联系我们

论文查询结果	返回搜索

论文编号：	2081
作者编号：	2004015
上传时间：	2010/4/16 9:46:25
中文题目：	跨文化培训对跨文化技能、调适和绩效影响的实证研究
英文题目：	effectiveness measurement, cross-cultural skills,
指导老师：	谢晋宇
中文关键字：	效果衡量 跨文化技能 跨文化调适 跨文化绩效
英文关键字：	effectiveness measurement, cross-cultural skills, cross-cultural adaptation, cross-cultural performance
中文摘要：	在文献研究的基础上，本研究通过德尔菲法构建了中国外派人员的跨文化技能指标体系，并以此为基础，通过统计调查的方式衡量了中国外派人员的个人特征（性别、年龄、受教育背景、职务）、跨文化培训设计（培训场所、培训方式、培训内容）和文化距离对跨文化技能培训的影响，并进一步将跨文化技能作为中介变量衡量了跨文化技能与跨文化调适和跨文化绩效的相关性。本研究的目的是衡量中国外派人员跨文化培训的效果，同时为中国跨国企业的跨文化培训提出一些今后的改善建议。 首先，本研究以三维度跨文化技能体系（Black,1990）为研究框架，综合应用跨文化理论和人力资源开发相关理论，并以四个跨文化技能指标体系(BASIC, ISS, ICQ，SPSI-R:S)作为理论基础，采用德尔菲研究方法，构建了首个中国外派人员跨文化技能指标体系。该体系主要包括三个纬度：跨文化心理管理维度、跨文化认知维度和跨文化人际交往维度。本研究通过因子分析统计方法提取出十个跨文化技能因子。其中，“责任与挑战”、“获取异文化信息”和“有效沟通”分别占据了以上三个跨文化技能维度最高的特殊值和解释能力，且“责任与挑战”是影响中国外派人员跨文化技能新的决定性因素。因此，本研究认为跨文化培训应为中国外派人员重点设计有关以上三个跨文化技能的培训。 其次，本研究以中国外派人员跨文化技能指标体系为基础，首次开发出适合中国外派人员跨文化技能的三个量表：跨文化自我心理管理能力量表、跨文化认知能力量表、跨文化人际交往能力量表。通过对293份有效问卷进行整理和统计分析，本研究运用皮尔逊相关分析、多元方差分析，一元方差分析、协方差分析、列联表等统计方法对有关跨文化培训效果的十个假设予以了验证，验证结果包括三种：证明成立、证明不成立和证明部分成立。 再次，在跨文化理论和跨文化技能体系的基础上，本研究开发了首个中国外派人员跨文化技能与跨文化调适、跨文化绩效的相关性模型，并以大样本（293）在行为层级衡量了跨文化培训的效果，将跨文化培训对跨文化技能的影响迁移至跨文化调适和跨文化绩效，通过皮尔逊相关分析和回归分析等统计方法最终证明了中国外派人员跨文化技能与跨文化调适和跨文化绩效的相关关系。 本研究的十个假设验证了三个前因变量（个人特征、跨文化培训设计和文化距离）、一个中介变量（跨文化技能）和两个结果变量（跨文化调适和跨文化绩效）的相关关系。统计结果表明三个自变量（个人特征、跨文化培训设计和文化距离）对跨文化技能、跨文化调适和跨文化绩效的影响存在显著性差异。 个人特征中的性别对跨文化技能培训效果并无显著影响；年龄对跨文化技能培训效果产生了显著性影响；在受教育水平方面，只有硕士研究生和大学本科在跨文化技能得分上有显著性差异；就职务而言，只有人力资源部中职务与外派人员跨文化技能成正相关关系。此外，本研究发现除年龄外个人特征的三个方面与外派人员的跨文化调适不存在显著性差异。而对于跨文化绩效，除了职务外，性别、年龄和受教育水平对外派人员的跨文化绩效不产生显著性影响。 以多种形式相结合的跨文化培训设计（培训场所、培训方式和培训内容）对中国外派人员的跨文化技能培训效果产生了显著性影响，而没有一种单一的培训场所、方式或内容对跨文化技能培训效果产生显著性影响。而对于跨文化调适，跨文化培训设计并未对其产生显著性影响，对跨文化绩效的显著性影响最终被证明部分成立。因此，如何设计和实施更加有效的跨文化培训项目应是中国跨国企业管理者今后需要引起重视和急需解决的关键问题。 另外，本研究发现文化距离与中国外派人员的跨文化技能培训效果和跨文化调适存在正相关关系，但文化距离与跨文化绩效却存在负相关关系。 在跨文化培训效果的三个变量之间，本研究证实了跨文化技能与跨文化调适存在显著正相关关系，跨文化调适与跨文化绩效存在显著正相关关系。通过路径分析本研究进一步证明了跨文化技能对跨文化绩效的显著性影响。通过对直接影响因素和间接影响因素的区分，本研究发现跨文化调适对跨文化绩效的直接影响远远小于跨文化技能对跨文化绩效的直接影响与间接影响。 综合十个假设的验证结果，本研究证实了跨文化培训对中国外派人员跨文化技能的显著性影响。但是，目前跨文化培训对中国外派人员的跨文化技能、跨文化调适和跨文化绩效的影响程度逐级递减，即中国外派人员跨文化培训的迁移力度较低，其效果只能局限于对外派人员跨文化技能的显著性影响，而对其跨文化调适和跨文化绩效的影响仍十分微小。 本研究的创新点在于：构建了中国外派人员跨文化技能指标体系、开发了中国外派人员跨文化技能的三个量表（跨文化心理管理能力量表、跨文化认知能力量表、跨文化人际交往能力量表）、创建了中国外派人员跨文化技能、跨文化调适和跨文化绩效的相关性模型，弥补了以中国外派人员为对象的衡量跨文化培训效果的研究空白，为中国跨国公司的外派培训提供了有益的建议。
英文摘要：	The study first establishes an indicator system for measuring the cross-cultural skills of China’s expatriates by a comprehensive literature review, based on which the personal characteristics of Chinese expatriates (gender, age, educational background, position), the design of cross-cultural training (place, mode, content) and the influences of cultural distance on the training of cross-cultural skills are measured through surveys. Further, the correlation between the cross-cultural skill and the cross-cultural adaptation and that between the former and the cross-training performance are studies by using the cross-cultural skill as an intermediate variable. The purpose of the study is to measure the effect of the cross-cultural training of Chinese expatriates, and hence to put force suggestions for improving the quality of the cross-cultural training in China’s transnational corporations. First, the study establishes China’s first indicator system for measuring the cross-cultural skills of Chinese expatriates through the Delphi method by using the three-dimensional cross-cultural skill system as the research framework, the four cross-cultural skill indicator systems (BASIC, ISS, ICQ, SPSI-R:S) as the theoretical basis, and