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论文编号：	7603
作者编号：	2120132495
上传时间：	2015/6/16 14:41:47
中文题目：	跨组织文化适应及其管理研究——以从外资企业进入中资企业的个体为例
英文题目：	Research on cross organizational cultural adaptation and its management：the example of the employees from the foreign enterprises to the Chinese enterprises
指导老师：	刘俊振
中文关键字：	适应；跨文化适应；跨组织文化适应；从外资企业进入中资企业
英文关键字：	Adaption; Cross cultural adaptation; Cross organizational culture adaptation; From the foreign enterprises to the Chinese enterprises
中文摘要：	随着中国宏观环境的变化，外资企业与中资企业的生存和发展都受到了很多的影响。外资企业开始调整在华的战略，进行业务收缩，加之在外资企业工作的中国员工遭遇到玻璃天花板等问题，使他们重新考虑自身的就业生存问题以及职业生涯发展问题。与此同时，中资企业开始迅速发展，实力也持续壮大。然而中资企业在发展的过程中，也出现了很多管理问题。在这种情况下，外资企业人才需要更多的发展机会，而中资企业提供了这样的平台，并迫切渴求外资企业人才的加入。因此，在21世纪初，开始出现外资企业人才回流进入中资企业工作的现象。最近几年，越来越多的外资企业人才选择离开外资企业进入中资企业，不仅包括高层管理人员，也包括基层员工和中层管理人员。 但是这种流动现象对个体和组织的影响也随着时间的发展逐渐显现。个体从外资企业进入中资企业的流动过程中，大多数都会出现“水土不服”的现象，随即出现工作绩效不佳、无所作为等问题，可能会在短期内产生离职倾向，甚至最终离职。“水土不服”简单来说就是不适应，是个体从一个组织跨越到一个新的组织所遭受的组织文化冲击和所产生的不适应现象。个体从外资企业进入中资企业，实际是从外资企业的文化环境进入到中资企业的文化环境，经历了一个跨越组织文化的过程，这就是跨组织文化。在跨越组织文化过程中个体遭遇的文化冲击和适应问题，就是跨组织文化适应。本文从现实问题出发，梳理了适应、跨文化适应和组织文化的相关理论和文献，以从外资企业到中资企业的个体为对象，对跨组织文化适应问题进行了预调查，探讨了跨组织文化适应问题所涉及的维度、影响因素、适应的过程、适应的状态以及结果，得出跨组织文化适应问题的框架模型，并运用访谈法对跨组织文化适应框架模型进行了检验和修正。 研究结果发现：（1）跨组织文化适应问题是普遍存在的，强度因人而异；（2）跨组织文化适应存在企业价值观适应、工作适应、领导风格适应和人际互动适应四个维度；（3）个人因素对跨组织文化适应的影响最大，比较关键的个人因素有动机、职位层次等；（4）跨组织文化适应可能会使个体产生绩效问题或离职倾向。最后针对上述研究结果，本文从组织和个体及社会两个角度提出相应的建议，希望能够改善跨组织文化适应问题，为在组织之间流动的个体和组织的管理者提供帮助。
英文摘要：	With the changing of environment, there are more and more foreign enterprises and Chinese enterprises are changing. Foreign enterprises have began to adjust strategy in China. And the Chinese employees working in foreign enterprises have problems of career and development. At the same time, Chinese enterprises have began to develop rapidly. They are more and more strength. However, in the process of Chinese enterprises development, there are many management issues. In this case, the employees of foreign enterprise need more opportunities, which Chinese enterprises can provide. Therefore, in the beginning of 21 Century, the phenomenon of the employees leaving foreign enterprises to enter the Chinese enterprises was started . In recent years, more and more employees have chosen to leave foreign enterprises to enter Chinese enterprises. They are not only senior management, but also the staff and middle-level managers. But this phenomena has both advantages and disadvantages. As time goes by, the negative effects are more and more obvious. In the process of the employees from the foreign enterprises to the Chinese enterprises, the employees feel like a fish out of water. They become under-powered and have problems of performance. Because of cross organizational cultural adaptation, they have the turnover intention. Because of cross organizational cultural adaptation, the employees have departed finally. From the foreign enterprises to Chinese enterprises, the employees have met the shock with the foreign cultural and the enterprise culture, they have experienced a leap of organizational culture, which is the process of cross organizational culture. The employees have difficulties with adaptation problems, which can be called cross culture adaptation. This paper combing the realistic problem and the relevant theory and literature, proposed the cross organizational culture adaptation, concerning the employees from foreign enterprises to Chinese enterprises, explore cross organizational cultural adaptation problems, that involved dimension, influence factors, adaptation process, status, and results. This article built the research framework of the cross organizational cultural adaptation , and use interviews to test and modify it. The findings are : (1) The cross organizational cultural adaptation is ubiquitous; (2) The dimensions of cross organizational cultural adaptation are enterprise values adaptation, work adaptation, the style of leadership adaptation, and interpersonal interaction adaptation; (3) Personal factors are the most important to cross organizational cultural adaptation. The key of personal factors are motivation and job level; (4) The cross organizational culture adaptation may be influence performance and turnover intention of employees. Finally according to the above research results, this paper have proposed suggestions to both the organizations and the employees, and hopes to improve cross organizational cultural adaptation.
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