摘要
随着中国经济的不断发展,很多企业都已经在世界各地建立全球分布团队,以实施"走出去"战略。与国际学术界对全球分布团队研究的丰硕成果相比,国内学者对这一领域研究甚少,这对于促进全球化理论发展和指导中国企业国际化管理实践极为不利。本文通过对全球分布团队的文献梳理发现,其管理的核心特征主要体现在文化距离、地理距离以及团队多样化三个方面,这些核心特征会导致不同子团队之间的冲突、权力较量以及误解,而共享知识和有效沟通调节了这一作用过程。随后本文探讨了全球分布团队的绩效表现,在此研究基础上构建了全球分布团队研究的整合模型,并对这一领域的未来研究方向进行展望,为后续研究以及跨国企业更好地构建全球分布团队并提升其绩效提供参考。
With continuous development of China＇s economy, many companies have established globally distributed teams around the world to implement the going-out strategy. Compared to the fruitful researches in the international academia, few scholars in China have paid attention to this field, which is extremely unfavorable to the advancement of the development of globalization theory and the guidance of the internationalization management practice of Chinese enterprises. Based on the literature review of globally distributed teams, this paper finds that the core features of globally distributed team management are mainly reflected in three aspects： cultural distance, geographical distance and team diversity. These core features lead to conflicts between different sub-groups, as well as power contest and misunderstanding. Shared knowledge and effective communication moderate this process. Then it further discusses the performance of globally distributed teams, builds an integrated model of globally distributed team research, and points out future research directions, in order to provide the reference for further studies, globally distributed team building and performance improvement by multinational companies.
出处
《外国经济与管理》
CSSCI
北大核心
2016年第8期46-58,共13页
Foreign Economics & Management
基金
哈佛大学研究项目(#4837)~~
关键词
全球分布团队
文化距离
地理距离
团队多样化
互动困境
Key words： globally distributed team
cultural distance
geographical distance
teamdiversity
interaction dilemma
