CAJ | 학술논문

本文首先以威廉姆森的交易三维度作为分析工具，讨论哪些因素会对跨国公司．海外子公司管理层人员的选拔产生影响。海外子公司管理层人员的选择需要考虑诸多成本，如甄选和招聘成本、培训和内部化成本、控制和评价成本以及违约执行成本等等。究竟选择母公司外派还是当地人员担任海外子公司经理，决定于哪种方式的总成本更低。并通过实证分析对理论假设进行了验证。7个假设中有5个得到了验证，表明实证结果和理论推导是比较吻合的。
본문수선이위렴모삼적교역삼유도작위분석공구，토론나사인소회대과국공사．해외자공사관리층인원적선발산생영향。해외자공사관리층인원적선택수요고필제다성본，여견선화초빙성본、배훈화내부화성본、공제화평개성본이급위약집행성본등등。구경선택모공사외파환시당지인원담임해외자공사경리，결정우나충방식적총성본경저。병통과실증분석대이론가설진행료험증。7개가설중유5개득도료험증，표명실증결과화이론추도시비교문합적。
Based on the review of transaction cost theory, this paper proposes that when multinational corporations decide on whether to recruit expatriates or local managers, they have to consider a bunch of transaction costs, including selection and recruitment costs, training and internalization costs, monitoring and evaluation costs and enforcement costs. Only when the total costs of staffing expatriates are lower than staffing local managers, multinational corporations recruit expatriates. Then, this paper formulates a series of hypotheses on the basis of theory analysis. With a sample of 151 subsidiaries in China, an empirical study is constructed to test the hypotheses. Empirical results may clearly explain the paradox between the cost reduction principle and the costly recruitment of expatiates.