高技能工人流入匈牙利一個關于副產(chǎn)品的外商直接投資外文翻譯

1、<p><b>　　中文3230字</b></p><p>　　本科畢業(yè)論文外文翻譯</p><p>　　外文題目：The inflow of highly skilled workers into Hungary: a by-product of FDI </p><

2、p>　　出 處：The Journal of Technology Transfer, 2008, Volume 33, Number 4, Pages 422-438 </p><p>　　作 者： Annamária Inzelt </p><p><b&

3、gt;　　原 文：</b></p><p>　　The inflow of highly skilled workers into Hungary: a by-product of FDI</p><p><b>　　Abstract</b></p><p>　　The paper examines the flow of h

4、ighly skilled workers employed by foreign companies in Hungary. It explores the relationship between foreign direct investment (FDI) and tacit knowledge flows through the mobility of highly qualified workers in this age

5、of globalisation. The paper shows that mobility is a very important factor in the transfer of knowledge linked to the movement of capital—to FDI. The paper analyses the potential transfer of knowledge and skills from adv

6、anced market economies to Hu</p><p>　　Keywords FDI Brain-circulation CEE</p><p>　　1 Introduction</p><p>　　Foreign direct investment (FDI) is a relatively new phenomenon in Centra

7、l and Eastern European Countries (CEECs). The transition of CEECs towards market economies made them an important target for foreign investors. FDI has played a fundamental role in the transformation of the Hungarian eco

8、nomy. Foreign shareholdings changed rapidly during the transition period, but the percentage of ordinary shares or of voting rights in an enterprise were not a reliable indicator since, on many occasions, rel</p>

9、<p>　　In the internationalised economy, one of the most important stimulators of mobility is business—principally in the shape of foreign direct investors.1 Clearly, business-driven migration both can and does play

10、an important role in acquiring and disseminating knowledge and in aggregating skills for the purpose of generating still further knowledge. Mobility of highly skilled workers (HSWs) is a by-product of FDI. The brain-gain

11、 in managerial and technological fields is extremely crucial for the tr</p><p>　　Among the different types of business-led immigrants, the first to arrive in Hungary in the initial phase of transition were,

12、of course, managers. Foreign owners came here (or seconded existing employees) for the initial years of FDI—either to smooth out the collaboration process or simply to train locals in the jobs, whilst applying tight cont

13、rols. The importance of seconded Chief Executive Officers (CEOs) should not be underestimated inthe process of knowledge-flow, of the transfer of technolo</p><p>　　In the late 1990’s, other types of professi

14、onals were also imported by business: professionals such as development engineers and designers. As a result, many different types of knowledge assets flowed into the country, channelled through these professions. This p

15、rocess is consistent with global tendencies. The globalising learning economy needs more mobile human resources, and the assumption is that the mobile person transfers his/her embodied knowledge on a job-to-job,employer-

16、to-employer and s</p><p>　　This study focuses on the business-led incomers to Hungary employed by foreign (affiliated) companies in those highly skilled jobs normally requiring higher education degrees. Such

17、 jobs may be either more or less sophisticated than the worker’s previous one, but differences in the level of sophistication among such types of job is well beyond the scope of the present survey.</p><p>　　

18、The Hungarian regulations regarding the employment of foreign HSWs are not complicated for FDI-related employees. When the mother company is located outside of Hungary and the CEO of the Hungarian affiliate is a foreign

19、highly skilled worker, no working permissions or registrations are needed in Hungary. The rule is similar if the employee is the CEO or member of the Board of Supervision of a partially or totally foreign-owned company.

20、If the individuals are employed by partially or totally fore</p><p>　　Foreign owners may manage the employment of their posted highly-skilled workers in another way: the person remains on the payroll of the

21、mother company. In this case, there is no need for any permission from the Hungarian authorities. The sending company charges the cost of service to the firm located in Hungary.</p><p>　　The inflow of more h

22、ighly educated people may become a genuine ‘‘brain-gain’’ if these individuals are seriously involved in economic, developmental or scientific activities and, under the circumstances of transition, foreign affiliates (an

23、d companies in which foreign investment is significant) seem to offer good examples for studying business-driven mobility and migration, and for examining gains in highly skilled human resources. The supplementary knowle

24、dge on which we are focusing may help su</p><p>　　2 Research focus</p><p>　　The main purpose of this paper is to study the mobility of HSWs as a by-product of FDI and the potential resulting tra

25、nsfer of knowledge. Focusing on FDI-led mobility as one among the channels for the transmission of knowledge, we hypothesise that two main aims may explain why foreign investors employed these channels and posted their e

26、mployees into newly acquired companies, or into green-field investments.</p><p>　　The first aim would be to develop absorptive capacity in a new corporate investment through homophony—the lateral socialisati

