In this paper, we apply uncertainty management theory (UMT) to hypothesize that host country national (HCN) employees in foreign subsidiaries use the information of expatriates' procedural and distributive justice in their performance evaluations to reduce uncertainty about whether they trust these expatriates, which subsequently influence HCNs' job satisfaction and turnover intention. We also integrate UMT with research on language in MNCs to hypothesize that the level of HCN's English proficiency creates the context in which the aforementioned relationships are stronger when HCNs' English proficiency is high. Data collected from 501 HCNs in foreign subsidiaries in Japan provided support for these hypotheses. This study contributes to research on international management by focusing on HCNs' fairness perceptions, uncertainty, and English language proficiency in performance evaluations conducted by expatriates in foreign subsidiaries.

在本文中，我们运用不确定性管理理论（UMT）来假设外国子公司的东道国国民（HCN）员工在绩效评估中使用外籍人士的程序和分配正义信息，以减少他们是否信任这些外籍人士的不确定性，随后会影响HCN的工作满意度和离职意愿。我们还将UMT与跨国公司中的语言研究相结合，以假设HCN的英语水平较高时，HCN的英语水平将为上述关系提供更强的环境。从日本外国子公司的501种HCN中收集的数据为这些假设提供了支持。这项研究通过关注HCN的公平感，不确定性，