An Empirical Study On The Cross-cultural Competence Model For Chinese Expatriate Managers

The establishment of overseas subsidiaries is a critical step for Chinese multinationals to enter into the international markets. The competency and performance of expatriate managers in cross-cultural situations have a great influence on the generating of competitive advantages for multinational companies during the globalization process. Building a scientific and effective cross-cultural competence model of Chinese expatriate managers is essentially important for the recruiting, selecting, training and evaluating of expected expatriate managers.This thesis firstly gives a specific definition for cross-cultural competence, and constructs a conceptual model of cross-cultural competence for Chinese expatriate managers on the basis of literature study, then collects data through questionnaire survey among the samples from Chinese multinational companies, uses the statistical software of SPSS19.0to carry on sample background analysis, descriptive analysis, reliability analysis, validity analysis and analysis of variance for the data, and revises the conceptual model according to the empirical results. Through the combination of qualitative research and quantitative research, this study conducts rigorous empirical study for the cross-cultural competence problem of Chinese expatriate managers, and builds a complete cross-cultural competence model as well as the evaluation index system for low-to-middle-level expatriate managers. The final cross-cultural competence model contains4dimensions (Knowledge, Personal Traits, Behavioral Abilities, and Motives) and16elements.On the basis of the study results, this thesis puts forward some suggestions for practical human resource management regarding expatriate managers. Finally, this thesis summarizes the achievements as well as limitations of this study, and suggests directions for future research.