27、on mechanism between home and host country. This process requires managers who are involved in the top management team or who lead the company in the host country. Our reference term for this group is ‘‘socialization’’.&

28、lt;/p><p>　　The second aim would be to transfer knowledge—whether this has the purpose of upgrading the company in the host country or in the home country. Such postings demand different groups of professionals

29、, from managers to engineers and technicians possessing substitutive or more advanced knowledge than previously available. Our reference term for this group is ‘‘essential knowledge’’.</p><p>　　In a previous

30、 study, it was shown that where posted migrants were concerned, managerial knowledge proved to be the bulk of skill transfer (Inzelt 2003). These thoughtprovoking findings encouraged us to reprocess the collected data an

31、d to attempt to use the original sample for analysing skill-flow, focusing on the investor-host country relationship; in addition, in 2005, we approached the same companies once more to study the chronological features o

32、f FDI-led highly skilled mobility.</p><p>　　The key issue of this article—opportunities for knowledge transfer through brain circulation—derives from three quite distinct sectors within the academic literatu

33、re: research on knowledge (Saviotti 1996; Polanyi 1962; Nelson and Winter 1977; Senker and Faulkner 1996); research on the mobility of HSWs (Findlay et al. 1994; Salt 1997; Mahroum 1999; Gaillard and Gaillard 1998; North

34、 1995; Davenport 2004); and research on management and organisation in the context of foreign investment (Dunning 199</p><p>　　It is not easy to study the mobility of HSWs and transfer of knowledge through m

35、obility since there is a scarcity of data and indicators, and even the measuring method is methodologically unsound. There is a gap between what we want to understand and what we are able to measure. Intra-firm migration

36、 or mobility is a known phenomenon, although little empirical evidence is available. Studying this topic is not easy since business organizations are usually reluctant to afford insight into this proc</p><p>

37、;　　This study employs data collected through a novel pilot survey that examined the inflow of HSWs working at foreign-owned companies in Hungary.</p><p>　　The Higher Educated immigrants employed at the forei

38、gn owned companies may split into two large groups: (1) Business-led migrants are those who were posted or recruited by business. Business-driven flow includes employment-driven and employment initiated flows. In the fir

39、st case FDI accompanying immigrants are employees of the investors’companies and business is posting them from one location to another one. Employment as initiator may headhunt specialists or recruits new employees throu

40、gh diffe</p><p>　　In this paper, we describe several findings of a pioneering survey. The aim of this survey was to explore the relationship between FDI and highly skilled migration, and so the question was

41、whether the penetration of FDI into Hungary was accompanied by the appearance of international mobility, that is to say, what foreign investors are bringing to the country in brain-circulation. Do foreign investors bring

42、 highly skilled people into Hungary to upgrade the knowledge-level in various fields? The s</p><p>　　3 Methodology</p><p>　　The literature that deals with measurement issues is not very rich. Hu

43、man resources devoted to science and technology (HRST) manuals (the Frascati Manual 2002; and the Canberra Manual 1995) and classifications (UN 1998) simply touch upon migration-related definitions of this particular pop

44、ulation sector, whilst the latter classification provides the conceptual work for measuring HRST. In this way, the HRST population is broader than a simple group of scientists who are usually talented individua</p>

45、<p><b>　　譯 文：</b></p><p>　　高技能工人流入匈牙利：一個關于副產(chǎn)品的外商直接投資</p><p><b>　　摘要</b></p><p>　　本文探討了大量高技能工人流入匈牙利外商企業(yè)的現(xiàn)象。研究了在全球化時代中外商直接投資與通過高技能工人帶來的隱性知識流入之間的關系。本文

46、表明，流動性是知識的流動和資本流動——外商直接投資聯(lián)系的重要因素。本文分析了匈牙利高科技市場中隨著外商直接投資而來的潛在的知識和技能的轉(zhuǎn)移。該分析是基于貿(mào)易導向的開創(chuàng)性調(diào)查。</p><p>　　關鍵詞：外商直接投資 知識循環(huán) 中東歐</p><p><b>　　1簡介</b></p><p>　　外商直接投資（FDI）在中東歐國家（CEEs

47、）是一種比較新的現(xiàn)象。中東歐國家正處于向市場經(jīng)濟轉(zhuǎn)型的階段，所以他們對外商直接投資很重視。外商直接投資在匈牙利經(jīng)濟轉(zhuǎn)型中起著至關重要的作用。在過渡時期，外資持股變化很快，但普通股和投票權股的比例到目前為止并不能作為一個衡量公司管理權的可靠的指標。因為在很多情況下，僅有少部分的外商直接投資會使得公司的管理受到影響。</p><p>　　在國際化的經(jīng)濟中，貿(mào)易（主要是外商直接投資的形成）是刺激流動產(chǎn)生的一個最重要的因

