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National Culture Competencies and Foreign Subsidiary Staffing: A Typology of Boundary Spanners
https://nuis.repo.nii.ac.jp/records/2678
https://nuis.repo.nii.ac.jp/records/26786b0c2d96-616b-4170-a113-4417a05a76ed
名前 / ファイル | ライセンス | アクション |
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kiyo_2018.03.07.pdf (1.6 MB)
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Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
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公開日 | 2018-05-12 | |||||
タイトル | ||||||
タイトル | National Culture Competencies and Foreign Subsidiary Staffing: A Typology of Boundary Spanners | |||||
タイトル | ||||||
言語 | en | |||||
タイトル | National Culture Competencies and Foreign Subsidiary Staffing: A Typology of Boundary Spanners | |||||
言語 | ||||||
言語 | eng | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | boundary spanners | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | cultural competencies | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | foreign subsidiary staffing | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | organizational culture | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | self-initiated expatriate | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | boundary spanners | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | cultural competencies | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | foreign subsidiary staffing | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | organizational culture | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | self-initiated expatriate | |||||
資源タイプ | ||||||
資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||
資源タイプ | departmental bulletin paper | |||||
著者 |
ORSINI, Philippe
× ORSINI, Philippe× Uchida, Toru× ORSINI, Philippe× Uchida, Toru |
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抄録 | ||||||
内容記述タイプ | Abstract | |||||
内容記述 | Traditional categorization of foreign subsidiaries' (top) managers has been dominated by the PCN-HCN (parent country national - host country national, i.e. "expatriate" versus "local") nationality-based dichotomy. This dichotomy was complemented by the TCN(third country national).Then, in 1997, appeared the SIE(self-initiated expatriate), as opposed to the OE(organizational expatriate). Here, the new categorization criteria was the initiator of the relocation: organization or individual. In this paper we propose a categorization based on a specific set of skills: national culture competencies. We believe that this typology is more relevant to understand cultural boundary spanners and their roles, motivations and performance at multiple hierarchical levels within the subsidiary (as opposed to looking only at top managers). | |||||
書誌情報 |
新潟国際情報大学経営情報学部紀要 巻 1, p. 77-83, 発行日 2018-04-01 |
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出版者 | ||||||
出版者 | 新潟国際情報大学経営情報学部 | |||||
ISSN | ||||||
収録物識別子タイプ | ISSN | |||||
収録物識別子 | 2434-2939 | |||||
著者版フラグ | ||||||
出版タイプ | VoR | |||||
出版タイプResource | http://purl.org/coar/version/c_970fb48d4fbd8a85 |