鑒于經(jīng)濟(jì)全球化的需求,為跨文化任務(wù)有效選拔和培訓(xùn)員工,成為跨國(guó)公司(MNCs)獲得競(jìng)爭(zhēng)優(yōu)勢(shì)的一項(xiàng)重要任務(wù)。本文以韓國(guó)駐北京的外派人員為研究對(duì)象,研究了跨文化能力的中介效應(yīng),包括文化靈活性、關(guān)系技能和減少民族中心主義,考察了文化智力(CQ)與跨文化適應(yīng)(CCA)的關(guān)系。本文還探討了社交媒體的運(yùn)用在CQ和CCA之間的作用。本研究對(duì)在京工作的韓國(guó)外派人員進(jìn)行了問(wèn)卷調(diào)查,通過(guò)回歸分析對(duì)假設(shè)進(jìn)行了驗(yàn)證。研究結(jié)果表明,文化靈活性和人際交往能力對(duì)外派人員的CQ轉(zhuǎn)化為工作和互動(dòng)適應(yīng)具有較強(qiáng)的影響。減少民族中心主義也有助于將CQ轉(zhuǎn)化為互動(dòng)適應(yīng)。然而,文化智力(CQ)與在京外派人員的非工作一般性適應(yīng)沒(méi)有顯著關(guān)系。運(yùn)用社交媒體獲取和分享信息對(duì)提升外派人員的動(dòng)態(tài)跨文化能力非常有效。本文的研究成果拓展了文化智力(CQ)的相關(guān)研究,對(duì)跨國(guó)公司(MNCs)的管理也具有一定的意義,特別是,對(duì)在京跨國(guó)公司選拔和培訓(xùn)外派人員的實(shí)踐具有一定的參考價(jià)值。

【文章頁(yè)數(shù)】：151 頁(yè)

【學(xué)位級(jí)別】：博士

【文章目錄】：
摘要
Abstract
Chapter1.Introduction
    1.1 A roadmap to understand intercultural ability
    1.2 Purpose of the study and research questions
    1.3 Thesis significance
    1.4 Organization of the thesis
    1.5 Economic relationship between Korea and China
Chapter2.Literature Review
    2.1 The review strategy
    2.2 Cultural Intelligence(CQ)
        2.2.1 Conceptualization of CQ
        2.2.2 Measurement of CQ
        2.2.3 CQ in IB literatures
    2.3 Cross-Cultural Adjustment(CCA)
        2.3.1 Concept and factors of CCA
        2.3.2 The process of expatriate CCA
        2.3.3 Social learning theory
        2.3.4 Cross-cultural training for CCA
    2.4 Dynamic Cross-Cultural Competencies
        2.4.1 Cultural flexibility
        2.4.2 Relational skills
        2.4.3 Ethnocentrism
    2.5 Social Media Usage
        2.5.1 The evolution of social media
        2.5.2 Social media as a learning tool
Chapter3.Hypotheses Development
    3.1 CQ,dynamic cross-cultural competencies,and expatriate adjustment
    3.2 The moderating role of social media usage on the relationship between CQ and dynamic cross-cultural competencies
Chapter4.Methodology
    4.1 Research design and sampling
    4.2 Measures
        4.2.1 Cultural intelligence
        4.2.2 Dynamic cross-cultural competencies
        4.2.3 Cross-cultural adjustment(CCA)
        4.2.4 Social media usage
    4.3 Common method bias
Chapter5.Results
    5.1 Preliminary analyses
    5.2 Hypotheses test
        5.2.1 Hypotheses1 &2
        5.2.2 Hypotheses3 to 5
        5.2.3 Hypotheses6 & 7
        5.2.4 Post hoc analyses
Chapter6.Discussion& Implications
    6.1 Theoretical implications
    6.2 Managerial implications
Chapter7.Conclusion
    7.1 Limitations and future recommendation
    7.2 conclusion
Reference
Acknowledgements
Curriculum Vitae



本文編號(hào)：3851441