1、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 exam
2、ines 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 impo
3、rtant 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. Keyw
4、ords 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 t
5、he 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 i
6、nfluence. 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 ski
7、lls 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 arr
8、ive 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
9、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 de
10、velopment 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 th
11、e 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 e
12、mployed 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
13、 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
14、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
15、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 quota
16、s 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 owne
17、rs 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 Hungar
18、y. 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
19、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
