| At present, the Guangdong, Hong Kong and Macao region is the forefront of China's economic globalization, Hong Kong and Macau regional economic cooperation have become closer, and format one of our major export-oriented economic region, which is gradually adjusting the industrial structure, upgrade and optimization, in Hong Kong and Macao The domestic-funded enterprises have gradually become the Guangdong, Hong Kong and Macao regional cooperation and South China exogenous major force in the economy.More and more domestic enterprises,especially in Guangdong, establish branches or agencies in Hong Kong and Macao in order to take advantage of the globalization of the window to achieve"going out, international"strategy, expatriates have increased and management environment increasingly become complexed. Although the Hong Kong and Macao regions belong to China, but the process of the internationalization of Hong Kong and Macao has been far ahead of mainland China, the city's degree of modernization has been at the level of developed countries, so the assignment to Hong Kong and Macao mainland workers (later referred to as expatriates) and the expatriation to the overseas workers are also facing an inter-regional adaptation and management issues.Therefore, this study is carried out in this context, this paper discusses the literature of the factors will affect employees and cross-cultural adaptation, and further statistical analysis using a questionnaire survey the relationship between employees'expatriate intent, cross-cultural adaptation, job satisfaction during expatriate. Thereby enriching the domestic employee job satisfaction on the empirical scope of the study and solve the situation of expatriate job satisfaction, career planning, adaptation and innovation and other key issues, which under the existing home and abroad to send Hong Kong and Macao and enterprise operation and development management system.so that the expatriate human resources has become a strong backing of development business in Hong Kong and Macao's .The main conclusions of this study are as follows: The expatriate intent of the respondents in the level of education, age, length of assignment and work duties, there was significant difference. Degree of cross-cultural adaptation of respondents in the level of education, overseas work experience and in the workplace there is significant difference. In the job satisfaction of respondents in the educational level, age, significant differences in the workplace. The overseas assignment will work attitude and the attitude of individual assignment of cross-cultural adaptation and a significant degree of positive impact, and the work attitude of overseas degrees of cross-cultural adaptation of the adaptation of life to adapt to and interact with the strongest impact, while individuals attitude of the expatriate cross-cultural adaptation of fitness work in the strongest. Cross-cultural study found that the fitness of the three aspects of life to adapt, interactive adaptation of work to adapt to the job satisfaction showed a significant positive effect. Assignment will work overseas in the attitude and the attitude of individual assignment to the job satisfaction has a significant positive effect. Degree of cross-cultural adaptation in the assignment and job satisfaction will play a role in the intermediation between, but the intermediary little effect. One assignment will get stronger and then the higher the degree of staff cross-cultural adaptation and thus the higher the degree of job satisfaction. |
