区域文化差异导致的冲突解决方式异同研究

发布时间：2018-03-25 01:22

本文选题：跨文化冲突　切入点：冲突解决方式　出处：《上海外国语大学》2012年硕士论文

【摘要】：随着中国经济的不断发展，越来越多的外资企业入驻中国。而上海作为中国的经济和金融中心更是备受外资青睐。在这样的经济背景下，本文作者基于其自身在上海某外资银行半年的实习经历，通过作者实习期间的观察，感受到了上海籍和香港籍员工在沟通交流和应对冲突的方式上微妙的地域差异。因此作者选择了上海和香港两个特定地域作为文化对比研究的主体，以外资银行业作为切入点做跨文化商务沟通研究。就目前的跨文化沟通研究而言，大多数的文化对比研究都是以中美两国作为研究主体，只有极少数的文化对比研究关注一个国家内的区域文化差异。所以本研究主题的选取成为了本文最大的创新之处。本文基于Geert Hofstede的文化价值维度模型，Edward T. Hall的高低语境文化理论和Stella Ting-Toomey的面子理论，在回顾文化，冲突，跨文化冲突等重要概念的同时，辅以冲突管理方式理论。其中Thomas和Kilmann的理论是冲突管理方式理论的重点。除此之外，为了体现文献的全面性，作者在文化冲突方式理论上重点强化了中国文化中和谐，面子，权利等因素对文化冲突的影响，，同时引入黄光国的文化冲突理论，增强了中国本土理论的重要性。本研究采用问卷调查作为主，深度采访为辅的研究方式。在研究调查过程中，作者通过网络邮件的形式分发了大约120份问卷给上海籍和香港籍的外资银行的员工。在作者朋友的帮助下，作者成功收回107份问卷。作为调查的第二阶段，作者进行了深入访谈作为问卷调查的补充。在问卷调查环节共有8位员工参与，其中5位系上海本地人，3位香港籍员工。问卷调查结果显示collaborating （协作型）是上海籍员工和香港籍员工最常使用的冲突解决方式。问卷调查中上海和香港籍员工差异的体现主要归咎于：权利距离理论（Geert Hofstede），直接—间接表达（Edward T. Hall）和面子观念理论（Stella Ting-Toomey）。双方沟通交流的有效性只能通过加深双方的了解和理解来达成。本文在以下方面还是存在一些不足之处。首先，问卷环节和深度访谈环节的受调查者中香港籍员工数量偏少。因此造成了香港籍员工和上海籍员工在年龄层次，工作年限和在公司地位上三个层面存在不匹配性。再次,调查问卷和访谈在很大程度上衡量的是被调查者的理论行为而不是实际行为。两者之间还是存在差异的。本文在对进一步研究给出意见建议的同时，在文章的最后，作者提出了针对跨文化商务沟通的三大建议。基于本文选题的创新性，本研究的发现对于香港-上海文化差异对比领域研究有一定理论价值和实用价值。
[Abstract]:With the continuous development of China's economy, more and more foreign-funded enterprises are stationed in China. Shanghai, as China's economic and financial center, is favored by foreign investors. Under such an economic background, Based on his half-year internship experience in a foreign bank in Shanghai, the author observes the experience during his internship. I feel the subtle regional differences between Shanghai and Hong Kong employees in the way of communication and exchange and how to deal with conflicts. So the author chooses two specific regions of Shanghai and Hong Kong as the main body of cultural contrast study. Take foreign banks as the starting point to do cross-cultural business communication research. As far as the current cross-cultural communication studies are concerned, most of the cultural contrast studies are based on China and the United States as the main research subjects. Only a few comparative cultural studies focus on the regional cultural differences within a country, so the selection of the theme of this study has become the greatest innovation of this paper. Based on Geert Hofstede's cultural value dimension model and Stella Ting-Toomey 's high and low context culture theory and Stella Ting-Toomey 's face theory, this paper reviews the important concepts of culture, conflict, cross-cultural conflict and so on. In addition, in order to reflect the comprehensiveness of the literature, in order to reflect the comprehensiveness of the literature, the author focuses on strengthening the harmony and face in Chinese culture. The influence of rights and other factors on cultural conflict, and the introduction of Huang Guangguo's theory of cultural conflict, enhance the importance of Chinese native theory. This study uses questionnaire as the main research method, supplemented by in-depth interviews. The author distributed about 120 questionnaires to the employees of foreign banks in Shanghai and Hong Kong via email. With the help of his friends, the author successfully recovered 107 questionnaires as part of the second phase of the survey. The author conducted in-depth interviews as a supplement to the questionnaire survey. Five of them were from Shanghai and 3 from Hong Kong. The results of the survey showed that collaborating (collaborative type) is the most commonly used conflict resolution method between Shanghai and Hong Kong employees. The reflection of difference is mainly attributed to: right distance theory Geert Hofsteden, direct and indirect expression Edward T. Halland face concept theory Stella Ting-Toomey.The effectiveness of communication and communication between the two sides can only be achieved by deepening mutual understanding and understanding. There are still some shortcomings in the following aspects. Firstly, the number of Hong Kong employees in the questionnaire and in-depth interviews is relatively small. As a result, Hong Kong and Shanghai employees are in the age group. There is a mismatch between the number of years of service and the three levels of company status. Again, The questionnaire and interview largely measure the theoretical behavior rather than the actual behavior of the respondents. There are still differences between the two. This paper gives some suggestions for further research, and at the end of the article, The author puts forward three suggestions for cross-cultural business communication. Based on the innovation of this thesis, the findings of this study are of theoretical and practical value to the comparative study of cultural differences between Hong Kong and Shanghai.
【学位授予单位】：上海外国语大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：H030

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