A Study On Sustainable Expatriate Management From The Dual Perspectives Of Headquarter And Expatriate

Along with globalization,the number of Chinese multinational enterprises enterprises increases year by year.Expatriates are important strategic resources for enterprises to achieve international competition.Meanwhile,they are important reliance for overseas subsidiaries to maintain operations and make market decisions.In the new era,the state and the society are more concerned about the undertaking of corporate social responsibilities.Considering all these above,it is difficult for enterprises headquarters to find a way balancing the needs of economy,society and individual expatriate.This study therefore put forward the construct of sustainable expatriate management.It is the expatriates,promoting overseas subsidiary performance,improving subsidiaries' on corporate social responsibility,who guardian the sustainable developments in the pursuit of their well-being.Firstly,this study reviews the relevant theories in the field of expatriate management.Then,sorting out and analyzes the concepts related to expatriate,finding research thoughts,lying a theoretical foundation for following research.Based on the data from questionnaires,our researches plan to explore from the three perspectives-subsidiary performance,subsidiary social responsibility and expatriate well-being.undertaking structural equation model assumption,In the first research,it focuses on the relationship between the high performance work system of expatriates,the cross-cultural competence of expatriates,and the performance as well as autonomy of overseas subsidiaries.Based on AMO framework and institutional duality theory,using 280 expatriates questionnaire data as sample(93multinational enterprises in China from 2017 to 2018)this research proposes hypotheses to verify the relationships between the expatriate high performance work system and overseas subsidiary performances as well as autonomy;and to verify the mediate role of the expatriate cross-cultural competence.This research demonstrates high performance working system of expatriates directly influence the subsidiaries performance.Meanwhile,expatiates' cross-cultural competence plays an important role in subsidiaries performance by partially mediating the relation between high performance working system and subsidiaries performance.Furthermore,the model reveals fresh opportunities of cross-culture competence and autonomy.Expatriates' high performance working system could not directly influence subsidiary autonomy,however,expatiates' cross-cultural competence plays an important role in subsidiaries autonomy behaviors by fully mediating the relation between high performance working system and subsidiaries performance.Therefore attach importance to expatiate management could help multinational companies from emerging market to catch the priority of internal or external legitimacy.In the second research,it demonstrates that commitments of Chinese multinational enterprises hold positive impacts on their overseas subsidiaries' CSR behavior.With regard to commitment to internationalization,expatriates' organizational commitment plays an important part in CSR by fully mediating the relation between commitment to internationalization and subsidiaries undertaking CSR.However,its mediating effect is invalid between commitment to localization and subsidiaries' CSR.Based on the data,commitment to localization has no significant impact on the organizational commitment of expatriates in the process.Following conservation of resource theory,the study interprets the empirical results to offer a deeper understanding for Chinese multinational enterprises in the context of "One Belt And One Road" by clarifying the purpose of strategic commitment,exploring the value of expatriates management,and discovering the value of CSR.In the third research,it focuses on the relationship between role change,responsibility change and expatriates' well-being.Based on the conservation of resources theory,using the questionnaire data as samples,the relationship between job role change,job responsibility change and expatriates' well-being was tested by the regression analysis.The moderating effects of perceived organizational support and expatriate adjustment on the above relationships were also tested.According to the results,role change is positively correlated with the subjective well-being of expatriates.There is a positive U-shaped relationship between the of responsibilities change and the well-being of expatriates.Perceived organizational support and expatriate adjustment positively moderated the relationship between role change and expatriate well-being.The perceived organizational support positively moderates the U-shaped relationship between the responsibility change and expatriate well-being.This study supports the insight of sustainable development.Activate the mechanism of sustainable assignment management through the interaction between the organizational level and the individual level.Take into account the common aspirations of economic,social and personal weilai development.It also helps the expatriate individuals to protect their own interests and promote the sustainable development of the subsidiaries in the host country.At last,it analyzes the existing limitations of this study,and offers practical insights for expatriate management.The theoretical and empirical analysis of this study enrich and improve the theory of expatriate management and sustainable development in Chinese multinational enterprises.It provides a practical perspectives on how to manage expatriates and sheds the new light on sustainable development.At the last part,it reviews the limitation of this study and offers several possible direction for further researches.