A Study On The Expatriate Willingness And Influence Factors Of Female Empioyees

In recent years,many companies are actively engaged in the globalization of the layout,many companies choose the way employees to open up overseas business.Companies choose to send overseas employees,not only because the parent company's expatriate staff can better control the company's expertise,but also for the company to enter the new market has created a certain foundation.At the same time,facing the increasingly complex management environment,many enterprises begin to choose appropriate female employees to perform the assignment,a female employee assignment will become the enterprises to expand the territory of the great advantage of international.Therefore,it is urgent to study and explore how to correctly understand the expatriate willingness and related factors of female employees,so as to improve the expatriate willingness of female employees.The existing research shows that many factors affect female expatriate willingness,including individual factors,organizational factors and social factors,but the current research at home and abroad about the female employees in most expatriates,discuss the issues surrounding the expatriate human resource management,little research is focus on the female employees expatriate willingness these two factors and expatriate willingness to combine research,and empirical research in this field mostly by foreign enterprises,domestic enterprises to study female employees as the research object to carry out an empirical analysis of the relatively few.Based on the above background,this research is based on the assignment ofwillingness and female employees,female employees in domestic enterprises as the research object,based on cross-cultural competency model as the intermediary variable and put forward hypothesis,by means of questionnaire as the source of data,collected a total of 375 valid questionnaires.Study on using statistical analysis software to verify the theoretical assumptions,and get the following conclusions:(1)Assignment will influence factors of organizational factors,self-efficacy,occupation expectation,in development of national economy and has a significant positive effect in social stability degree of foreign country will send;(2)Organizational factors,cultural differences,self in China the effectiveness and the occupation expectation have a significant positive impact on intercultural competence;(3)Cross cultural competence can not only be used as outcome variables directly measures the female employees of the enterprise can be the relationship between expatriate willingness,as intermediary variables to explain the influence factors of expatriate willingness and expatriate willingness;(4)Age,marital status,family status and overseas experience of the population between the control variable and the main variables are more significant.At the end of this paper,the author improves the original model according to the conclusion,and puts forward some relevant suggestions.The results of this paper enrich the empirical research on female employees expatriate willingness aspects,to make up for the domestic shortage in this research field,the research provides certain reference significance for the practice of international human resource management in domestic enterprises.