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中外合资企业中的文化价值观与冲突管理策略 被引量:1

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摘要 本文阐述了不同文化背景的成员偏爱不同冲突管理策略的缘由:集体主义导向的文化成员对待冲突的态度受“顺从原则”与“和谐”观导向的影响,因而喜欢回避、宽容、妥协等间接策略;而个人主义导向的文化成员处理冲突时由于“关注效率”表现出很强的“自主”性,因而倾向于竞争或合作策略。最后探讨了正确对待跨国经营中的文化融合问题,并提出怎样实现合资企业绩效最大化这一研究方向。
作者 田晖
机构地区 中南大学商学院
出处 《求索》 CSSCI 北大核心 2006年第11期58-60,共3页 Seeker
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参考文献5

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同被引文献9

  • 1Shantz, C. U. Conflicts between Children. Child Development, 1978, 58:283-305. 被引量:1
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  • 9Ladonde,C.E. & Chandler, M. False belief understanding goes to school: On the social emotional consequences of coming early or late to a first theory of mind. Cognition & Emotion, 1995,(9). 被引量:1

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