标题： 如何在东道国员工在严格政府法规解除后焦虑感降低的情况下保持合规性：在仍在持续的新冠疫情背景下将资源保存理论应用于工作场所的尝试 显示英文标题

标题： How to maintain compliance among host country employees who are less anxious after strict government regulations are lifted: An attempt to apply conservation of resources theory to the workplace amid the still-unending COVID-19 pandemic

摘要： 设计/方法/途径 我们比较了2023年1月至3月武汉市813人的意识情况（武汉2023）以及2020年2月至5月中国东部和南部地区2,973人的意识情况（中国2020），这些数据是通过在每个时期在日本当地子公司进行的问卷调查获得的。 目的 随着冠状病毒大流行不再像以前那样可怕，世界各国出现了一种趋势，即取消政府实施的严格行为限制。 海外子公司应该如何调整人力资源管理方式以应对这些制度变化？ 为了解决这个问题，本文研究了在新冠疫情期间，政府实施和解除严格行为限制后，当地子公司员工心态发生了哪些变化。 发现 结果表明，基于资源保存（COR）理论的分析模型可以应用于中国2020和武汉2023。 然而，在疫情期间政府行为限制启动和解除后，当地子公司员工的焦虑、疲劳、遵从性、离职意愿以及心理和社会资源之间的关系发生了变化，这表明管理者需要根据这些变化调整人力资源管理实践。 创新性/价值 这是第一项比较政府法规开始后的数据和法规解除后的数据的研究。 因此，这项研究提出了一种新的分析框架，公司，尤其是缺乏本地信息的外国附属公司，可以参考该框架来适当应对灾害，这在灾害性质和影响发生变化的同时，预测员工意识的变化，从而扩大损害。 显示英文摘要

摘要： Design/methodology/approach We compared the awareness of 813 people in Wuhan city from January to March 2023 (Wuhan 2023) and 2,973 people in East and South China from February to May 2020 (China 2020) using responses to questionnaires conducted at Japanese local subsidiaries during each period. Purpose As the coronavirus pandemic becomes less terrifying than before, there is a trend in countries around the world to abolish strict behavioral restrictions imposed by governments. How should overseas subsidiaries change the way they manage human resources in response to these system changes? To find an answer to this question, this paper examines what changes occurred in the mindset of employees working at local subsidiaries after the government's strict behavioral restrictions were introduced and lifted during the COVID-19 pandemic. Findings The results showed that the analytical model based on conservation of resources (COR) theory can be applied to both China 2020 and Wuhan 2023. However, the relationship between anxiety, fatigue, compliance, turnover intention, and psychological and social resources of employees working at local subsidiaries changed after the initiation and removal of government behavioral restrictions during the pandemic, indicating that managers need to adjust their human resource management practices in response to these changes. Originality/value This is the first study that compares data after the start of government regulations and data after the regulations were lifted. Therefore, this research proposes a new analytical framework that companies, especially foreign-affiliated companies that lack local information, can refer to respond appropriately to disasters, which expand damage while changing its nature and influence while anticipating changes in employee awareness.