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E89047
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台籍經理與大陸經理間之衝突成因研究:探討部門認同、文化認同與交往關係之影響
A Study on the Causes of Conflict between Taiwanese Managers and Mainland Managers: Exploring the Effects of Department Identity, Culture Identity and Interpersonal Guanxi
1.戚樹誠
1.Shu-cheng Chi
1.國立臺灣大學工商管理學系
1.Department of Business Administration, National Taiwan University
001,002,003,004
1.國立臺灣大學工商管理學系
1.Department of Business Administration, National Taiwan University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):1999-08-01
A.14 計畫執行期間(訖):2000-07-31
2000-05-012000-06-30
A.16 收到日期:2000-11-03
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大陸台商員工

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61


61
003
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C.2 聯絡日期:2000-11-17
2
1.國立臺灣大學工商管理學系
1.Department of Business Administration, National Taiwan University
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C.7 資料公開日期:2002-08-01
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008
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1.大陸台商
2.部門認同
3.衝突
1.Conflict
2.Departmental Identity
3.Taiwanese Businesses in China
台商在大陸所面臨的各種管理問題已經成為現階段的一項重要課題。本研究計畫針對台商公司的各部門之間的可能衝突進行探討。由於台籍人員與大陸人員的接觸益加頻繁,在互動的過程中,難免產生認知上、情感上、或甚至於行為上的衝突。若是吾人能夠對台籍經理與大陸經理間的衝突之成因予以瞭解,將有助於改善不良的組織氣候,建立有效的經營團隊。本研究有兩項研究目的:就理論建構方面,本研究乃針對部門間衝突的來源及其類型加以討論。就管理意涵而言,本研究結果將有助於管理實務上對於衝突發生的處理。根據文獻,研究者提出一研究架構。研究假設為部門認同、文化認同以及交往關係均會影響受試者的衝突知覺。研究程序如下:研究者在進行文獻探討的同時,選擇大陸地區台商公司進行第一階段的調查工作。研究者與南京、蘇州及上海等數家台商聯繫,並取得其同意進行訪問。研究者除了訪問各公司的高層主管及人力資源主管外,亦有機會與大陸員工進行深度訪談。訪視結果作為編制問卷的參考。正式研究乃透過研究者私人關係發放問卷120份,回收61份。根據這些問卷的填答資料驗證本研究的假設模型。最後,研究者對台商在大陸的跨部門衝突問題得到具體建議

Taiwanese Businesses in China are facing various managerial problems. The problems are becoming key issues in recent years . The increase of contacts between Taiwanese employees and Mainlanders has created cognitive, affective, and behavioral conflict. If we can understand the exact causes of the conflict between them, it will be beneficial to improve organizational climate and to establish effective teamwork. The purpose of this study contains two folds: first, in terms of theoretical construction, this study attempts to explore the sources and the types of conflict within an organization; secondly, in terms of managerial implications, the results of this study will be helpful to management practices and problem-solving on conflict. Based on the literature, the researchers propose a research framework. Our hypothesis is that managers\' departmental identity, cultural identify , and interpersonal guanxis affect their perceptions of conflict. The research procedures were as follows: The researchers reviewed related literatures. At the same time, they started the first-stage research tasks of the field study. The researchers contacted with several Taiwanese businesses in Nangjing, Su-Zou, and Shaignhi and got permissions to conduct interviews. The researchers interviewed their high-level managers and human resource managers as well as Mainland employees. The interview results were used as reference for questionnaire design. The formal research was distributed through personal relationships of the researchers. One hundred and twenty questionnaires were sent out and 61 replied. Based upon the respondents\' answers, this study\'s hypothetical model was tested. Finally, the researchers arrived at concrete suggestions to Taiwanese business in China on the issue of cross-departmental conflict.

D.16 完成檢誤日期:2002-11-14
D.17 預定釋出日期:2002-12-09
D.18 初次釋出日期:2003-01-09
D.19_1 最新版釋出日期:2003-01-09
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10.6141/TW-SRDA-E89047-1
https://efenci.srda.sinica.edu.tw/webview/index.jsp?object=https://efenci.srda.sinica.edu.tw:80/obj/fStudy/E89047
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