48、素。顯然，貿(mào)易驅(qū)動型移民能夠在獲取知識和技能、傳播及聚集更高知識含量的人才等方面起到重要的作用。高技能工人流動（HSWs）是外商直接投資的產(chǎn)物。在經(jīng)濟轉(zhuǎn)型過程，技術升級也就是管理和技術領域升級極其重要的因素。</p><p>　　在以不同類型的商業(yè)為主導的移民中，第一批在經(jīng)濟轉(zhuǎn)型初期進入匈牙利的是管理人員。外國企業(yè)在外商直接投資初期來到這里，無論是為了合作的順利而直接借調(diào)自己本公司的員工來這里，或是培訓當?shù)氐膯T工

49、進行工作，都會在工作中進行嚴格控制。我們不應該低估知識技術轉(zhuǎn)移的過程中行政總裁借調(diào)的重要性。在技術轉(zhuǎn)移中不斷變化的規(guī)則和日常行為準規(guī)則也很重要，也應被重視。</p><p>　　在20世紀90年代后期，其他類型的專業(yè)人士也隨著貿(mào)易進入本國,如開發(fā)工程師和設計師。因此，許多不同類型的知識資產(chǎn)也通過這種渠道流入本國。這個過程與全球的趨勢是一樣的。全球化的經(jīng)濟需要更多高知識高水平的人才。假設流動人員的知識轉(zhuǎn)移是體現(xiàn)跨越

50、國界和地區(qū)的工作對工作，雇員對雇員，部門對部門上的，那么我們要理解的就是外商直接投資接受過的高技能工人流動概況。</p><p>　　本文重點研究因貿(mào)易導向而受雇于匈牙利的外國（附屬）公司的人，這些人往往需要有高技術、高學歷，他們在匈牙利的工作也通常比他們以前的工作更為復雜，而且復雜的程度遠遠超過目前所能調(diào)查到的。</p><p>　　匈牙利的法規(guī)對外商直接投資企業(yè)的外國高技能工人的要求并

51、不復雜。當母公司位于匈牙利以外國家，匈牙利子公司的首席執(zhí)行官是一個高技能的外國管理者，他在匈牙利工作并不需要工作許可或者登記。類似的是，如果雇員是合資或外商獨資企業(yè)的總經(jīng)理或者董事會成員也不需要獲得許可或登記。如果個人被聘用為合資或外商獨資企業(yè)的其他崗位，根據(jù)對等原則，雇員必須遵守母公司所在國的各項規(guī)定。歐盟的幾個成員國規(guī)定，收入者需要得到匈牙利授權的工作許可。在此情況下，匈牙利和外商直接投資的輸出國之間在外國雇員的配額上有一個雙邊協(xié)議

52、，只要在配額內(nèi)，都是不用登記和被允許的。在其他一些情況下，外國雇員不需要任何行政步驟。這取決于匈牙利和外商直接投資輸出國之間的國際關系。</p><p>　　外國所有者可以以另一種形式管理他們本國的高技能職工：員工保有其在本國母公司的工資水平。這樣就不需要有任何來自于匈牙利當局的授權。母公司負擔匈牙利子公司的一切開銷。</p><p>　　流入匈牙利的那些受過高等教育的工人如果真的參與到經(jīng)

53、濟發(fā)展、科學活動中去，那么他們很有可能成為一個真正的高科技人才。在這種過渡的情況下，外國的附屬公司（以及外國投資對其極為重要的公司）似乎提供了一個學習貿(mào)易導向型流動和移民很好的例子，也給審查高技術人力資源的收益提供了資源。另外一個讓我們關注是對輸入國相對低創(chuàng)新員工的補償問題。</p><p><b>　　2研究重點</b></p><p>　　本文的主要目的是研究一個

54、副產(chǎn)品的外商投資所帶來的高技術工人轉(zhuǎn)移和知識轉(zhuǎn)移所造成的潛在結(jié)果。主要集中在外商直接投資導向作為知識傳播的一種渠道，我們假設他們讓員工進入新收購的公司或是綠色投資領域有兩個目標。</p><p>　　第一個目標是在新投資的公司通過確定與當?shù)叵嗨频闹骰{(diào)制定具有吸引力的內(nèi)涵——東道國和母國之間的橫向社會體制。這個過程要求高層管理機構的參與。我們把這個團隊稱作“社會化”。</p><p>　　

55、第二個目標是傳授知識——無論這是否是以在東道國和母國提升公司為目的。這就要求各領域的專家，從經(jīng)理到工程師以及技術人員擁有比以前更豐富的知識，具有更強的可替代性和先進性。我們稱改團隊為“必要知識”。</p><p>　　之前的研究表明，移民的遷移其實也就是知識的遷移（英澤特2003）。這個發(fā)人深省的調(diào)查結(jié)果鼓勵我們收集數(shù)據(jù)，并嘗試用初始的例子分析技術流動，重點放在投資國與被投資國之間的關系。此外，在2005年，我們

