本文選題：文化差異 + 跨文化沖突　； 參考：《河南科技大學(xué)》2014年碩士論文

【摘要】：企業(yè)國際化經(jīng)營已成為當(dāng)前不可逆轉(zhuǎn)的時代潮流，跨國公司是企業(yè)實現(xiàn)國際化經(jīng)營的重要形式。通過在異國成立跨國公司，可實現(xiàn)企業(yè)人力、資本、市場等多種資源的全面整合，大大提高企業(yè)國際市場競爭力。然而，跨國公司面臨著與國內(nèi)迥然不同的政治、經(jīng)濟以及文化環(huán)境，難免會因價值觀、信仰、生活習(xí)慣等方面的差異引起文化沖突，致使勞動關(guān)系緊張甚至破裂。對于企業(yè)而言，穩(wěn)定、和諧的勞動關(guān)系是企業(yè)健康發(fā)展的根基，它能對企業(yè)經(jīng)營成敗產(chǎn)生重大影響。那么，跨國企業(yè)如何管理具有不同文化背景的員工，克服文化差異，構(gòu)建和諧穩(wěn)定的勞動關(guān)系，實現(xiàn)有效經(jīng)營，是其亟需解決的重要現(xiàn)實問題。 基于此，本文在已有理論的基礎(chǔ)上，運用文獻研究法、系統(tǒng)分析法等方法對跨文化和諧勞動關(guān)系管理問題進行了研究，試圖探索出一條和諧勞動關(guān)系管理的文化路徑。首先，介紹了論文研究的背景及意義，概述了國內(nèi)外研究的現(xiàn)狀及發(fā)展，并對文章的研究思路、方法和可能的創(chuàng)新點進行了說明。其次，在對跨文化沖突與和諧勞動關(guān)系的相關(guān)概念進行梳理和界定的基礎(chǔ)上，從國家文化和企業(yè)文化兩個層次分析了跨文化對勞動關(guān)系的影響，，并對跨文化的勞動關(guān)系沖突的表現(xiàn)以及沖突形成的機理進行了分析說明。再次，基于跨文化視角建立跨文化勞動關(guān)系評價模型，并運用案例進行實證分析。最后，構(gòu)建了基于AFM的跨文化勞動關(guān)系管理模型，提出了一些跨文化勞動關(guān)系管理的基本策略，并從組織、機制、人員三個方面對跨文化的勞動關(guān)系的管理提供保障條件，為其他企業(yè)進行跨文化勞動關(guān)系管理實踐提供一些借鑒和引導(dǎo)。
[Abstract]:The internationalization of enterprises has become an irreversible trend of the times. Transnational corporations are the important forms of international business. Through the establishment of multinational corporations in foreign countries, the comprehensive integration of various resources, such as human, capital and market, can greatly improve the competitiveness of the enterprises in the international market. However, transnational corporations are facing with the domestic market. Different political, economic and cultural environments will inevitably cause cultural conflicts due to differences in values, beliefs, and living habits, causing labor relations to be tense or even broken. For enterprises, stable and harmonious labor relations are the foundation of the healthy development of the enterprise, and it can have a significant impact on the success or failure of the business. How to manage employees with different cultural backgrounds, to overcome cultural differences, to build a harmonious and stable labor relationship and to achieve effective management is an important practical problem that needs to be solved.
On the basis of this, on the basis of the existing theories, this paper uses literature research method, system analysis method and other methods to study the problem of cross cultural harmonious labor relations management, and tries to explore a cultural path of harmonious labor relationship management. First, it introduces the background and significance of the research, and summarizes the status and development of the research at home and abroad. Secondly, on the basis of combing and defining the related concepts of cross cultural conflict and harmonious labor relations, the influence of cross culture on labor relations is analyzed from two levels of national culture and enterprise culture, and the expression of intercultural conflict of labor relations is presented. And the mechanism of the formation of the conflict is analyzed and explained. Thirdly, the cross culture labor relations evaluation model is established on the basis of the cross-cultural perspective, and the case is used to carry out an empirical analysis. Finally, a cross cultural labor relationship management model based on AFM is constructed, and some basic strategies for intercultural labor management are put forward, and the organization, mechanism, and personnel are also proposed. The three aspect provides guarantee conditions for the management of cross cultural labor relations, and provides some reference and guidance for other enterprises to carry out cross cultural labor relations management practice.

【學(xué)位授予單位】：河南科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.3;F249.26;F224

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