Influencing Factors Of Recruitment Research On Mutinational Companies In China Based On Chinese Cultural Values Theories

In the processing of economic globalization, multinational corporations are facing growing global competition. In the process of overseas market expansion, cultural conflict between local and parent company has become an important constraint factor impacting multinational corporations’operating efficiency. In case, multinational corporations must take cross-cultural factors into fully consideration, especially management issues caused by geographical and cultural differences in multinational operations.The main research object of this present paper is employees in multinational companies in China and this present paper is empirical research according to questionnaire survey. This present paper collects data from the survey of four international companies from the USA, France, German and Japan and analyzes data with the help of SPSS. Then recruitment influencing factors of multinational corporations in China could be found.Firstly, the present paper integrated and analyzed the current status of domestic and international related literature to understand the origin, development process and new development of cross-cultural theory; meanwhile it learned the research on related theories of turnover influencing factors by different researchers. Secondly, this present paper chose Hofstede’s cultural values theory as theory framework from a lot of literature and designed questionnaire by integrating various dimensions of questions. Thirdly, this present paper got empirical research data by questionnaire convey from employees in the USA, France, German and Japan, four multinational corporations in China. Lastly, on the base of empirical data and with the help of SPSS18.0, this present paper conducts the conclusion:1) many factors such as hierarchy, collective recruitment information, the percent of fixed and floating salary, employee job training can influence employee turnover, so the multinational corporations should put more force on these factors in the recruitment process;2) traditional subjective factors such as salary can’t decide employees’turnover intention, so that the multinational corporations should pay less attention to such factors;3) there is no relations between turnover and structural interview, company rules, reply time and career development, so the multinational corporations do not put executive focus on these factors...