摘要
采用因子分析方法对霍夫斯塔德文化价值调查问卷中的前18个问题进行分析,并提取了组成工作满意度五个不同层面的因子,它们分别是工作成就感、工作环境要求、工作地点要求、奉献精神和压力承受能力。多变量方差分析的结果进一步发现,中外员工在工作成就感、工作环境要求和工作地点要求上存在着显著性差异。数据分析结果对霍氏理论中"个人主义"这一概念的表面有效果性提出了质疑,同时为我国的跨文化交际理论研究与国际接轨提供了一个研究方法上的例证。
The first 18 Likert scales of Hostede’s Value Survey Module were factor analyzed, and five factors were extracted. These factors reflecting various dimensions of job-satisfaction include sense of achievement, working environment, working location, self- sacrificing, and work pressure. The resuls of multivariate analysis of variance further indicate that Chinese, American, and French employees differ significantly in the sense of achievement, working environment, and working location. The results of this study questions the face validity of the concept of individualism, and at the same time, provide a methodological example of international standard for theoretical research in intercultural communication in China.
出处
《汕头大学学报（人文社会科学版）》
CSSCI
2009年第4期54-58,共5页
Journal of Shantou University(Humanities and Social Sciences Edition)
关键词
霍夫斯塔德
跨文化交际
文化价值
因子分析
多变量方差分析
Hofstede
intercultural communication
cultural value
research methods
factor analysis
multivariate analysis of variance
