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While it is well-known that cross-cultural conflict management is a common problem in multinational joint ventures. The cooperation parties come from different countries and regions, and their social, political and legal systems and cultural backgrounds are different, which leads to the differences in business philosophy, decision-making thinking preferences and management communication modes. The conflict of managerial values caused by cultural differences will inevitably affect the management concept and mode of joint ventures, which will permeate the whole process of enterprise management activities. Employees from different cultural backgrounds may have different acceptance of the rules and regulations of the joint venture or different understanding of the work tasks, which may cause employees′ uncertainty or anxiety and ultimately affect their work innovation behavior and enterprise performance.
However, a fact that can not be ignored is that managers of joint ventures do not know much about cultural differences, the impact of communication modes and how to influence employees′ work innovative behavior. Managers need to manage cultural conflicts and differences between the two countries and even more countries in order to maximize cultural integration and enhance working enthusiasm and creativity of employees. So, this study attempts to reveal the deep-seated impact mechanism of cultural differences between parent company and subsidiary companies and management communication modes on employees′ work innovative behavior. And we also hope to explore the optimal communication mode in cross-cultural conflict management of joint ventures, so as to provide experience for cross-cultural conflict management of joint ventures.
This paper took 211 employees of 12 automobile joint ventures as the research object. Cultural differences perceived by employees were viewed as the independent variable, and communication modes between managers and subordinates were regarded as both independent variables and moderating variables. The theory of anxiety/uncertainty management was adopted to analyze the effect and mechanism of employees′ perceptions of cultural differences on their work innovative behavior. The theory and techniques of Transactional Analysis were used to classify the communication modes between managers and subordinates. The hierarchical regression method was conducted to analyze the samples and compare the impact of different communication modes on employees′ innovative behavior.
Through empirical research, this study mainly draws the following conclusions: (1) Joint venture employees′ perceptions of cultural differences between parent and subsidiary companies affects their innovative behavior. The more cultural differences perceived by employees between parent and subsidiary companies, the more difficult it is for employees to understand the rules and regulations and normative requirements of joint ventures, thus enhancing the risk defense mechanism of employees and curbing their creative and innovative motivation in the process of work. (2) Manager-employee value conflict caused by cultural differences runs through the communication modes between managers and employees, thus affecting the innovative behavior of employees. The three dimensions of communication mode (complementary transactions, crossed transactions and covert ulterior) affect the direction and intensity of employees′ innovative behavior differently. Among them, complementary transactions positively affects employees′ innovative behavior, while crossed transactions and covert ulterior negatively affect employees′ innovative behavior. (3) Different communication modes adopted by manager-employee in the process of communication can moderate the impact of cultural differences perceived by employees on their innovative behavior. Among them, complementary transactions can weaken the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while covert ulterior strengthens the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while crossed transactions has no obvious moderating effect.
The theoretical contributions of this study are mainly embodied in the following aspects. Firstly, this study confirms the impact of employees′ perceptions of cultural differences and communication modes between managers and employees on employees′ innovative behavior. Different communication modes between managers and employees will not only directly affect employees′ innovative behavior, but also moderate the relationship between employees′ perceptions of cultural differences and their innovative behavior. Secondly, this study reveals the complex mechanism of the relationship between employees′ perceptions of cultural differences and their innovative behavior, and identifies the important moderating role of different communication modes. Thirdly, this study enriches the application fields of the anxiety/uncertainty theory, and expands the research fields of the theory and techniques of Transactional Analysis.
The results of this study have important reference significance for the management practice of joint ventures. Based on the results of this study, the employees′ perceptions of cultural differences are important factors to affect employees′ innovative behavior. Therefore, we put forward the following management suggestions for joint ventures. Firstly, it is suggested that joint ventures should attach great importance to alleviating the uncertainty and anxiety caused by employees′ perceptions of cultural differences, strive to create a safe and harmonious working environment for employees, so as to stimulate their innovative potential and improve their work enthusiasm and creativity. Secondly, joint ventures should popularize the theory of Transactional Analysis and the techniques of Interpersonal Communication Interaction Analysis in the process of human resources training. In addition, managers and employees of joint ventures should choose appropriate communication modes. When communicating, both managers and employees should give priority to complementary transactions, avoiding the use of crossed transactions and covert ulterior.
