1ENGLE A, MENDENHALL M, POWERS R, et al.Conceptualizing the global competency cube: a transnational model of human resource[J]. Journal of European Industrial Training,2001,25(7) :346-353.
2ENGLE A, MENDENHALL M. Transnational roles, transnational rewards: global integration in compensation [J]. Employee Relations,2004,26(6) :613-625.
3NOE R A,HOLLENBECK J R,GERHART B,et al. Human Resource Management-Gaining A Competitive Advantage[M]. London: McGraw-Hill, 2006:57-69.
4BLOOM M, MILKOVICH G T, MITRA A. International compensation: learning from how managers respond to variations in local host contexts[J].International Journal of Human Resource Management, 2002, 14 (8) : 1350- 1367.
5ARMSTRONG M, MURLIS H. Reward Management:A Handbook of Remuneration Strategy and Practice[M]. London:Kogan Page Limited, 1992: 23-37.
6EVANS P, LORANGE P. The two logics behind human resource management[M]//EVANS P, DOZ Y, LAURENT A. Human resource management in international firms: change, globalization, innovation. MacMillan : 1984:70-73
7PFEFFER J, SALANCIK G R. The External Control of Organizations-A Resource Dependence Perspective [M]. Stanford University Press: 2003:110-121.
8TAYLOR S,BEECHLER S,NAPIER N. Toward an integrative model of strategic international human resource management[J]. Academy of Management Review, 1996, 21(4) :959-985.
9TREGASKIS O. Learning networks, power and legitimacy in multinational subsidiaries[J].International Journal of Human Resource Management, 2003,14 (2) : 431-447,