权益分类	功能权益	普通用户	{{item.name}}会员
{{category.name}}	{{benefitItem.name}}

Health sociological research on work stress and international human resources management

工作压力与国际人力资源管理的健康社会学研究

基本信息

批准号：
16530316
负责人：
EGAWA Micori
金额：
$ 1.98万
依托单位：
Tokyo Institute of Technology
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2004
资助国家：
日本
起止时间：
2004 至 2005
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-16530316/
关键词：
stress global migration culture labor 多様性国際人事国際人材育成グローバル化

项目摘要

In the globalized society, expatriation or working with multicultural team is becoming common. To work under multicultural environment is stressful but company or department of human resources management does not pay enough care under the global competition. However, it is important to care of stress or quality of life of each employee to pursue the performance of both individual and organization. In this research, how to prevent the stress of global assignees and promote their quality of life is the major issues to be analyzed. As for the training, it is important that all employees have global skills but especially global leadership training for managers and case method based on the incidents of their own company were suggested to be effective. Besides traditional expatriates, diversity of workforce as impatriates, local staff, female assignees would increase the global mobility and reduce the high stress of expatriates and their families. On the other hand, it is not so easy to evaluate the stress of multiculturalemployees. It was suggested that IRT is one of the alternative to develop the tool to major the stress of diverse people. Self support activities by the spouces of expatriates are developing in the Japanese community abroad. It is also suggested that instead of supporting the foreign assignees directly, to support their activities indirectly might be alternative to enhance the adjustment of foreign assignees and their families for the company.

在全球化的社会中，外派或与多元文化团队合作变得越来越普遍。在多元文化环境下工作压力很大，但在全球竞争中，企业或人力资源管理部门却没有给予足够的重视。然而，为了追求个人和组织的业绩，关心每个员工的压力或生活质量是很重要的。在这项研究中，如何防止全球受让人的压力，提高他们的生活质量是需要分析的主要问题。至于培训，重要的是所有员工都拥有全球技能，但特别是针对经理的全球领导力培训和基于自己公司事件的案例方法被建议是有效的。除了传统的外派人员外，劳动力的多样性将增加外派人员及其家人的全球流动性，减轻外派人员及其家人的巨大压力。另一方面，要评估跨文化员工的压力就不那么容易了。有人建议，IRT是开发该工具来主要针对不同人群的压力的替代工具之一。在海外的日本社区中，外籍人士的配偶正在开展自给自足的活动。还建议，不是直接支持外国受让人，而是间接支持他们的活动，这可能是加强对外国受让人及其家属对公司的调整的替代办法。