However, this study still has the following limitations: (1) This study took the employees of automobile joint ventures in China as research object. The representativeness of the samples needs to be improved. The universality of the research conclusions needs to be confirmed further. (2) There are some inconsistencies between self-evaluation and supervisor-evaluation of employees′ innovative behavior. The supervisor-evaluation data did not verify all the theoretical hypotheses. (3) The richness of the models needs to be strengthened. This study used the theory of anxiety/uncertainty management to explain the main effect of perceptions of cultural differences on employee innovative behavior, and tested the moderating effect of communication modes, but did not explore and test the mediating effect of the relationship between perceptions of cultural differences and employee innovative behavior. We will further explore the mediating variables and effects in the future study. 相似文献
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太平洋战争中,日军守备队撤出基斯卡岛,被认为是极其成功的奇迹般的战例。日本海军舰队趁着浓雾,轻松地钻过美军的包围网,把5200名守备队全部救出。而在宝岛上留下的写有“鼠疫患者收容所”的标牌,给登陆的美军造成巨大威胁,上演了一场活话剧。 相似文献
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闵睿 《长春教育学院学报》2014,(19)
第二课堂活动是第一课堂的延伸和扩展,弥补了第一课堂课时不足的局限,并进一步拓展第一课堂所学语言知识。基于建构主义学习理论,对比传统大学英语第二课堂,建设网络环境下的大学英语第二课堂,激发学生对英语的学习兴趣,进而提高英语水平。 相似文献
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高校工会是在党组织的领导下联系广大教职工的纽带,是保证高校教育事业发展的重要的力量,在新的历史时期,高校工会加强服务职能有重要的意义。高校工会只有以广大教职工的根本利益为出发点,发挥其服务职能,才能更好地发挥出工会应有的作用,更好地为高校的教育事业做出贡献。本文主要分析了新时期高校工会的定位以及新时期下高校工会服务职能的重要意义,并就高校工会服务职能的建设提出几点建议。 相似文献
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社区是社会组成的单元和细胞。随着城市化进程的加快,城镇人口不断增加和集中,成为政治、经济、文化最活跃的群体,同时也是新闻最丰富的矿藏,吸引各路媒体热心关注、竞相开发,并集中人员力量和版面倾力打造新闻品牌。地市晚报要适应新闻改革,应对新闻竞争,必须集中优势兵力,全力做大、做活、做精、做强社区新闻。 相似文献
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关于合法用户在校外访问图书馆电子资源的研究 总被引：1，自引：1，他引：1
随意访问和传播图书馆自建或购买的电子资源会造成侵犯版权的问题，而各种因素使得合法用户在校外访问图书馆电子资源的需求日益迫切。本文拟在对国内外高校关于校外访问图书馆电子资源境况的调查基础上，分析、探讨各种校外访问服务方式的优劣，并提出其他补充方式和相关配套管理要求的可行建议，以期对同行开展校外访问服务起到一定的参考作用。 相似文献
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实践性教学是深化教学改革的突破口,有助于培养全面发展的实用型专业人才。本文阐述了职业院校实践性教学体系设计的思路与理念,并以会计专业为例构建了职业院校“五五制”实践教学体系,最后从思想、组织、制度、基地、队伍等方面提出了职业院校实践性保障体系的构建。 相似文献
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洪劬劼 《中学生阅读(高中版)》2007,(8)
[马不季停节蹄正一在词马有不活停力蹄:将地抽消象失的…季…节消失变为具体的可触摸的形象感知。用得好!]想当初,造物主如此旗帜鲜明地把一年涂上四种颜色: 相似文献
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曲倩劼 《思想政治教育研究》2006,(6):86-87
在当今毕业生就业新形势下,毕业生和用人单位双方对诚信的依赖越来越强,当前高校毕业生诚信缺失的问题日益凸显。切实加强高校毕业生诚信意识的培养是十分必要的。我们要在源头上、机制上、文化上、管理上等各个方面加强对高校毕业生诚信意识的培养。 相似文献