随着经济一体化的进展,全球竞争态势愈演愈烈。以跨国企业为代表的组织为维持优势采取重组、并购、外包、裁员等变革手段,组织结构在适应这种动荡中变得更灵活多变,极大冲击着传统的雇佣关系。同时,科技的进步和知识经济的繁荣,带动了全球经济的发展,也产生了各种新的工作机会。多种不确定因素触发了雇员从追求终身雇佣转变为追求终身可雇佣。企业面临的难题不仅是寻找合适的人才,更重要的是能留住人才并发挥所长。所选择的员工能顺应时代的要求,与企业发展相适应,共同创造企业的竞争优势。这一切关键在于提升员工的可雇佣性能力。这个正是跨国企业在华子公司对外招募重点宣扬的内容,但是为什么东道国员工在企业里发展到一定阶段反而“逆本地化”?为了深入研究上述问题,本研究将上述问题进一步转化为可雇佣性心理契约的建立、人一组织匹配和员工行为选择之间的关系。 With the progress of economic integration, the trend of global competition intensified. Organizations represented by multinational corporations have adopted such reform measures as reorganization, mergers and acquisitions, outsourcing and layoffs in order to maintain their advantages. Organizational structures have become more flexible and adaptable to such turmoil, greatly impacting the traditional employment relationship. At the same time, the progress of science and technology and the prosperity of the knowledge-based economy have brought about the development of the global economy and created various new job opportunities. A variety of uncertainties have triggered the shift of employees from the pursuit of lifetime employment to the pursuit of lifetime employment. The challenge for enterprises is not only to find the right people, but more importantly to retain the talents and make the best use of them. The selected employees can adapt to the requirements of the times and adapt to the development of enterprises and jointly create their competitive advantages. The key to all this is to improve the employability of employees. This is exactly what foreign multinational corporations are recruiting in China. However, why did the host country workers develop to a certain stage instead of “reverse localization?” In order to further study the above problems, this study further converts these problems into The establishment of employable psychological contract, the relationship between people-organization match and employee behavior choice.