高技能工人流入匈牙利：一个关于副产品的外商直接投资外文翻译

中文 3230 字 本科毕业论文外文翻译 外文题目： The inflow of highly skilled workers into Hungary: a by-product of FDI 出 处： The Journal of Technology Transfer, 2008, Volume 33, Number 4, Pages 422-438 作 者： Annamria Inzelt 原 文： The inflow of highly skilled workers into Hungary: a by-product of FDI Abstract The paper examines the flow of highly 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 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 advanced market economies to Hungarian companies as accompanying FDI. The analysis is based on a pioneering survey on business-led mobility. Keywords FDI Brain-circulation CEE 1 Introduction Foreign direct investment (FDI) is a relatively new phenomenon in Central 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 economy. 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, relatively minor foreign investors exercised management influence. 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 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 in managerial and technological fields is extremely crucial for the transition economies. Among the different types of business-led immigrants, the first to arrive in Hungary in the initial phase of transition were, 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 controls. The importance of seconded Chief Executive Officers (CEOs) should not be underestimated inthe process of knowledge-flow, of the transfer of technology and in changing both corporate rules and behavioural routines. In the late 1990s, other types of professionals 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 process 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-to-employer and sector-to-sector basis,across borders and regions. In consequence, it is important to understand the profile of HSWs for FDI-receiving countries. 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 jobs may be either more or less sophisticated than the workers previous one, but differences in the level of sophistication among such types of job is well beyond the scope of the present survey. 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 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. If the individuals are employed by partially or totally foreignowned companies in any other position, the employer has to follow various rules specific to the employers country of origin, according to the principle of reciprocity. In the case of several EU member states, the incomers need work permission from the Hungarian authorities. In the case that there is a bilateral contract between Hungary and the sending country establishing quotas on foreign employees, registration and permission were not required so long as these quotas were not exceeded. In several other cases, the foreign employers do not require any administrative steps. This depends on the international relationship between the sending country and Hungary. Foreign owners may manage the employment of their posted highly-skilled workers in another way: the person remains on the payroll of the 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. The inflow of more highly 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 (and 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 knowledge on which we are focusing may help substantially to compensate for the relatively low innovative performance of these receiving countries. 2 Research focus The main purpose of this paper is to study the mobility of HSWs as a by-product of FDI and the potential resulting transfer 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 employees into newly acquired companies, or into green-field investments. The first aim would be to develop absorptive capacity in a new corporate investment through homophony the lateral socialisation 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. 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, from managers to engineers and technicians possessing substitutive or more advanced knowledge than previously available. Our reference term for this group is essential knowledge. In a previous 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 and 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 of FDI-led highly skilled mobility. The key issue of this article opportunities for knowledge transfer through brain circulation derives from three quite distinct sectors within the academic literature: 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 1995; Davenport 2004); and research on management and organisation in the context of foreign investment (Dunning 1993; Caves 1996; Dutrenit 2000; Taggart 1998). It is not easy to study the mobility of HSWs and transfer of knowledge through mobility 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 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 process (Winkelmann 2002). The scarcity of studies in this field is thus due to many factors, the most important amongst them being the lack of data and the general difficulties in measuring the phenomenon. This study employs data collected through a novel pilot survey that examined the inflow of HSWs working at foreign-owned companies in Hungary. The Higher Educated immigrants employed at the foreign 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 first case FDI accompanying immigrants are employees of the investorscompanies and business is posting them from one location to another one. Employment as initiator may headhunt specialists or recruits new employees through different channels in different foreign countries to post them to the investment recipient country (referred to as posted). (2) Job-seekers are those immigrants who came into the country seeking highly skilled jobs for any reason and whose search was successful. 