摘要

随着全球经济社会的发展，跨国企业在经济中扮演着越来越重要的角色。然而在跨国经营管理的同时，原本行之有效的处理冲突的方法却往往在他国毫无作用，甚至助长了冲突的升级。这一现象是由于在不同的文化中，人们思维方式和行为习惯各有差异。因此，在面对冲突时，要考虑到它所发生的文化背景，采取相应措施。中美两国作为中西方文化的代表性国家，有着截然不同的文化背景与社会基础，因此在面对冲突时，有着不同的处理方式与习惯。
本文以霍夫斯泰德的文化维度论为基础，试从个人主义/集体主义和时间导向两个角度分析比较中国与美国企业在人力资源管理中处理冲突的差异。通过分析两国企业在人力资源管理中，包括决策、激励、人际关系、绩效评估方面的冲突处理方式上的差异，探究中美文化对企业人力资源管理中冲突的处理策略的影响。通过研究，本文得到以下结论：个人主义/集体主义和时间导向两个文化维度对人们在冲突处理策略的选择上有着重要影响。其中，个人主义/集体主义反映了个人对自身利益的坚持程度，时间导向的影响则着重体现在人们对人际关系的态度上。两者的共同作用，使中国企业更多地采用回避和体谅的策略。相比较而言，美国企业地倾向于采用竞争与合作的策略。

关键词：跨文化，文化五维度，中美企业，人力资源管理，冲突处理策略

Abstract

With the development of global economy, multinational corporations become more and more important in economy. However, in the process of oversea management, the conflict-resolving strategies that one company used to take tend to be invalid or even have a side effect. It is due to the cultural differences in the way people think and behave. So people have to consider the cultural background when facing conflicts and take proper strategies. China and the United States represent western and oriental cultures respectively and thus have different means and customs when dealing with conflicts.
Based on Hofstede’s dimension theory, this thesis compares the strategies adopted in resolving conflicts in human resource management in China and the U.S. in angles of individualism-collectivism and long/short term orientation. By investigating the different strategies taken in decision-making, motivation, human relation and performance appraisal, the thesis explores the culture’s effect on the choice of strategies. It can be concluded that individualism-collectivism, and long /short term orientation do influence people’s choice of solution when handling conflicts. Individualism-collectivism influences people’s choice between interest of the group and interest of individual. Long/short term orientation affects their attitudes towards human relation. The two dimensions act together in forming the difference in American and Chinese’s adoption of strategies. Chinese are more likely to have avoiding and obliging strategies, while dominating and integrating are more favored by Americans.

Key words: cross-culture, five dimensions of culture, Sino-U.S. corporation, human resource management, conflict-resolving strategy