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研究生:施智明
研究生(外文):Shih, Chih Ming
論文名稱:解決溝通與文化上的缺陷
論文名稱(外文):Filling the Communication Gaps between Cultures within an Organization
指導教授:林月雲林月雲引用關係
指導教授(外文):Lin, Yue Yun
學位類別:碩士
校院名稱:國立政治大學
系所名稱:企業管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
畢業學年度:103
語文別:英文
論文頁數:109
中文關鍵詞:溝通衝突文化差異個人主義員工發展
外文關鍵詞:Communication conflictCulture differenceindividualismEmployee development
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The aim of this thesis is to investigate and identify the present communication gaps between cultures within an organization. For these couple decades, there has been numerous international joint ventures happening in China by the Taiwanese firms in order to reduce cost and to reach both economies of scale and economies of scope. In doing so the international joint venture firm has to hire and employee the local Chinese people where the culture is much different than Taiwanese people.

This thesis studies and examines the possible communication issues and problems that could arise due to differences in culture. The qualitative method of interview was conducted in this thesis, composed of 5 Taiwanese managers and 3 Chinese managers inside the organization. The interview consists of 19 questions which were divided into three categories as follows: Communication, differences between ethnicity, and leadership and change. The responses were carefully examined and compared to see whether the difference in culture created some communication issues in the organization.

The results from the interviewees and through chart comparison it was clear to conclude that there indeed have been communication issues and problems between the Taiwanese culture and Chinese culture at the workplace. The thesis provides four types of recommendation, including conflict management, internal communication and employee development, management communication strategy for change and strategic employee communication to facilitate major change. This thesis hopes to offer and improve a successful communication change between the different cultures within the organization.

Table of content......................................1
Acknowledgement.......................................2
Abstract..............................................3
Introduction..........................................4
Literature review.....................................5
Communication gaps and problems existing.............10
Definition...................................10
Communication conflicts, types and signs.....13
Culture difference...........................19
Hofstede’s five dimension score.............20
Methodology &; Procedure..............................21
Findings &; Discussion................................22
Recommendations......................................46
Conflict management..........................47
Employee development.........................52
Management strategy for change...............55
Employee communication to facilitate change..61
Conclusion...........................................70
Research limitation and future direction .....71
Reference............................................72
Chinese reference....................................74
Appendix A (Interview questions).....................75
Appendix B (Interview responses).....................78


1. Barrett, D. (2002). Change communication: using strategic employee communication to facilitate major change. Corporate Communication: An International Journal, 7(4), 219-231
2. Belle, B. (1976). Organizational Communication Theories: Issues analysis. Paper presented at a meeting of the International Communication Association. Portland, Oregon.
3. Cheung, W.G., &; Chow, H.I. (1999). Subcultures in Greater China: A comparison of managerial values in the People’s Republic of China, Hong Kong, and Taiwan. Asia Pacific Journal of Management, 16(3), 369-387
4. Goldhaber, G. (1990). Organizational Communication. Wm. C. Brown Publishers, 16-25
5. Hsiao, D. (2010). Examining the Differences Between Taiwanese and Chinese Manager in Effectiveness of Leading Change. College of Technology Directed Project. Paper 11
6. Hieu, P. (2013). Problems and conflict in managing International Joint Ventures in Vietnam. Philippine Management Review 2013,20, 47-64
7. Klein, S. (1996). A management communication strategy for change. Journal of Organization Change Management, 9(2), 32-46.
8. Linda, P. (1982). Paradigms for Organizational Communication Research: An overview and Synthesis. Western Journal of Speech Communication 46,192-206
9. Lockett, M. (1988). Culture and the Problem of Chinese Management. Organization Studies, 9(3), 475-96
10. Low, W.S., &; Cheng, S. M., (2006). A comparison study of manufacturing industry in Taiwan and China: Manager’s perceptions of environment, capability, strategy and performance. Asia Pacific Business Review, 12(1), 19-38
11. Proctor, T., &; Doukakis, I. (2003). Change management: The role of internal communication and employee development. Corporate Communication: An International Journal, 8(4), 268-277.
12. Robert, D. (1972). Characteristics of Organizational Environments and Perceived Environmental Uncertainty. Administrative Science Quarterly 17,313-27
13. Spaho, K. (2013). Organizational communication and conflict management, 18,103-118
14. Wong, D. (2001). The Chinese at work: Collectivism or Individualism
15. Yeh, R.S. (1988a). Values of American, Japanese and Taiwanese Managers in Taiwan: A Test of Hofstede’s Framework. Academic of Management Best Papers Proceedings, pp. 106-110
16. Yeh, R.S. (1988b), On Hofstede’s Treatment of Chinese and Japanese Values. Asia Pacific Journal of Management, 6(1), 149-160

Chinese reference
1. 鄭伯壎 黃國隆. (1999). 本土心理學研究. 第11期, 第3~58頁
2. 楊國樞. (1993). 中國人的心理與行為--理念及方法篇,台北:桂冠圖書公司
3. 林亮宏. (2007). 關係, 國家文化與企業倫理關連性之探討-以台灣, 香港及中國大陸為例
4. 彭泗清, 楊中芳. (2001). 交往關係的影響因素與發展過程, 中國人的人際關係, 情感與信任. 台 北:遠流出版社

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