56、通過對同一家公司的研究得出外商直接投資導向的高技能工人流動的時間特征。</p><p>　　這篇文章的重點事件——通過技術交流的知識轉(zhuǎn)移——來自三個不同領域的學術文獻：知識研究（莎菲提1996；波蘭尼1962；尼爾遜和溫特1977；森克和福克納1996）；高技能工人的流動（芬德利1994；索特1997；莫柔1999；蓋拉德1998；諾斯1995；達文波特2004）；管理和外商投資的研究（鄧寧1993；卡福斯199

57、6；德特尼奇2000；塔吉特1998）。</p><p>　　研究高技能工人的流動性和知識的轉(zhuǎn)移并不容易，由于數(shù)據(jù)和指標的缺乏，以及衡量方法缺乏方法論上的依據(jù)，致使我們在想知道什么和我們能夠衡量什么之間存在差距。企業(yè)內(nèi)部的遷移和流動是眾所周知的，但是這并不能作為可用的證據(jù)。研究這一主題并不容易，因為企業(yè)并不愿意接受這個過程的調(diào)查（溫克爾曼2002）。造成這一領域研究的稀缺的原因很多，最重要的是因為數(shù)據(jù)的稀少以及衡

58、量方面的困難。</p><p>　　本研究采用的是一種新型的實驗性調(diào)查，用來收集匈牙利的外資公司的高技能工人流入的數(shù)據(jù)。</p><p>　　外商獨資企業(yè)雇傭的高教育程度的移民可以分為兩大類：（1）貿(mào)易導向型移民：那些被貿(mào)易公司聘用的。貿(mào)易驅(qū)動的移民，包括就業(yè)驅(qū)動流和就業(yè)發(fā)起流。在第一種情況下伴隨外商直接投資而來的移民是投資公司雇員，貿(mào)易將他們從一個地方轉(zhuǎn)移到另外一個地方。就業(yè)引發(fā)劑是挖角

59、專家或是招募專家通過不同渠道在不同的外資公司轉(zhuǎn)移他們?nèi)ネ馍掏顿Y接受國家（被稱作轉(zhuǎn)移）。（2）求職者指這些為了找一份高技能的工作而進入該國并且成功的移民。</p><p>　　在本文中，我們講述了一些開拓性的調(diào)查結(jié)果。這項調(diào)查的目的是探討外商直接投資與高技能移民之間的關系，外商直接投資的深入是否會伴隨著國際性的流動現(xiàn)象，也就是說，外商直接投資為東道國帶來了怎樣的技術升級，外國投資者帶來的高技能工人在哪個領域提升匈牙

60、利的知識水平？因此，調(diào)查側(cè)重于外商投資者所代表的角色。無論實體?。粗挥幸粋€或少數(shù)幾個國家擁有）或?qū)嶓w很大的跨國公司（MNCs），我們都稱其為子公司，因為行為差異方面在過渡的初始時期并不重要(英澤特1994)。本文研究的是被外資企業(yè)招募的高技術員工（以后稱這部分人為轉(zhuǎn)移移民）。</p><p><b>　　3方法論</b></p><p>　　有關研究衡量方法的文獻并

61、不多。投入在科學和技術領域（HRST）的人力資源手冊（弗拉斯卡蒂手冊2002；堪培拉手冊1995）分類（聯(lián)合國1998）簡單觸及到與這個特殊部門的移民有關的定義。而后者分類提供了科學和技術領域概念性的定義。這樣，科學和技術領域的人數(shù)比僅是擁有個人的天賦的科學家要多的多，因為它不僅包括在實驗室里做研究的人，還包括諸如車間工程師，醫(yī)療人員以及財務經(jīng)理這一類人（見1991年工作組成；UEO2001；大衛(wèi)和付若瑞OECD STI1995，P.2

62、7；沃爾夫1996）。測量知識循環(huán)屬于不同的統(tǒng)計領域（尚未經(jīng)聯(lián)合國肯定）。知識循環(huán)的有效實現(xiàn)自然需要不同時間段的移民，特別是高技能的移民。我們要將他們分為兩大類：大部分人員組成科學領域人員，余下的少部分在科學技術領域被國家接受，因為他們在一定時期內(nèi)按規(guī)定獲得了高等學歷。個人被外資企業(yè)調(diào)入另一個國家屬于第一類。但我們應該記得外資企業(yè)，正如他會在本地勞動力市場正式招募勞動力一樣，可能會雇傭其他人?？茖W文獻中對雇員的定義是與其他一些官方定義不