Research On Cross-cultural Incentive Of Knowledge Staff Of Japan-funded Enterprise

With the development of Japanese enterprises in China, the localization problem ofJapanese companies is particularly prominent in China, particularly in the aspect of the humanresources localization. Comparative to Europe and the United States for the foreign-fundedenterprises in China, Japanese companies in China has the high wastage rate and loweremployee satisfaction. In today’s competitive era of knowledge economy, the competitionbetween the enterprises is the competition between the knowledge talented persons more andmore. Therefore, the paper research the Japanese enterprise knowledge staff’s cross-culturalincentive problems, selecting the knowledge staff as the research object, according toJapanese enterprise high rate of wastage.Based on the theory of knowledge staff and cross-cultural management and using theempirical study and case study method, the paper analysis of the Japanese enterpriseknowledge staff’s cross-cultural incentive status, drawing a conclusion that the differentdegree of the knowledge staff would choose incentive pattern different. Then combined withthe case study on data analysis results were verified. Finally the paper will construct Japaneseenterprise knowledge staff’s cross-cultural incentive model.In this paper on the basis of literature review, combined with the method of structuredinterview, extracting Japanese enterprise knowledge staff’s cross-cultural incentive factors fordesigning the thesis of the initial questionnaire. After the initial questionnaire were test, thepaper concluded the formal questionnaire. Based on eight Japanese enterprise knowledge staffquestionnaire distribution in dalian and a total of274samples collected data, with the aid ofSPSS analysis, drawing that the five kinds of incentive factor corresponds to hofstede culturaldimension: Power distance dimensions of trust motivation factor、Fortitude sex dimension ofpersonal development incentive factor、 Collectivism dimensions team participationmotivation factor And uncertainty avoidance of work-related incentive factor. The paper havethe descriptive statistical analysis，factor analysis, weight analysis and cross contingencyanalysis to the data. In the cross contingency analysis, the different degree of the knowledgestaff have difference in incentive choice; at the same time, through weight comparative analysis, analyzing the Japanese enterprise knowledge staff have difference in choosing ofincentive factors between importance of degree of weight and the satisfaction degree andAnalyzing the reason between the two, at last it is concluded that Japanese enterpriseincentive status. After the empirical analysis,using the method of case study to verify theresults of empirical analysis. Finally the paper construct Japanese enterprise knowledge staff’scross-cultural incentive model.The end of the article summarizes the main research conclusion, puts forward someinspirations for practice, at the same time points out that the paper work exist deficiency andlimitations, and points out the future research direction.