دانلود رایگان مقاله تاثیر محلی سازی در تعهد و گردش مالی سازمان اتباع کشور

ABSTRACT

The retention of host country nationals (HCNs) has become a key challenge for many foreign subsidiaries of multinational enterprises. This study examines whether localization, the replacement of expatriates with HCNs, could serve as a counter-strategy to increase the organizational commitment and reduces the turnover intention among HCNs. Based on social identity theory, we have developed a model to explain the heterogeneous nature of this influence on HCNs depending on different individual-level characteristics, e.g., gender, educational level, organizational tenure, and managerial position. Survey results from 197 Chinese white-collar employees showed that localization increases organizational commitment, which in turn reduces their turnover intention. This tendency was the strongest among male and highly educated employees. Practical and theoretical implications are further discussed.

5. Discussion

The high turnover rate among HCNs, frequent poaching of trained HCNs by competitors, and scarcity of local talent, make the retention of HCNs a top priority for foreign subsidiaries (Froese & Xiao, 2012; Fryxell et al., 2004; Gamble & Huang, 2008; Han & Froese, 2010; Walsh & Zhu, 2007). Based on the past studies that suggest staffing policies influence the turnover of HCNs (Reiche, 2007) rather than actual pay or training opportunities (Wong & Law, 1999; Zheng & Lamond, 2010), we assessed the role of localization in increasing organizational commitment and intention to stay among.