한국 진출 다국적기업 자회사의 인력구성 정책이 자회사 현지 직원의 조직동일시에 미치는 영향 = International Staffing Practices and Host Country Nationals` Organizational Identification in MNE Subsidiaries in Korea

다국어 초록 (Multilingual Abstract)

In this study, I examine the effect of international staffing practices on the host country nationals (HCNs)` organizational identification (OI) in multinational enterprise (MNE) subsidiaries in Korea based on social psychology theory, especially social identity theory and self-categorization theory. This study suggests that the proportion of foreign expatriates in MNE subsidiaries negatively and the international assignment opportunities for HCNs positively influence on the HCNs` OI. And I propose that the staffing CEO positions with expatriate parent country nationals negatively influence on the HCNs` OI. In addition, I hypothesize that the perceived career prospect in the subsidiary and the perceived access to the organizational hierarchy regardless of nationality within the MNE headquarter are likely to foster the HCNs` OI. Moreover, I posit that the cultural distance weakens the negative relationship between the proportion of foreign expatriates in MNE subsidiaries and the HCNs` OI. I further propose that the level of home country economic development negatively moderates the positive relationship between the international assignment opportunities for HCNs and the HCNs` OI. These propositions are generally supported by hierarchical regression analysis of 505 host country nationals in 75 MNE subsidiaries that originate from 24 countries. I discuss the theoretical and managerial implications, and provide suggestion for future research.

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