随着经济一体化的进展,全球竞争态势愈演愈烈.以跨国企业为代表的组织为维持优势采取重组、并购、外包、裁员等变革手段,组织结构在适应这种动荡中变得更灵活多变,极大冲击着传统的雇佣关系.同时,科技的进步和知识经济的繁荣,带动了全球经济的发展,也产生了各种新的工作机会.多种不确定因素触发了雇员从追求终身雇佣转变为追求终身可雇佣.企业面临的难题不仅是寻找合适的人才,更重要的是能留住人才并发挥所长.所选择的员工能顺应时代的要求,与企业发展相适应,共同创造企业的竞争优势.这一切关键在于提升员工的可雇佣性能力.这个正是跨国企业在华子公司对外招募重点宣扬的内容,但是为什么东道国员工在企业里发展到一定阶段反而"逆本地化"?为了深入研究上述问题,本研究将上述问题进一步转化为可雇佣性心理契约的建立、人-组织匹配和员工行为选择之间的关系.%With the progress of the economic integration, global competition intensified. In order to maintain advan-tages, organizations represented by multinational corporations adopt such methods as restructuring, merging, outsourcing, and downsizing. Organization structure becomes more flexible in adapt to this unrest, which has great impact on the traditional employment relationship. At the same time, the progress of sci-ence and technology and the prosperity of knowledge economy stimulated the development of the global economy and created a variety of new job opportunities. Various uncertain factors triggered the employees from the pursuit of lifetime employ-ment to the pursuit of the ability for lifetime employment. Ac-cording to related statistics, employees facing the boundary less career mobility take the learning and development opportunities as the primary standard when choosing a service organization.
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