“一带一路”倡议使得中国走向世界的步伐更快。包括中国在内的世界各国，对国 际化人才的需求越来越大，国际化人才教育迎来了空前的发展。但由于中国的国际化教 育起步晚，跨文化国际教育管理经验匮乏，尤其是面对国际化的教师队伍，专业的跨文 化人力资源管理的理念与技术还相对滞后。对在华国际学校外籍员工管理进行的研究， 对于国际教育领域具有较大的学术价值和实践价值。研究这一领域，有利于让稀缺的国 际化教育工作者更好地发挥潜能，持续推动国际化教育的发展。 国际学校发展面临的最大问题是人才问题，无论是建校已久且管理体系成熟的学校 还是建校初期还在摸索自身管理体系的初创学校，人才都是制约其发展的重要因素。ZH 教育集团是华南地区富有影响力的国际教育集团，建立 16 年以来一直专注于中西合璧 的国际化教育。 本研究旨在运用跨文化人力资源管理理论对 ZH 集团的外籍员工的跨文化管理展开 诊断研究。首先，通过查阅大量国内外的研究文献，对外籍教师与外派人员的定义与分 类做出了较为详细的阐述，对跨文化管理理论研究的流派和发展脉络进行了梳理。在对 相关理论的研究和梳理的基础上，笔者结合自身工作经历，从 ZH 教育集团入手，运用 霍夫斯泰德的文化价值理论分析工具，采用问卷调查法、深度访谈法等研究方法，对 ZH 教育集团外籍员工人才管理现状进行诊断与分析，发现 ZH 集团外籍员工普遍认为 工作过程中存在跨文化的冲突，同时在管理资源配置上、员工关系管理和培训等方面都 存在一定的问题。本文针对诊断的问题，运用相关跨文化研究成果从文化融合、招聘管 理、员工关系管理、薪酬与福利管理这四个方面提出相应的改进建议。本研究将为 ZH 教育集团后期的形成国际教育板块的跨文化管理体系打下理论基础，以期为中国国际教 育学校的人力资源管理同行带来一些探索思路与启发。 关键词：跨文化管理；外籍员工管理；国际学校；霍夫斯泰德文化维度理论II Abstract The implementation of “One Belt, One Road” initiative has accelerated China"s pace of going global. All countries, including China, have a growing demand for international talents, and international education has ushered in an unprecedented development. However, due to the late start of China's international education, the lack of experience in cross-cultural international education management, especially in the face of international teachers, the philosophy and technology of professional cross-cultural human resource management is still poorly developed. The research on the management of foreign staff in international schools in China is of great academic and practical value in the field of international education. The study of this field is conducive to make the scarce international educators give full play to their potential and continuously promote the development of international education. The biggest issue the development of international schools facing is the talent. Whether it is a school that has been established for a long time and has a mature management system, or a newly established school that is still exploring its own management system at the initial stage of its establishment, talent is an important factor restricting its development. ZH education group is an influential international education group in South China. Since its establishment for 16 years, ZH education group has been focusing on the international education combining Chinese and western. This study focuses on the theory of cross-cultural management, through consulting a large number of domestic and foreign research literature, makes a more detailed description of the cross-cultural management theory, the definition and classification of foreign teachers and expatriates, and compiles the schools and development context of cross-cultural management theory research. On the basis of the research and carding of relevant theories, the author combined with his own work experience, starting from ZH education group, using Hofstede's cultural dimensions theory, through questionnaire survey, in-depth interview and other research methods, the author diagnosed and analyzed the current situation of management of foreign team in ZH education group, and then from the perspective of cultural integration, recruitment management, and employees relationship management, benefit and compensation management, this paper puts forward some suggestions for the improvement of management of foreign staff team. Through the above research, the author tries to lay a theoretical foundation for ZH education group to form a relatively complete cross-cultural management system in the international education industry in the future, and to bring some ideas andIII inspiration to the management team of international education schools of the same type as ZH education group. Keywords: Cross-culture Management/Foreign Employee Management/International School/ Hofstede's cultural dimensions theoryIV 目 录 摘要...........................................................................................................................................I Abstract ..................................................................................................................................... II 第一章 绪论..............................................................................................................................1 1.1 研究的背景和意义......................................................................................................... 1 1.1.1 研究背景.................................................................................................................. 1 1.1.2 研究意义.................................................................................................................. 3 1.2 文献综述......................................................................................................................... 4 1.2.1 国际学校外籍教师与自发型外派人员.................................................................. 4 1.2.2 霍夫斯泰德文化维度理论...................................................................................... 6 1.2.3 跨文化人力资源管理.............................................................................................. 7 1.3 研究内容与研究设计..................................................................................................... 9 1.3.1 研究目标.................................................................................................................. 9 1.3.2 研究方法及技术路径............................................................................................ 