In human resource management several works has acquired (Paauwe and Boselie, 2002; Barney, 1991; Delery, 1998) the perspective of RBV (resource-based view) perspective which enhances the competitive benefit achievement by means of resource utilization of the organization through employees. The theory of resource based view affected strategic management thinking alteration from an inside out approach to outside-in approach (Wright et al 2001). It is applied specifically to HRM field because people enhances the inimitability, properties, non substitution, rareness and considerations of value that are important conditions for the success of organization (Barney, 1991). Fields et al (2000) and Nyambegera et al (2000) argue that the variables of context specifically national culture have an impact on options of human resource management strategies. The focus is derived from Multinational Corporations because expanded literature (Youndt et al, 1996) has set up that it is similar to select multinational corporations in any study denoting relationships between human resource management performance and practices enhanced on the fact that such organizations are placed better to use the practices of human resource management in their management than local organizations. Particularly Panayotopoulou, et al (2003) supports the notion that though multinational corporations are big, they have greater market and organizational performance than small organizations.
人力资源管理中的几部作品已经获得（保维和boselie，巴尼，2002；1991；Delery，1998）资源基础理论的观点（Resource-based View）的角度，提高组织的资源利用效益的成绩通过员工的竞争。资源基础理论的观点影响了战略管理的内外在方法外面思维改变（赖特等人2001）。它是专门应用于人力资源管理领域，因为人们提高奇葩，性质，非替代的价值，是组织成功的重要条件和稀有的考虑（Barney，1991）。田野等人（2000）和nyambegera等人（2000）认为，语境是民族文化的变量对人力资源管理的策略选择的影响。重点是来自跨国公司因为扩大文学（youndt等人，1996）已经建立，它类似于选择跨国公司在任何研究表示之间的关系，人力资源管理绩效的提高和实践的事实，这样的组织是放在更好地在他们的管理使用的人力资源管理实践比当地的组织。特别是panayotopoulou，等人（2003）支持的概念，虽然跨国公司是大的，他们有更大的市场，比小的组织性能。
