jan Selmer. Culture shock in China? Adjustment pattern of western expatriate business managers[J]. International Business Review, 1999(8): 515-534.
[29] Ambrose, M. L. , Seabright, M. A. , Schminke, M. . Sabotage in the workplace: the role of organisational injustice[J]. Organisational Behaviour & Human Decision Processes, 2002(89): 947-965.
[30] Bem, D. J. Self-perception theory: an alternative interpretation of cognitive dissonance phenomena[J]. Advances in Experimental Social Psychology, 1972(6): 1-62.
[31] Carr, S. C., McLoughlin, D., Hodgson, M. , MacLachlan, M. Effects of unreasonable pay discrepancies for under and overpayment on double de-motivation[J]. Genetic, Social and General Psychology Monographs, 1996(122): 477-94.
[32] Michael Riley, Edith Szivas. Pay determination A socioeconomic framework[J]. Annals of Tourism Research, 2003(30): 446-464.
[33] George I. Balabanis, Eva. S. Katsikea. Being an entrepreneurial exporter: does it pay?[J]. International Business Review, 2003(12): 233-252.
[34] Timothy M. Devinney, Jordan J. Louviere. What will consumers pay for social product features?[J] Journal of Business Ethics, 2003: 281-304.
[35] Sebastien Point, Shaun Tyson. To pay transparency in Europe: codes, convergence and clichés[J]. Int. J. of Resource Management, 2006: 812-830.
[36] Stephen J. Perkins, Chris Hendry. Ordering top pay: interpreting the signals[J]. Journal of management studies, 2005(42): 7.
[37] Catherine Watts, Angela Pickering. Pay as you learn: student employment and academic progress[M]. Education +Training, 2000.
[38] Gillian Whitehouse. Gender and pay equity: Future research directions[M]. Asia Paciffic Journal of Human Resources, 2003.
[39] Fisher, S. G, Hunter, A. , Macrosson, W. D. K. The structure of Belbin's team roles[M]. Journal of Occupational and Organisational Psychology, 1998.
[40] Morse, N. C., Weiss, R. S. The function and meaning of work and the job[J]. American Sociological Review, 1955(20): 98-151.
[2] Soo Min Toh, Angelo S. Denisi. Host country national reactions to expatriate pay policies: a model and implications[J]. Academy of Management Review, 2003, 28(4): 606-621.
[3] Soo Min Toh, Angelo S. DeNisi. Alocal perspective to expatriate success[J]. Academy of Management Executive, 2005, 19(1): 400-412.
[4]易斌.论中美合资企业薪酬管理中的文化因素[J].求索, 2007(9): 93-94.
[5]王凌云,张龙.国外薪酬研究述评[J].商业经济与管理, 2006(2): 33-35
[6] Kwok Leung, Zhongming Wang, Peter B. Smith. Job attitudes and organizational justice in joint venture hotels in China: the role of expatriate managers[J]. Int. J. of Human Resource Management, 2001(12): 926-945.
[7] Stuart C. Carr, Rose Chipande, Malcolm Maclachlan. Expatriate aid salaries in Malawi: a doubly demotivating influence?[J]. Int. J. Educational Development, 1998, 18 (2): 133-143.
[8] Stuart C. Carr, Matthew R. Hodgson, Duncan H. Vent, Ian P. Purcell. Pay diversity across work teams: doubly de-motivating influences?[J]. Journal of Managerial Psychology, 2005(20): 417-425.
[9] Chao C. Chen, Jaepil Choi, Shu-Cheng Chi. Making justice sense of local-expatriate compensation disparity: mitigation by local referents, ideological explanations, and interpersonal sensitivity in China-foreign joint ventures[J]. Academy of Management Journal, 2002, 45(4): 807-817.
[10] Jason D. Shaw, Nina Gupta, Johne. Delepy. Pay dispersion and workforce performance: moderating effects of incentives and interdependence[J]. Strategic Management Journal, 2002(23): 491-512.
[11] Jan Selmer. The China connection? Adjustment of Western vs. overseas Chinese expatriate managers in China[J]. Journal of Business Research, 2002(55): 41-50.
[12] David C. Martin, Kathryn M. Bartol. Factors influencing expatriate performance appraisal system success: an organizational perspective[J]. Journal of International Management, 2003(9): 115-132.
[13] Jason D. Shaw. Success and Survival of Skiww-Based pay plans[J]. Journal of Management, 2005(20): 28-49.
[14] Wade M. Danis. Differences in values, practices, and systems among Hungarian managers and Western expatriates: an organizing framework and typology[J]. Journal of World Business, 2003(38): 224-244.