10 1.3.3 研究思路................................................................................................................ 10 第二章 ZH 教育集团外籍人才管理现状..............................................................................12 2.1 国际学校总体发展现状............................................................................................... 12 2.1.1 国际学校在国内教育市场的发展背景................................................................ 12 2.1.2 国际学校海内外的发展现状................................................................................ 13 2.1.3 对于国际学校的顾虑............................................................................................ 14 2.2 ZH 教育集团发展概况.................................................................................................. 14 2.2.1 ZH 教育集团简介................................................................................................... 14 2.2.2 ZH 教育集团企业文化与理念............................................................................... 15 2.2.3 ZH 教育集团组织架构........................................................................................... 16 2.2.4 ZH 教育集团外籍教师分布现状........................................................................... 17 2.3 ZH 教育集团战略发展规划.......................................................................................... 20 2.4 ZH 教育集团外籍人才管理上的问题与挑战.............................................................. 20 2.4.1 外籍员工人力资源管理的问题............................................................................ 20 2.4.2 优质外教引进的问题............................................................................................ 21V 2.4.3 外籍教师留存问题................................................................................................ 22 2.5 本章小结....................................................................................................................... 22 第三章 ZH 教育集团外籍人才管理问题诊断......................................................................23 3.1 问卷设计....................................................................................................................... 23 3.1.1 问卷设计的原则.................................................................................................... 23 3.1.2 问卷设计结构与问卷内容.................................................................................... 23 3.2 问卷发放与回收........................................................................................................... 24 3.3 调查问卷结果............................................................................................................... 24 3.3.1 跨文化管理部分的问题分析................................................................................ 24 3.3.2 基于霍夫斯泰德 5 个维度的调查问题分析........................................................ 25 3.4 深度访谈....................................................................................................................... 27 3.4.1 访谈内容与实施.................................................................................................... 28 3.4.2 访谈内容分析........................................................................................................ 28 3.5 ZH 教育集团外籍员工人才管理问题诊断.................................................................. 30 3.5.1 中外教职工队伍的文化融合度不高.................................................................... 30 3.5.2 外籍教师配比低流失率大.................................................................................... 31 3.5.3 外籍教师的文化适应性依赖招聘而轻视内训.................................................... 31 3.5.4 跨文化环境下的员工关系管理水平不足............................................................ 32 3.5.5 外籍员工薪酬福利存在一定管理风险................................................................ 32 3.6 本章小结....................................................................................................................... 33 第四章 外籍员工人才管理的对策........................................................................................34 4.1 加强跨文化管理促进中外教职工团队融合 ............................................................... 34 4.1.1 增加不同文化教师群体之间积极正面的接触.................................................... 34 4.1.2 将注意力从不同的文化群体转向独特的个体.................................................... 34 4.1.3 建立超越各自文化的统一的价值文化体系........................................................ 35 4.1.4 强化跨文化培训.................................................................................................... 35 4.2 加强外籍员工招聘管理............................................................................................... 36 4.2.1 拓展招聘渠道尽快实现外籍教师配比................................................................ 36 4.2.2 招聘环节增加跨文化背景的评估指标................................................................ 37 4.3 优化跨文化员工关系管理........................................................................................... 37VI 4.3.1 增加涉外法律法规的专业咨询服务.................................................................... 37 4.3.2 增加外事协调员的职能由被动到主动................................................................ 38 4.4 优化外籍员工薪酬福利管理....................................................................................... 38 4.4.1 薪酬标准制定........................................................................................................ 38 4.4.2 津贴方案调整........................................................................................................ 39 4.4.3 福利制度的优化.................................................................................................... 39 4.5 本章小结....................................................................................................................... 40 结 论........................................................................................................................................41。。。。。。以下内容略