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 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 highly skilled people into Hungary to upgrade the knowledge-level in various fields? The survey, therefore, focuses on the role of foreign investors: entities are either small (that is, owned by one or by a small number of foreign nationals) or they are giant multinational companies (MNCs). We refer to all as subsidiaries, since behavioural differences were not important in the initial years of transition (Inzelt 1994). The population examined in this study is that of posted or recruited HS immigrants working for foreign-owned companies (further references to this group as a whole will be simply designated as posted migrants). 3 Methodology The literature that deals with measurement issues is not very rich. Human 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 population 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 individuals, as it includes not only those working in research and development laboratories but also personnel such as shop-floor engineers,medical salesman and financial managers (see the discussion of term in Cheese 1991; UOE 2001; David and Foray OECD STI 1995, p. 27; Wolff 1996). The measurement of braincirculation belongs to different (as yet un-harmonised) statistical domains. The effective realisation of brain-gain naturally takes different periods of time for different groups of immigrants, and, if we are to focus on HSW immigrants amongst the newcomers to a country, we need to divide them into two distinct groups. The greater part consists of incoming established HS personnel. A second part is only in the pipeline of HRST in the receiving country because of a period devoted to the accreditation of their HE degree under the rules and regulations. Personnel posted to a country by foreign-owned companies belong to the first group, although it should be remembered that foreign-owned companies, as normal recruiters in the local labour market, may also employ other new arrivals. Definitions employed in scientific literature differ from the definitions found in official documents.2 The length (of time) dimension is important in these notions but it does not enjoy overall priority among all other factors. As Avveduto and Brandi (2001) summarised the matter, the literature sometimes uses the term skilled international migration, skilled international labour circulation, professional transients, migration of expertise and quality migration (see more details in Inzelt 2003). 译 文： 高技能工人流入匈牙利：一个关于副产品的外商直接投资 摘要 本文探讨了大量高技能工人流入匈牙利外商企业的现象。研究了在全球化时代中外商直接投资与通过高技能工人带来的隐性知识流入之间的关系。本文表明，流动性是知识的流动和资本流动 外商直接投资联系的重要因素。本文分析了匈牙利高科技市场中随着外商直接投资而来的潜在的知识和技能 的转移。该分析是基于贸易导向的开创性调查。 关键词 ：外商直接投资 知识循环 中东欧 1 简介 外商直接投资（ FDI）在中东欧国家（ CEEs）是一种比较新的现象。中东欧国家正处于向市场经济转型的阶段，所以他们对外商直接投资很重视。外商直接投资在匈牙利经济转型中起着至关重要的作用。在过渡时期，外资持股变化很快，但普通股和投票权股的比例到目前为止并不能作为一个衡量公司管理权的可靠的指标。因为在很多情况下，仅有少部分的外商直接投资会使得公司的管理受到影响。 在国际化的经济中，贸易（主要是外商直接投资的形成）是刺激 流动产生的一个最重要的因素。显然，贸易驱动型移民能够在获取知识和技能、传播及聚集更高知识含量的人才等方面起到重要的作用。高技能工人流动（ HSWs）是外商直接投资的产物。在经济转型过程，技术升级也就是管理和技术领域升级极其重要的因素。 在以不同类型的商业为主导的移民中，第一批在经济转型初期进入匈牙利的是管理人员。外国企业在外商直接投资初期来到这里，无论是为了合作的顺利而直接借调自己本公司的员工来这里，或是培训当地的员工进行工作，都会在工作中进行严格控制。我们不应该低估知识技术转移的过程中行政总裁借调的重要性。在技术转移中不断变化的规则和日常行为准规则也很重要，也应被重视。 在 20 世纪 90 年代后期，其他类型的专业人士也随着贸易进入本国 ,如开发工程师和设计师。因此，许多不同类型的知识资产也通过这种渠道流入本国。这个过程与全球的趋势是一样的。全球化的经济需要更多高知识高水平的人才。假设流动人员的知识转移是体现跨越国界和地区的工作对工作，雇员对雇员，部门对部门上的，那么我们要理解的就是外商直接投资接受过的高技能工人流动概况。 本文重点研究因贸易导向而受雇于匈牙利的外国（附属）公司的人，这些人往往需要有高技术、高学历，他 们在匈牙利的工作也通常比他们以前的工作更为复杂，而且复杂的程度远远超过目前所能调查到的。 匈牙利的法规对外商直接投资企业的外国高技能工人的要求并不复杂。当母公司位于匈牙利以外国家，匈牙利子公司的首席执行官是一个高技能的外国管理者，他在匈牙利工作并不需要工作许可或者登记。类似的是，如果雇员是合资或外商独资企业的总经理或者董事会成员也不需要获得许可或登记。如果个人被聘用为合资或外商独资企业的其他岗位，根据对等原则，雇员必须遵守母公司所在国的各项规定。欧盟的几个成员国规定，收入者需要得到匈牙利授权的工作许可。在此 情况下，匈牙利和外商直接投资的输出国之间在外国雇员的配额上有一个双边协议，只要在配额内，都是不用登记和被允许的。在其他一些情况下，外国雇员不需要任何行政步骤。这取决于匈牙利和外商直接投资输出国之间的国际关系。 外国所有者可以以另一种形式管理他们本国的高技能职工：员工保有其在本国母公司的工资水平。这样就不需要有任何来自于匈牙利当局的授权。母公司负担匈牙利子公司的一切开销。 流入匈牙利的那些受过高等教育的工人如果真的参与到经济发展、科学活动中去，那么他们很有可能成为一个真正的高科技人才。在这种过渡的情况下，外国的附属公司（以及外国投资对其极为重要的公司）似乎提供了一个学习贸易导向型流动和移民很好的例子，也给审查高技术人力资源的收益提供了资源。另外一个让我们关注是对输入国相对低创新员工的补偿问题。 2 研究重点 本文的主要目的是研究一个副产品的外商投资所带来的高技术工人转移和知识转移所造成的潜在结果。主要集中在外商直接投资导向作为知识传播的一种渠道，我们假设他们让员工进入新收购的 公司或是绿色投资领域有两个目标。 第一个目标是在新投资的公司通过确定与当地相似的主基调制定具有吸引力的内涵 东道国和母国之间的横向社会体制。这个过程要求高层管理机构的参与。我们把这个团队称作“社会化”。 第二个目标是传授知识 无论这是否是以在东道国和母国提升公司为目的。这就要求各领域的专家，从经理到工程师以及技术人员拥有比以前更丰富的知识，具有更强的可替代性和先进性。我们称改团队为“必要知识”。 之前的研究表明