by taking the cross-cultural theories and the theories of human resource development into comprehensive consideration. The cross-cultural skill indicator system developed by the paper includes mainly three dimensions, namely, the dimension of cross-cultural psychological management, the dimension of cross-cultural knowledge and the dimension of cross-cultural social communication. Ten factors of cross-cultural skills are identified through the factor analysis, among which responsibility and challenge, acquiring the information of alien cultures and effective communication achieve the highest special values and show the strongest explanatory power for the cross-cultural skills of the all three dimensions, and responsibility and challenge is proved to be a new decisive factor that influences the cross-cultural skills of Chinese expatriates. Therefore, the study suggests that the cross-cultural training of Chinese expatriates should focus on the content concerning the above-mentioned three factors. Next, three scales of cross-cultural skills are developed specially for Chinese expatriates based on the above cross-cultural skill indicator system of Chinese expatriates. They are the scale for measuring the ability of cross-cultural self-psychological management, the scale for measuring the ability of cross-cultural knowledge and the scale for measuring the ability of cross-cultural social communication. By using the data from 293 questionnaires the ten hypotheses for the cross-cultural training are tested through Pearson correlation analysis, MANOVA, ANOVA, covariance analysis, contingency table and many other statistical methods. Three results are obtained by the tests: verification, non-verification and partial verification. Finally, China’s first model to test the correlation between the cross-cultural skills and the cross-cultural adaptation, and that between the former and the cross-cultural performance is developed based on the cross-cultural theories and the cross-cultural skill system. The effect of the cross-cultural training is measured by a sample of 293 on the behavior level, the influences of the cross-cultural training on the cross-cultural skills are extended to the cross-cultural adaptation and the performance, and the correlation between the cross-cultural skills and the cross-cultural adaptation and that between the former and the cross-cultural performance are tested by multiple statistical methods, such as the Pearson correlation analysis and the regression analysis. The ten hypotheses test the correlations between three causal variables (the personal characteristics, the design of cross-cultural training, and the cultural distance), one intermediate variable (the cross-cultural skills) and two resultant variables (the cross-cultural adaptation, the cross-cultural performance). The statistical results show that the influences of the three explanatory variables (the personal characteristics, the design of cross-cultural training, and the cultural distance) on the cross-cultural skills, the adaptation and the performance are markedly different. Among all the personal characteristics gender has no obvious influence on the effect of the cross-cultural training, while the influence of age is strong; as for the variable of the educational background, obvious difference in cross-cultural skills appears only between postgraduates and undergraduates; in the aspect of position, only positive correlation is shown between positions in the human resource department and the cross-cultural