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Recruitment and Retention Across Cultures
Annual Review of Organizational Psychology and Organizational Behavior ( IF 13.7 ) Pub Date : 2017-03-21 00:00:00 , DOI: 10.1146/annurev-orgpsych-032516-113100
David G. Allen 1, 2 , James M. Vardaman 3
Affiliation  

The flow of human capital into and out of organizations is a crucial aspect of organizational functioning. Recruitment is the primary mechanism for attracting human capital to the organization, whereas retention involves keeping desired employees in the fold once they are employed. Although extensive research explores and informs recruitment and retention, the bulk of the theory and research in major organizational psychology and organizational behavior journals adopts a US-centric perspective. This narrow perspective may be misleading, particularly in an increasingly globalized work context. We systematically analyze studies on the flow of people into and out of organizations in a variety of cultural contexts and especially in organizations managing talent across national borders. In so doing, we seek to create a coherent platform for future research by identifying key themes in the literature and using these themes to summarize what we know and indicate where we need to go in studying recruitment and retention across cultures.

中文翻译:


跨文化的招聘和保留

人力资本流入和流出组织是组织运作的关键方面。招聘是将人力资本吸引到组织的主要机制,而人才保留则是在雇用所需的员工时将其留在企业中。尽管广泛的研究探索并为招聘和保留提供了信息,但是主要组织心理学和组织行为期刊中的大部分理论和研究都采用以美国为中心的观点。这种狭perspective的观点可能会产生误导,特别是在日益全球化的工作环境中。我们系统地分析了在各种文化背景下,尤其是在跨国界管理人才的组织中,人员流入和流出组织的研究。这样,

更新日期:2017-03-21
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