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首页> 外文期刊>Journal of Technology Management in China >The effect of individual factors on the transfer of human resource management knowledge in Chinese subsidiaries: The perspective of Chinese HR managers
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The effect of individual factors on the transfer of human resource management knowledge in Chinese subsidiaries: The perspective of Chinese HR managers

机译：个体因素对中国子公司人力资源管理知识转移的影响：中国人力资源经理的视角

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摘要

Purpose – The purpose of this paper is to examine the effect of individual factors on the transfer of human resource management (HRM) knowledge in Chinese subsidiaries of multinational corporations, and to explore the relationships between individual factors and introduce the concept of joint effect-integrated capability. Design/methodology/approach – Based on the notion that certain factors can affect knowledge transfer (KT), this paper examines the effect of four factors, i.e. cultural difference and adaptability, language and communication, working relationship, and motivation and willingness, on the transfer of HRM knowledge. The paper is based on an empirical study of 22 individual HR professionals from 21 Chinese subsidiaries. Data were collected through semi-structured interviews conducted between January and April 2004 and an exploratory data analysis was carried out with the assistance of Nvivo software. Findings – The study has found that Chinese HR managers have the ability of all four factors to facilitate the transfer of HRM knowledge. The findings further suggest that integrated capability-joint effect could be generated from the four factors and affect the transfer process jointly. When the capability is positive, it facilitates the transfer. Conversely, when the capability is negative, it impedes the transfer. Research limitations/implications – The findings not only extend the understanding of the effect of single factor on KT, but also the interrelationship between individual factors, their joint effect-integrated capability and the transfer process. Originality/value – Existing research has concentrated on studying the effect of single factor on KT, knowledge management by and large. There is little research investigating the correlations between individual factors. This paper addresses this gap and introduces the concept of joint effect, integrated capability.
机译：目的–本文的目的是研究个体因素对跨国公司在华子公司人力资源管理（HRM）知识转移的影响，探索个体因素之间的关系，并引入联合效应整合的概念能力。设计/方法/方法–基于某些因素可能影响知识转移（KT）的概念，本文研究了文化差异和适应性，语言和沟通，工作关系以及动机和意愿对四个因素的影响。人力资源管理知识的转让。本文基于对来自21家中国子公司的22名人力资源专业人员的实证研究。数据是通过2004年1月至4月之间进行的半结构化访谈收集的，并在Nvivo软件的帮助下进行了探索性数据分析。结论–研究发现，中国的人力资源经理具有所有四个因素的能力，以促进人力资源管理知识的转移。这些发现进一步表明，综合的能力结合效应可以从这四个因素中产生，并共同影响转移过程。当能力为正时，它有助于转移。相反，当能力为负时，它将阻止转移。研究的局限性/意义–研究结果不仅扩展了对单一因素对KT影响的理解，而且扩展了各个因素之间的相互关系，它们的联合效应综合能力和转移过程。原创性/价值–现有研究集中在研究单一因素对KT，知识管理的总体影响。很少有研究调查各个因素之间的相关性。本文解决了这一差距，并介绍了联合效应，综合能力的概念。

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