Research On The Impact Of Incentive System Embedded In Cultura Differences On The Performance Of International Project Management

With the proposal of "one belt and one road" initiative,and China's "going global"strategy is being vigorously promoted,more and more Chinese enterprises are going abroad to participate in international engineering construction.In the process of international project management,employees come from different countries,and their background culture is quite different,which has a great impact on the construction of staff incentive system.The perfection and rationality of the incentive system will also improve the enthusiasm of employees.Therefore,how to embedd the perspective of cultural differences,build a reasonable staff incentive system,improve the enthusiasm of employees,and then have a positive impact on the performance of international project management,is the focus of current international project management research.Moreover,the current research in this area is weak,scattered and unsystematic,which highlights the significance of this paper.Based on the national and provincial social science funds,combined with their familiar work fields,this study embedded cultural differences to study the management performance of the incentive system for international engineering project personnel.In the process of research,many methods such as grounded theory,hierarchical analysis,model design,structural equation,differential equation and so on were adopted.The logical structure of this study is as follows:the introduction part explains the background and significance of this study,summarizes the research contents and methods,and puts forward the innovative points of the study;in the theoretical basis and literature review part,first summarizes and reviews the theoretical basis of this study,including incentive theory,personnel incentive system and international project management performance.The related research of the three core concepts,and then the interaction mechanism of the three core concepts are comprehensively discussed and analyzed,looking for research gaps and the main research core of this paper.Chapter 3 starts with the characteristics of personnel incentive system in international engineering projects,clarifies the general principles of personnel incentive system construction,and then constructs the framework of personnel incentive system embedded in cultural differences with grounded theory,and evaluates the indicators of personnel incentive system in international engineering projects based on analytic hierarchy process,and analyses its structural characteristics.The fourth chapter puts forward the theoretical hypothesis and constructs the theoretical model of the impact of the personnel incentive system on the project management performance under the embedded cultural differences by synthesizing the previous theoretical basis and sorting out the relevant research conclusions of the interaction of the relevant variables the fifth chapter obtains the basic data in the questionnaire survey and carries out the prediction.On the basis of theory,the empirical analysis and hypothesis test of the personnel incentive system on the performance impact model of international project management under cultural differences are completed.The last chapter summarizes the research contents,,draws the management inspiration of embedding stylistic differences to improve the performance of international project management,and clarifies the shortcomings and bureau of this study.At the same time,the future research is prospected.The main contents of this paper are as follows:(1)Construct a personnel incentive system embedded in cultural differences.This paper analyses the influence of cultural differences on the performance of project management and the characteristics of the incentive system for international project personnel,discusses the principles for the construction of the incentive system,and establishes an incentive system for international project personnel embedded in cultural differences based on the grounded theory.Analytic Hierarchy Process(AHP)is used to analyze the structure of the personnel incentive system.The different weight relationships between the indicators show that different means of internal incentive and external incentive also have obvious differences under the influence of cultural differences.(2)A theoretical model of the impact of personnel incentive system on the performance of international project management under the embedded cultural differences is constructed.Based on the comprehensive incentive model,this paper puts forward theoretical hypothesis by summarizing the interaction between relevant variables,and then establishes personnel incentive system from two aspects of internal incentive and external incentive.After embedding cultural differences,the staff incentive system influences the management performance of international engineering projects through the intermediary variable of job performance,as well as the two regulatory variables of cultural differences and company system.The performance of international project management can be measured by project results,construction efficiency,employee satisfaction,social impact and environmental impact,while the three variables of employee quality,leadership and cooperation trust play a controlling role.(3)The empirical analysis of the theoretical model of the impact of personnel incentive system on the performance of international project management under the embedded cultural differences has been completed.The essence of the empirical analysis is to test whether the theoretical hypothesis is consistent with the data results through structural equation.From the results of empirical analysis,the theoretical hypothesis is consistent with the data results.In the performance system of international project management,internal incentives and external incentives have a positive direct impact on job performance;job performance has a positive direct impact on international project management performance;internal incentives and external incentives have a positive and indirect impact on international project management performance;cultural differences There is a negative moderating effect of staff incentive on job performance and job performance on project management performance,and it has a negative effect on job performance and management performance itself;there is a positive moderating effect of company system on staff incentive on job performance and job performance on project management performance,and it has a positive moderating effect on project management performance itself.There is also a positive impact on job performance and management performance;staff quality,leadership ability and cooperation trust have a positive direct impact on international project management performance.The results show that the internal and external incentive effects of the incentive system embedded in cultural differences are significantly different in international project management.At the same time,the effect of external incentive on the management performance of international engineering projects is greater than that of internal incentive,which is different from the relevant conclusions of traditional(non International)engineering projects,which is also caused by the different impact of cultural differences on personnel incentive system and international engineering project management performance.The research results in this paper show that reducing cultural differences,strengthening communication among employees of different nationalities,and establishing a scientific and effective company system are of great value to improve the promotion effect of personnel incentive system on project management performance.In addition,it can provide a basis for the construction of complex performance evaluation system of international project management and personnel incentive system,guide enterprises to better construct effective personnel incentive system,adjust the setting of internal and external incentive means under cultural differences,in order to promote job performance and better in the process of promoting project management,then to improve the performance of international project management.