ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2018, Vol. 26 ›› Issue (9): 1553-1566.doi: 10.3724/SP.J.1042.2018.0553

• 研究构想 • 上一篇    下一篇


刘燕, 李锐*()   

  1. 苏州大学东吴商学院, 苏州 215021
  • 收稿日期:2018-02-28 出版日期:2018-09-15 发布日期:2018-07-30
  • 通讯作者: 李锐
  • 基金资助:

Antecedents and outcomes of expatriate proactive behaviors in Chinese MNCs: A challenge-hindrance stressor perspective

LIU Yan, LI Rui*()   

  1. Dongwu Business School, Soochow University, Suzhou 215021, China
  • Received:2018-02-28 Online:2018-09-15 Published:2018-07-30
  • Contact: Rui LI


传统研究强调跨文化多重压力阻碍外派成功, 但相对忽视压力具备的动力作用。该研究基于挑战性-阻碍性压力视角, 遵循“压力-动机-行为-结果”的逻辑框架, 对中国跨国公司外派人员多目标主动行为及结果的产生机制展开研究。依据自我决定理论分析挑战性-阻碍性两种不同属性压力如何通过影响动机和主动行为进而影响外派人员的职业发展、工作绩效及组织绩效的过程, 并根据工作要求-控制模型, 从组织和工作资源两方面识别两种压力影响外派结果的边界条件, 以及跨文化背景下主动行为发挥作用的边界条件。该研究揭示外派主动动机及行为在高不确定性跨文化背景下的价值功效, 可以为中国跨国公司挑选、培训、激励和保留国际化人才提供实践的参考。

关键词: 外派人员, 挑战性压力, 阻碍性压力, 主动行为, 外派成功


Prior research has highlighted the obstructive rather than motive role of cross-cultural stressors in expatriate success. The present research attempts to explore the reasons why Chinese multinational companies (MNCs) succeed or fail in international assignments. Based on the stress-motivation-behavior- outcome framework, this research focuses on the antecedents and outcomes of proactive behaviors of expatriates. To be specific, by drawing on self-determination theory and job demand-resource (control) model, our research links challenge-hindrance stressors to proactive behaviors of expatriates. Further, the research examines the motivation mechanisms of how these two different types of stressors influence proactive behaviors, and identifies the boundary conditions of these mechanisms from the perspectives of organization and job resources. In addition, our research also explores the impacts of proactive behaviors on multi-level expatriate outcomes as well as identifies the boundary conditions for such impacts. Our work underscores the strategic value of proactive behaviors in the uncertain and complex cross-cultural context, and entails significant practical implications for MNCs to select, train, motivate, and retain internationalized talents.

Key words: expatriate, challenge stressor, hindrance stressor, proactive behavior, expatriate success