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论文编号：	1695
作者编号：	041853
上传时间：	2010/5/26 9:01:17
中文题目：	基于对跨国公司外派人员的连续型跨文化培训的研究
英文题目：	Sequential Cross-cultural Training (Sequential CCT), Expatriates, Cross-cultural Adjustment, Culture Shock, Cultural Distance
指导老师：	谢晋宇
中文关键字：	连续型跨文化培训 外派人员 跨文化适应 文化冲突 文化距离
英文关键字：	Sequential Cross-cultural Training (Sequential CCT), Expatriates, Cross-cultural Adjustment, Culture Shock, Cultural Distance
中文摘要：	本研究主要从心理学的角度，运用心理学中关于跨文化适应的理论，结合跨国公司的实际，对跨国公司外派人员的连续型跨文化培训进行分析。首先，结合跨文化适应的发展过程，分析跨文化培训在外派人员跨文化适应过程中的重要作用，从而解释为什么要对连续型跨文化培训体系进行设计研究；然后，重点分析了影响外派人员跨文化培训效果的干扰因素，即连续型跨文化培训的四个影响因素分析；最后分析如何进行连续型跨文化培训的设计，以时间为序，结合心理学中分析的外派人员的跨文化适应U型理论，从跨文化适应过程的各个阶段外派人员的心理特征和变化入手，进行各个阶段不同培训需求重点、培训内容和合适的培训方法的设计，从而在对外派人员的跨文化培训分析中设计出一个连续型跨文化培训体系。 对连续型跨文化培训作用的分析以外派人员开始接触陌生文化时的跨文化适应理论为基础的。分别比较分析了没有跨文化培训参与时和有连续型跨文化培训参与时的跨文化培训适应过程和结果，从而得出了跨文化培训在外派人员跨文化适应过程中的作用，提出了设计和实施的连续型跨文化培训体系的原因。 对影响因素的分析主要基于跨文化培训效果模型，结合跨国公司的实际，分别分析了影响培训效果的四个因素：文化差异、个人属性、具体工作属性、组织战略和文化属性。 最后提出的连续型跨文化培训体系是本研究的核心和结果，它包括了从外派人员出发前（接触文化）到归国后的这个阶段，分成以适应东道国文化为目的的跨文化培训和以适应母国文化为目的的逆文化适应培训两部分。从时间上划分，前者包括出发前培训和到任后培训，其中到任后培训又根据跨文化适应阶段特点分为民族中心阶段、文化冲突阶段和文化遵从阶段的培训；后者分为归国前和归国后的培训，其中归国后也包括三个适应的阶段——东道国文化阶段、逆文化冲突阶段和母国文化遵从阶段。从而形成了在时间上连续的对外派人员的跨文化培训体系。以期能对进行国际经营的中国企业在外派时有所启示。
英文摘要：	Based on the psychological theories of cross-cultural adjustment and the practices of multinational corporations, this paper analyzed sequential cross-cultural training (Sequential CCT) for expatriates from multinational corporations. First of all, it analyzed the effects of CCT during the process of cross-cultural adjustment experienced by expatriates, combining with the phases of cross-cultural adjustment. And the reason of researching the development of sequential CCT was found. CCT can be thought important and significant. Then it mainly discussed the four influencing factors which disturbing the effectiveness of sequential CCT. At last, it analyzed how to develop sequential CCT. Based on the U-curved theory of cross-cultural adjustment, this paper concluded the development of different training needs, contents and proper methods according to different psychological characteristics and changes of expatriates during different phases of cross-cultural adjustment. Then a sequential CCT frame for expatriates has been established. The analysis of the effects of sequential CCT depended on theories of psychological changes after expatriates had contacted unacquainted culture. Comparing the process and outcomes of cross-cultural adjustment which CCT has not been introduced with the one which sequential CCT has been introduced, it found the effects of CCT during the cross-cultural adjustment of expatriates, and then concluded the reason of developing and implementing the sequential CCT system. The analysis of influencing factors mainly based on the model of CCT effectiveness. It discussed individually four factors influencing effectiveness of CCT according to the practices of multinational corporations. These are cultural differences, individual attributes, job-specific attributes and organizational culture and strategy attributes. Finally, it put forward a sequential CCT frame for expatriates, which is a core and result of this research. The frame includes two parts, a cross-cultural training aiming at adjusting host culture and a reverse cultural adjustment training aiming at adjusting home culture. According to time, the former includes pre-departure training and post-arrival training. Post-arrival training can be divided into three parts, ethnocentric phase training, culture-shocked phase training and conformist phase training. The latter includes pre-repatriate training and post-repatriate training. Post-repatriate phase can also be divided into three parts, host-culture oriented phase, reverse culture-shocked phase and home-cultural conformist phase. Then it has built a sequential CCT system, which is hoped to be helpful for Chinese corporations when they are dealing with international business and need dispatch expatriates to overseas assignments.
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