[15] Steven D. Maurer, Shaomin Li. Understanding expatriate manager performance: Effects of governance environments on work relationships in relation-based economies[J]. Human Resource Management Review, 2006(16): 29-46.
[16] Feng Feng, Thomas E. Pearson. Hotel expatriate managers in China: selection criteria, important skills and knowledge, repatriation concerns, and causes of failure[J]. Hospitality Management, 1999(18): 309-321.
[17]叶树光.管窥跨国企业对驻外雇员的薪酬激励[J].企业天地, 2005(1): 37-39
[18] Berkowitz, L. , Fraser, C. , Treasure, P. , Cochran, S. Pay, equity, job gratifications and comparisons in pay satisfaction[J]. Journal of Applied Psychology, 1987(72): 544-551.
[19] Jordan, P. C. Effects of an extrinsic reward on intrinsic motivation: a field experiment[J]. Academy of Management Journa, 1986(29): 405-412.
[20] Charles M. Vance, Ellen A. Ensher. The voice of the host country workforce: A key source for improving the effectiveness of expatriate training and performance[J]. International Journal of Interncultural Relations, 2002(26): 447-461.
[21] Stuart C. Carr, Kerr Inkson, Kaye Thorn. From global careers to talent flow: Reinterpreting‘brain drain’[J]. Journal of World Business, 2005(40): 386-398.
[22] Yehuda Baruch, Ken Wheeler, Xia Zhao. Performance-related pay in Chinese professional sports[J]. Human Resource Management, 2004: 245-259.
[23] William H. Turnley, Daniel C. Feldman. A Discrepancy Model of Psychological Contract Violations[J]. Human Resource Management Review, 1999, 9(3): 367-386.
[24] Roberto Luna-Arocas. Does the love of money moderate and mediate the income-pay satisfaction relationship?[M] Journal of Managerial Psychology, 2004.
[25] Peters, S. L. , Van den Bos, K. The moral superiority effect: self versus other differences in satisfaction with being overpaid[J]. Social Justice Research, 2004(17): 257-273.
[26]王革非.从东西方文化差异看外派经理的文化冲突[J].商业研究, 2002(254): 32-33.
[27]杨林.跨国公司如何克服人员外派失败[J].中国人力资源开发, 2004(4): 71-73.
[28] Jan Selmer. Culture shock in China? Adjustment pattern of western expatriate business managers[J]. International Business Review, 1999(8): 515-534.
[29] Ambrose, M. L. , Seabright, M. A. , Schminke, M. . Sabotage in the workplace: the role of organisational injustice[J]. Organisational Behaviour & Human Decision Processes, 2002(89): 947-965.
[30] Bem, D. J. Self-perception theory: an alternative interpretation of cognitive dissonance phenomena[J]. Advances in Experimental Social Psychology, 1972(6): 1-62.
[31] Carr, S. C., McLoughlin, D., Hodgson, M. , MacLachlan, M. Effects of unreasonable pay discrepancies for under and overpayment on double de-motivation[J]. Genetic, Social and General Psychology Monographs, 1996(122): 477-94.
[32] Michael Riley, Edith Szivas. Pay determination A socioeconomic framework[J]. Annals of Tourism Research, 2003(30): 446-464.
[33] George I. Balabanis, Eva. S. Katsikea. Being an entrepreneurial exporter: does it pay?[J]. International Business Review, 2003(12): 233-252.
[34] Timothy M. Devinney, Jordan J. Louviere. What will consumers pay for social product features?[J] Journal of Business Ethics, 2003: 281-304.
[35] Sebastien Point, Shaun Tyson. To pay transparency in Europe: codes, convergence and clichés[J]. Int. J. of Resource Management, 2006: 812-830.
[36] Stephen J. Perkins, Chris Hendry. Ordering top pay: interpreting the signals[J]. Journal of management studies, 2005(42): 7.
[37] Catherine Watts, Angela Pickering. Pay as you learn: student employment and academic progress[M]. Education +Training, 2000.
[38] Gillian Whitehouse. Gender and pay equity: Future research directions[M]. Asia Paciffic Journal of Human Resources, 2003.
[39] Fisher, S. G, Hunter, A. , Macrosson, W. D. K. The structure of Belbin's team roles[M]. Journal of Occupational and Organisational Psychology, 1998.
[40] Morse, N. C., Weiss, R. S. The function and meaning of work and the job[J]. American Sociological Review, 1955(20): 98-151.