【作者简介】刘玉照，李一凡，上海大学

【文章来源】《社会学评论》2026年第1期

【内容提要】本研究以北非某中国家电企业为案例，分析中国跨国企业 内存在的看似冗余的孪生结构的形成、运作与固化机制。研究基于“委托-代理”视角，运用“利益-规范”双重博弈分析框架，尝试构建跨国人力 资源配置的决策效用模型，以揭示决策的社会过程。研究发现，跨国企业 经营目标兼具战略统一性与经营地方性，当东道国人力资源存量难以适 配企业跨国经营目标时，委托人倾向于在组织内部建构“孪生结构”，通过 两个族群成员间的“区隔式合作”实现跨文化协作。然而，在规范不同和 相互了解有限的互动情境中，微观层面的标签化印象强化与负反馈信息 传递受阻，可能导致孪生结构长期固化。 

【关键词】跨国人力资源配置 / 孪生结构 / 区隔式合作 / 利益-规范双重博弈

【全文链接】http://src.ruc.edu.cn/CN/Y2026/V14/I1/96

The Twin Organizational Structure and Its Solidification in Chinese Multinationals：A Case Study of a Chinese Home Appliance Enterprise in North Africa

Abstract: This study takes a Chinese home appliance enterprise operating in North Africa as a case to analyze the formation, operation, and solidification mechanisms of seemingly redundant twin structures that are widely observed in Chinese mul⁃tinational enterprises. Drawing on the principal-agent perspective and employing a dual-game analytical framework of interest and norms, the study aims to develop a decision-utility model for cross-border human resource allocation, thereby revealing the social processes underlying decision-making. The business objectives of multinational enterprises combine strategic unity with operational localization.When the host country’s human resource pool cannot meet the firm’s cross-border objectives, principals tend to establish an internal“twin structure”, through which “segmented cooperation”between two ethnic groups facilitates cross-cultural collaboration. However, under conditions of divergent normative constraints and limited mutual understanding, micro level interaction may reinforce labeling impressions and hinder the reception of negative feedback, potentially leading to the long-term solidification of the twin structure.