基于跨文化冲突的企业和谐劳动关系管理研究

发布时间：2018-04-23 09:41

本文选题：文化差异 + 跨文化冲突　；参考：《河南科技大学》2014年硕士论文

【摘要】：企业国际化经营已成为当前不可逆转的时代潮流，跨国公司是企业实现国际化经营的重要形式。通过在异国成立跨国公司，可实现企业人力、资本、市场等多种资源的全面整合，大大提高企业国际市场竞争力。然而，跨国公司面临着与国内迥然不同的政治、经济以及文化环境，难免会因价值观、信仰、生活习惯等方面的差异引起文化冲突，致使劳动关系紧张甚至破裂。对于企业而言，稳定、和谐的劳动关系是企业健康发展的根基，它能对企业经营成败产生重大影响。那么，跨国企业如何管理具有不同文化背景的员工，克服文化差异，构建和谐稳定的劳动关系，实现有效经营，是其亟需解决的重要现实问题。基于此，本文在已有理论的基础上，运用文献研究法、系统分析法等方法对跨文化和谐劳动关系管理问题进行了研究，试图探索出一条和谐劳动关系管理的文化路径。首先，介绍了论文研究的背景及意义，概述了国内外研究的现状及发展，并对文章的研究思路、方法和可能的创新点进行了说明。其次，在对跨文化冲突与和谐劳动关系的相关概念进行梳理和界定的基础上，从国家文化和企业文化两个层次分析了跨文化对劳动关系的影响，，并对跨文化的劳动关系冲突的表现以及冲突形成的机理进行了分析说明。再次，基于跨文化视角建立跨文化劳动关系评价模型，并运用案例进行实证分析。最后，构建了基于AFM的跨文化劳动关系管理模型，提出了一些跨文化劳动关系管理的基本策略，并从组织、机制、人员三个方面对跨文化的劳动关系的管理提供保障条件，为其他企业进行跨文化劳动关系管理实践提供一些借鉴和引导。
[Abstract]:The internationalization of enterprises has become an irreversible trend of the times. Transnational corporations are the important forms of international business. Through the establishment of multinational corporations in foreign countries, the comprehensive integration of various resources, such as human, capital and market, can greatly improve the competitiveness of the enterprises in the international market. However, transnational corporations are facing with the domestic market. Different political, economic and cultural environments will inevitably cause cultural conflicts due to differences in values, beliefs, and living habits, causing labor relations to be tense or even broken. For enterprises, stable and harmonious labor relations are the foundation of the healthy development of the enterprise, and it can have a significant impact on the success or failure of the business. How to manage employees with different cultural backgrounds, to overcome cultural differences, to build a harmonious and stable labor relationship and to achieve effective management is an important practical problem that needs to be solved.
On the basis of this, on the basis of the existing theories, this paper uses literature research method, system analysis method and other methods to study the problem of cross cultural harmonious labor relations management, and tries to explore a cultural path of harmonious labor relationship management. First, it introduces the background and significance of the research, and summarizes the status and development of the research at home and abroad. Secondly, on the basis of combing and defining the related concepts of cross cultural conflict and harmonious labor relations, the influence of cross culture on labor relations is analyzed from two levels of national culture and enterprise culture, and the expression of intercultural conflict of labor relations is presented. And the mechanism of the formation of the conflict is analyzed and explained. Thirdly, the cross culture labor relations evaluation model is established on the basis of the cross-cultural perspective, and the case is used to carry out an empirical analysis. Finally, a cross cultural labor relationship management model based on AFM is constructed, and some basic strategies for intercultural labor management are put forward, and the organization, mechanism, and personnel are also proposed. The three aspect provides guarantee conditions for the management of cross cultural labor relations, and provides some reference and guidance for other enterprises to carry out cross cultural labor relations management practice.

【学位授予单位】：河南科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.3;F249.26;F224

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