-I- 中文摘要 1992年中韩两国开始正式建交，与此同时随着中国的市场在不断开放，韩中 两国的贸易和投资都向世人展现出惊人的增长趋势。在华韩资企业在投资初期， 大多数在华韩资企业的主要投资的动机是开拓市场和雇佣廉价劳动力，但是韩中 两国的文化差异使得在华韩资企业面临的问题变得越来越复杂和多样化。企业的 经营成果很大程度上由本地人力资源管理的成败决定着。因此，从经营学的观点 来对在华韩资企业进行研究是必要的。综上所述，研究在华韩资企业人力资源本 土化具有十分重要的现实意义和理论价值。从这些角度出发，本论文叙述了作为 企业竞争力的源泉而变得重要的人力资源管理，这是由两国文化和规范及制度上 的差异性等因素引起的。针对韩国在华企业人力资源本土化过程中的种种问题， 探讨如何更好地实现人力资源本土化战略。本文借助SPSS等数据处理工具，通过 文献综述，现场调查和问卷调查等方式收集相关信息和数据，在理论研究的基础 上对在华韩资企业人力资源本土化的影响因素提出了几点假设，并对假设进行实 证分析。本文主要对影响人力资源本土化的因素进行研究，在分析在华韩资企业 人力资源本土化存在的问题上，提出相应的假设并且进行实证分析，根据分析结 果最后提出相应的人力资源本土化建议。从企业的角度出发探寻在华韩资企业的 人力资源本土化的影响因素，探索怎样更有效地构建人才本土化战略，以及怎样 实施人才本土化战略。 关键词：在华韩资企业；人力资源管理；本土化 黑龙江大学硕士学位论文 -II- Abstract Since Korea and China established diplomatic relations in 1992, trade and investment between the two countries have grown surprisingly with the further opening of the Chinese market. In the early days of investment, most Korean companies in China were motivated mainly by market expansion and cheap labor, but the problems were complicated and diversified due to cultural differences between the two countries. The success or failure of local human resources management has an absolute influence on the business results. Therefore, it is necessary to study Korean companies in China from the perspective of management. The more stable labor-management relations among Korean investment companies in China, the more important the management of human resources is. In conclusion, it is of great practical significance and theoretical value to research localization of human resources in Chinese enterprises. From these perspectives, this paper focuses on human resources management, which has become important as the source of competitiveness for enterprises, which is caused by the differences in culture, norms and institutions between the two countries. This paper discusses how to better localize human resources of Korean-funded enterprises in China. Based on the research of SPSS and other data processing tools, this paper puts forward some hypotheses on the factors affecting the localization of human resources in Chinese enterprises, studies the hypotheses, and puts forward some suggestions on localization. From the perspective of enterprise, the author explores the influence factors of localization of human resources in Chinese enterprises, how to construct the localization strategy of talents more effectively, and how to implement this localization strategy of talents. Keywords: Korean-invested enterprises in China; Human Resources Management; Localization 目录 -III- 目录 中文摘要...........................................................................................................................I Abstract...........................................................................................................................II 绪论..................................................................................................................................1 一、研究背景...........................................................................................................1 二、研究目的和意义...............................................................................................2 （一）研究目的................................................................................................2 （二）研究意义................................................................................................2 三、国内外研究现状...............................................................................................3 四、研究方法...........................................................................................................5 （一）文献调研法............................................................................................5 （二）问卷调查法............................................................................................5 （三）假设与实证分析法................................................................................5 五、研究创新点.......................................................................................................5 第一章 相关概念及理论基础........................................................................................6 第一节 基本概念.....................................................................................................6 一、本土化的概念............................................................................................6 二、人力资源本土化........................................................................................7 第二节 理论依据.....................................................................................................8 一、本土化管理理论........................................................................................8 二、人力资源管理理论..................................................................................10 三、企业组织变迁相关理论...........................................................................11 四、跨文化管理理论......................................................................................13 本章小结.................................................................................................................13 第二章 在华韩资企业人力资源本土化现状分析......................................................14 第一节 在华韩资企业本土化发展概况...............................................................14 黑龙江大学硕士学位论文 -IV- 一、在华韩资企业投资发展概况..................................................................14 二、在华韩资企业投资前景..........................................................................15 三、在华韩资企业人力资源本土化发展概况..............................................16 第二节 在华韩资企业人力资源本土化现状.......................................................17 一、在华韩资企业人力资源本土化现存问题分析......................................17 二、在华韩资企业人力资源本土化发展前景..............................................20 第三节 在华韩资企业人力资源本土化的意义及合理性...................................22 一、降低企业经营成本..................................................................................22 二、缓解企业人才紧缺的状况......................................................................23 三、获得本地政府支持..................................................................................24 本章小结.................................................................................................................24 第三章 在华韩资企业人力资源本土化影响因素理论假设与研究设计..................26 第一节 假设的建立...............................................................................................26 一、母国企业文化与本土文化的差异度对人力资源本土化的影响..........26 二、中高层管理人员的中韩人数比例对人力资源本土化的影响..............27 三、首席执行官(CEO)对中国的理解程度将影响人力资源本地化水平...28 四、在华韩资企业成立时间对人力资源本土化的影响..............................29 五、公司规模对人力资源本土化的影响......................................................29 六、母公司的决策委任程度将影响人力资源本地化水平..........................30 七、子公司的国际经验对人力资源本地化水平影响..................................30 八、员工培训的主体对人力资源本土化的影响..........................................31 第二节 变量选取与测度..............................................................................