skills of Chinese expatriates. Moreover, the study discovers that no obvious divergence is shown between the influences of the other three aspects of the personal characteristics besides age on the cross-cultural adaptation of Chinese expatriates. Besides position, no obvious impact is shown on. Moreover, the study shows no obvious influence of the other three aspects of the personal characteristics except position on the cross-cultural performance of Chinese expatriates. Multi-modal cross-cultural designs exert great influences on the effect of the cross-cultural training of Chinese expatriates, while none training designed with a single place, a single mode and a single content has obvious impact on the effect of the cross-cultural training. The design of the cross-cultural training does not have marked influence on the cross-cultural adaptation, while the influence of the latter on cross-cultural performance is partially verified. Therefore, the design and the implementation of a more effective cross-cultural training program is the key problem that needs sufficient attention and urgent solution. What’s more, the studies identifies the positive correlation between the cultural distance and the effect of cross-cultural training, and that between the former and the cross-cultural adaptation, however, the impact of the cultural distance on the cross-cultural performance is negative. In the regard of the three variables measuring the effect of the cross-cultural training, the study verifies the obvious positive correlation between cross-cultural skills and the cross-cultural adaptation, and the similar correlation between the cross-cultural adaptation and the cross-cultural performance. The study further verifies the marked influence of the cross-cultural skill on the cross-cultural performance through path analysis. By distinguishing direct and indirect influential factors, the study discovers that the direct influence of the cross-cultural adaptation on the cross-cultural performance is far less than the indirect influence of the cross-cultural skill on the cross-cultural performance. To summarize, the study proves the obvious influence of the cross-cultural training on the cross-cultural skills of Chinese expatriates. However, the impacts of the present cross-cultural training on the cross-cultural skills, the cross-cultural adaptation and the cross-cultural performance are showing a weaker-and-weaker characteristic, that is to say, the extension of the positive impact of the cross-cultural trainings on Chinese expatriates is limited, the effect is only limited to its marked influence on the cross-cultural skills, while its influences on the cross-cultural adaptation and the cross-cultural performance are still very weak. The innovations of the study are: establishing a cross-cultural skill indicator system, developing three scales for measuring the cross-cultural skills of Chinese expatriates (the scale for measuring the ability of cross-cultural self-psychological management, the scale for measuring the ability of cross-cultural knowledge, the scale for measuring the ability of cross-cultural social communication), establishing a model to test the correlations between the cross-cultural skills, the cross-cultural adaptation and the cross-cultural performance. The study makes up for the margin in the study of the measurement of the effect of the cross-cultural training, and provides useful suggestions for the expatriates training of China’s transnational corporations.
查看全文：	预览  下载(下载需要进行登录)