| Acknowledgements | 第4-5页 |
| 摘要 | 第5-6页 |
| Abstract | 第6-7页 |
| Abbreviations | 第13-14页 |
| 1 Introduction | 第14-19页 |
| 1.1 Research background | 第14-15页 |
| 1.2 Statement of the problems and objectives | 第15-16页 |
| 1.3 Significance and the structure of the thesis | 第16-19页 |
| 1.3.1 Research significance | 第16-17页 |
| 1.3.2 Structure of the thesis | 第17-19页 |
| 2 Literature review | 第19-45页 |
| 2.1 International assignments | 第19-26页 |
| 2.1.1 Definition of expatriate | 第19-21页 |
| 2.1.2 Cross-cultural differences | 第21-23页 |
| 2.1.3 Hofstede's Cultural Dimension | 第23页 |
| 2.1.4 Power distance | 第23-24页 |
| 2.1.5 Uncertainty avoidance | 第24页 |
| 2.1.6 Individualism versus collectivism | 第24-25页 |
| 2.1.7 Masculinity versus femininity | 第25页 |
| 2.1.8 Long-term versus short-term orientation | 第25-26页 |
| 2.2 Research Theories | 第26-28页 |
| 2.2.1 Internationalization Theory | 第26页 |
| 2.2.2 Trait activation theory for expatriate effectiveness | 第26-28页 |
| 2.3 Expatriate work adjustment | 第28-37页 |
| 2.3.1 Expatriate work adjustment dimensions and process | 第29-32页 |
| 2.3.2 Individual factors and characteristics | 第32-33页 |
| 2.3.3 Prior international experience | 第33-34页 |
| 2.3.4 Job-related factors | 第34-35页 |
| 2.3.5 Organizational factors | 第35页 |
| 2.3.6 Non-work factors | 第35-37页 |
| 2.4 Expatriate Selection | 第37-38页 |
| 2.5 Expatriate job performance | 第38-39页 |
| 2.6 Expatriate work adjustment in China | 第39-41页 |
| 2.7 Expatriate job satisfaction | 第41-43页 |
| 2.8 Summary | 第43-45页 |
| 3 Expatriate Job Performance:a case study of Nokia and ZTE Companies | 第45-59页 |
| 3.1 Expatriate effectiveness model | 第45-47页 |
| 3.2 Propositions | 第47-51页 |
| 3.2.1 Expatriate cross-cultural motivation | 第47-48页 |
| 3.2.2 Subsidiary support | 第48-49页 |
| 3.2.3 Moderating role of subsidiary cultural distance | 第49-50页 |
| 3.2.4 Expatriate training | 第50页 |
| 3.2.5 Spouse and family adjustment | 第50-51页 |
| 3.3 Sample and methods | 第51-57页 |
| 3.3.1 Measurement and result explanations | 第52-55页 |
| 3.3.2 Data analysis | 第55-56页 |
| 3.3.3 Results | 第56-57页 |
| 3.4 Summary | 第57-59页 |
| 4 Empirical Study of Expatriate Job Performance in Asia | 第59-81页 |
| 4.1 Expatriate job performance model | 第59-60页 |
| 4.2 Hypothesis | 第60-61页 |
| 4.3 Expatriate personality traits | 第61页 |
| 4.4 Research sample and methodology | 第61-62页 |
| 4.5 Variable Measurements | 第62-65页 |
| 4.5.1 Independent variables | 第62-63页 |
| 4.5.2 Control variables | 第63-65页 |
| 4.6 Analysis and results | 第65-66页 |
| 4.7 Results of Main Study | 第66-70页 |
| 4.7.1 Descriptive analysis | 第66-69页 |
| 4.7.2 Scale reliability | 第69-70页 |
| 4.8 Variable calculation | 第70-71页 |
| 4.9 Analyses results | 第71-79页 |
| 4.9.1 Examination of the data and the hypothesis test | 第74页 |
| 4.9.2 Subsidiary support and job performance | 第74-75页 |
| 4.9.3 Expatriate training and job performance | 第75-76页 |
| 4.9.4 Cross-cultural motivation and job performance | 第76-77页 |
| 4.9.5 Expatriate spouse adjustment and job performance | 第77-78页 |
| 4.9.6 Personality traits and job performance | 第78-79页 |
| 4.10 Summary | 第79-81页 |
| 5 A Study on Selection and Work Adjustment of Expatriates in MNCs | 第81-93页 |
| 5.1 Hypothesis | 第83页 |
| 5.2 Culture distance | 第83-84页 |
| 5.3 Expatriate training | 第84-85页 |
| 5.4 Organizational support | 第85页 |
| 5.5 Personality traits | 第85-86页 |
| 5.6 Spouse adjustment | 第86-87页 |
| 5.7 Sample and methodology | 第87页 |
| 5.8 Data analysis | 第87-88页 |
| 5.9 Multiple regression analysis results | 第88-91页 |
| 5.10 Summary | 第91-93页 |
| 6 Integrated study of Chinese and International Company Origin Consequences on Expatriate Job Satisfaction | 第93-111页 |
| 6.1 Job satisfaction | 第93-96页 |
| 6.2 Hypothesis | 第96页 |
| 6.3 Company origin | 第96-97页 |
| 6.4 Flexibility | 第97-98页 |
| 6.5 Enthusiasm | 第98页 |
| 6.6 Passion | 第98-99页 |
| 6.7 Host country language ability | 第99-100页 |
| 6.8 Data analyses and methodology | 第100-101页 |
| 6.9 Results | 第101-104页 |
| 6.10 Company origin and job satisfaction | 第104页 |
| 6.11 Flexibility and job satisfaction | 第104-105页 |
| 6.12 Enthusiasm and job satisfaction | 第105-106页 |
| 6.13 Passion and job satisfaction | 第106-107页 |
| 6.14 Host country language ability and job satisfaction | 第107-109页 |
| 6.15 Summary | 第109-111页 |
| 7 Conclusion, Innovative points,Implications and Research Limitations | 第111-116页 |
| 7.1 Conclusion | 第111-112页 |
| 7.2 Innovative points | 第112-113页 |
| 7.3 Practical implications | 第113-115页 |
| 7.4 Limitations and suggestions for further research | 第115-116页 |
| References | 第116-127页 |
| Appendix 1 Table of key concepts | 第127-128页 |
| Appendix 2 Interview questions | 第128-130页 |
| Appendix 3 Questionnaire for the quantitative analyses | 第130-135页 |
| 作者简历及在学研究成果 | 第135-138页 |
| 学位论文数据集 | 第138页 |
