英语翻译Another potentially relevant area of inquiry might examine how specific human resourcepolicies influence the manner that a multinational organization is perceived in a host country.Pay differentials between lower and upper level employees

英语翻译Another potentially relevant area of inquiry might examine how specific human resourcepolicies influence the manner that a multinational organization is perceived in a host country.Pay differentials between lower and upper level employees
英语翻译
Another potentially relevant area of inquiry might examine how specific human resource
policies influence the manner that a multinational organization is perceived in a host country.
Pay differentials between lower and upper level employees appear to be greater in Western societies.Japanese organizations have compensation systems that are more egalitarian than their North American and Western European counterparts(Crystal,1991).Research suggests that more egalitarian pay structures result in positive organizational outcomes,such as greater product quality(Cowherd&Levine,1992),as well as higher organizational and individual performance.Given that pay differentials appear to have a cultural component,pay practices implemented by a multinational organization that are inconsistent with the norms of a host country may be perceived of as unfair and unethical.These effects may spill over and influence the broader array of relationships that an organization might have with its host culture.This phenomenon might include other specific human resource policies,such as employee recruitment,selection,retention,promotion,and performance appraisal practices.As some of examples set forth above suggest,Japanese and American cultures seem to have very different beliefs about what is considered ethical conduct with respect to downsizing and layoff decisions(Grundling,1991;Rousseau,1995).Another important issue relates to how n in-group is defined for cultures that emphasize utilitarian ethics.Some cultures may not xtend their concept of ethics to members of an out-group(Pratt,1991).Thus,it may be elevant to explore how groups define their members,whether specific human resource plicies affect them,and how this influences ethical decision-making.Finally,this theory raises strategic human resource management issues.Strategic human
resource management can be defined as``the pattern of planned human resource deployments
and activities intended to enable an organization to achieve its goals''(Wright&McMahan,992,p.296).The paragraphs above argue that by tailoring human resource management
policy to ethical issues,multinational organizations are better able to achieve the strategic
goal of higher organizational performance.Drawing on the resource-based view of the firms
(Barney,1991;Wernerfelt,1984),Wright,McMahan,and McWilliams(1994)discuss the
role of human resources in achieving a sustained competitive advantage.The resource-based
view recognizes the influence of both firm-specific resource endowments and competitive
dynamics on sustained competitive advantage.Resources that are valuable,rare,inimitable,
and nonsubstitutable are less likely to be copied or replaced by an organization's competitors
and can therefore be a source of competitive advantage
Google翻译我也会。来点通顺的吧

英语翻译Another potentially relevant area of inquiry might examine how specific human resourcepolicies influence the manner that a multinational organization is perceived in a host country.Pay differentials between lower and upper level employees
另一个潜在的相关领域的调查可能会检查特定人力资源
这一政策影响的方式被认为是跨国公司的东道国.
支付差额上下层次员工似乎更在西方社会中…日本的组织都有补偿系统,这比他们更平等北美和西欧的同行,1991(水晶联名)显示更加平等的工资结构所产生的积极的工作,如大Cowherd&Levine产品质量(1992),以及更高的组织和个人的绩效.鉴于工资差距似乎有文化的组成、实现跨国组织的行为,不符合国家标准的主人可以察觉的不公平和不道德的.这些效应将会影响广泛的关系,组织可能与宿主的文化这种现象可能会包括其它特定人力资源政策,如员工招聘、选拔、保持、促销、绩效评价的实践.一些例子上述建议,日本和美国的文化有不同的信仰似乎是如何被认为是合乎道德的行为就裁员和裁员,1991年决定(Grundling卢梭,1995)种植者重要问题涉及到如何定义为文化团体氮功利伦理强调…一些文化中不可xtend伦理学概念,其成员国的摘要,1991)(英特尔中心点,它可能是三个探讨团体会员,是否定义特定人力资源plicies影响他们,这种影响决策的伦理…最后,这个理论提出战略人力资源管理问题.战略性人力
资源管理可以被定义为“模式的计划人力资源部署
和行为,使组织能够达到其目标”(Wright&McMahan,并且992位受访的,p.296)以上认为由裁缝段落的人力资源管理
政策的伦理问题,跨国组织能够更好地实现战略
更高的组织绩效的目标…借鉴了公司
巴尼,1991年,Wernerfelt(1984年),莱特,McMahan(1994年),McWilliams讨论
人力资源的作用实现持续竞争优势的.资源型
两种观点认识影响特定资源禀赋和竞争
研究持续竞争优势的.这是很有价值的资源,罕见的,独一无二,
和nonsubstitutable不太可能被拷贝或被组织的竞争对手
因此可以成为竞争优势的一个来源