跨国公司交际语境下的文化冲突与中国员工的跨文化敏感

摘要

本文对跨国公司交际语境下的文化冲突与中国员工的跨文化敏感进行了探讨。文章采用定量分析，根据庞迪的文化冲突模式理论和班尼特的跨文化敏感的理论，采用海默尔和班尼特的跨文化敏感调查表及普特南和威尔逊(1982)的文化冲突风格调查表，对跨国公司内的中国员工进行了跨文化敏感以及文化冲突风格的问卷调查。通过使用SPSS14.0软件分析了两个变量的皮尔森相关系数。其结果显示跨文化敏感和冲突解决风格之间存在显著的关联。调查发现随着跨文化敏感度的升高，中国员工对文化冲突的解决方式明显地出现了对称性分布，即在较低的以本国文化为中心的跨文化敏感度的三个阶段，中国员工的文化冲突风格明显地受到了中国文化的影响，而采用在中国文化中的文化冲突风格；在较高的文化相关的跨文化敏感度的三个阶段，中国员工的文化冲突风格则逐渐倾向采用异文化的文化冲突风格。这种结果表明跨文化敏感度与文化冲突风格有着显著的关系，而跨文化敏感度的高低的确对文化冲突的解决起到了关键的作用。该结果也对庞迪的冲突模式进行了补充，使之能够适应跨文化语境下的文化冲突。

目录

文摘

英文文摘

声明

Chapter Ⅰ Introduction

1.1 Background

1.2 Rationale

1.3 The Subject and the Purpose of the Study

1.4 The Possible Significance of the Study

1.5 The Outline of the Study

Chapter Ⅱ Literature Review

2.1 Definition of Conflict

2.1.1 Definitions of Culture

2.1.2 Definitions of Communication

2.1.3 Definitions of Conflict

2.2 The Origin of Cultural Conflict in Multinational Corporations

2.2.1 Language Barriers

2.2.2 Cultural Values

2.2.3 Perceptions

2.2.4 Ways of thinking

2.2.5 Beliefs

2.2.6 The Origin of Cultural Conflict in Multinational Corporations

2.3 Conflict Process

2.3.1 Pondy's Conflict Process Model

2.3.2 Five Conflict Management Styles

2.3.3 Three Conflict Management Styles

2.4 Definitions of Intercultural Sensitivity

2.5 Model of Intercultural Sensitivity

2.5.1 Bennett's Model

2.5.2 Chen's Model

2.6 Summary

Chapter Ⅲ A Conceptual Framework

3.1 Cognitive Perspective

3.2 Affective Perspective

3.3 Behavioral Perspective

3.4 Research Questions

3.5 Hypotheses

3.6 Summary

Chapter Ⅳ Methodology

4.1 Subjects

4.2 Procedures

4.3 Instrumentation

4.3.1 Measurement of Intercultural Sensitivity- IDI

4.3.2 Measurement of Conflict Management Style- OCCI

4.4 Questionnaire

4.5 Summary

Chapter Ⅴ Results

5.1 Test for Hypothesis 1

5.2 Test for Hypothesis 2

5.2.1 "Denial" versus "Control"

5.2.2 "Defense" versus "Control"

5.2.3 "Minimization" versus "Solution-orientation" and "Control"

5.2.4 "Acceptance" versus "Non-confrontation" and "Control"

5.2.5 "Adaptation" versus "Non-confrontation" and "Solution-orientation"

5.2.6 "Integration" versus "Solution-orientation" and "Control"

5.3 Summary

Chapter Ⅵ Discussion

6.1 The Correlation between Intercultural Sensitivity and Conflict Management Style

6.2 The Relationship between Intercultural Sensitivity and Conflict Management Style in the Ethnocentric Stage

6.3 The Relationship between Intercultural Sensitivity and Conflict Management Style in the Ethno relative Stage

6.4 Intercultural Sensitivity Decides Conflict Management Style

6.5 Intercultural Sensitivity Decides the Outcomes of Cultural Conflict

6.6 Summary

Chapter Ⅶ Conclusion

7.1 Summaries of the Major Results

7.2 Advantages

7.3 Limitations

7.4 Future Work

Appendix

Bibliography

Publications

Acknowledgements