本文選題：文化智力 + 跨文化適應(yīng)性�。� 參考：《上海外國(guó)語(yǔ)大學(xué)》2017年碩士論文

【摘要】：在全球化日漸加劇的環(huán)境下,越來(lái)越多的企業(yè)試圖依賴跨文化工作更好地參與全球市場(chǎng)競(jìng)爭(zhēng),跨文化團(tuán)隊(duì)也因此應(yīng)運(yùn)而生。在跨文化團(tuán)隊(duì)中由于多樣化的國(guó)籍背景,多元化的工作場(chǎng)所,差異化的團(tuán)隊(duì)文化變得越來(lái)越明顯。跨文化團(tuán)隊(duì)中的成員面臨著因文化背景、風(fēng)俗習(xí)慣、宗教信仰和價(jià)值觀的高度差異化,而導(dǎo)致的跨文化溝通困難、行為和認(rèn)知錯(cuò)誤等嚴(yán)重障礙,進(jìn)而嚴(yán)重影響其在團(tuán)隊(duì)中的個(gè)人表現(xiàn)。在這樣的背景和跨文化管理理論的發(fā)展下,文化智力正在受到越來(lái)越多的關(guān)注,然而之前的研究更多地探討了個(gè)體文化智力對(duì)工作績(jī)效等的正向影響,即個(gè)人文化智力越高,其工作表現(xiàn)越好,那么在跨文化團(tuán)隊(duì)中是否還是適用呢?是否有中介變量在對(duì)這種影響產(chǎn)生調(diào)節(jié)作用呢?在跨文化團(tuán)隊(duì)中,團(tuán)隊(duì)內(nèi)成員之間的可見差異,價(jià)值觀差異和背景信息差異是否也會(huì)對(duì)個(gè)體績(jī)效等產(chǎn)生不同的影響呢?作用更為正向還是相反呢?所以本文主要解決的重點(diǎn)是個(gè)體文化智力對(duì)跨文化個(gè)體績(jī)效的影響,同時(shí)將跨文化適應(yīng)性引入到該影響機(jī)制中,試圖解釋跨文化適應(yīng)性在這兩者之間的中介效應(yīng)。本文主要包括以下三個(gè)研究:(1)跨文化團(tuán)隊(duì)成員個(gè)體文化智力與個(gè)體績(jī)效的關(guān)系;(2)跨文化適應(yīng)性在跨文化團(tuán)隊(duì)成員文化智力與個(gè)體績(jī)效之間的中介效應(yīng)影響;(3)跨層級(jí)分析團(tuán)隊(duì)變量(可見差異,價(jià)值觀差異與背景信息差異)在成員文化智力對(duì)個(gè)體績(jī)效關(guān)系上的調(diào)節(jié)影響;研究發(fā)現(xiàn),個(gè)體文化智力與個(gè)體績(jī)效有效性顯著正相關(guān),跨文化適應(yīng)性在個(gè)體文化智力和個(gè)體績(jī)效之間起到部分中介效應(yīng),可見差異,價(jià)值觀差異和背景信息差異在文化智力對(duì)個(gè)體績(jī)效上起到正向調(diào)節(jié)作用。分維度看,可見差異會(huì)增強(qiáng)文化智力對(duì)工作完成的正向作用,價(jià)值觀差異在文化智力對(duì)工作完成和團(tuán)隊(duì)合作的影響起到正向調(diào)節(jié)作用,同時(shí)背景信息差異在文化智力對(duì)創(chuàng)新能力的影響上起到正向調(diào)節(jié)作用。本文的創(chuàng)新點(diǎn)是從理論上深化了文化智力對(duì)個(gè)體績(jī)效的提升機(jī)制,另外也從團(tuán)隊(duì)角度跨層級(jí)分析了文化智力對(duì)個(gè)體績(jī)效的影響。
[Abstract]:In the increasingly globalized environment, more and more enterprises try to rely on cross-cultural work to participate in the global market competition, and cross-cultural teams emerge as the times require. In cross-cultural teams, due to diverse national backgrounds, diverse workplaces, differentiated team culture has become more and more obvious. Members of cross-cultural teams face serious barriers to cross-cultural communication, behavioural and cognitive errors, due to high differences in cultural backgrounds, customs, religious beliefs and values. And then seriously affect their personal performance in the team. Under such background and the development of cross-cultural management theory, cultural intelligence is receiving more and more attention. However, previous studies have more explored the positive impact of individual cultural intelligence on job performance, that is, the higher the individual cultural intelligence, the higher the individual cultural intelligence. The better the performance, is it still applicable in cross-cultural teams? Is there a mediating variable that regulates this effect? In cross-cultural teams, the visible differences, values differences and background information differences among the members of the team will also have different effects on individual performance. Is it more positive or vice versa? Therefore, the main focus of this paper is the impact of individual cultural intelligence on cross-cultural individual performance. At the same time, cross-cultural adaptability is introduced into the influence mechanism, trying to explain the intermediary effect of cross-cultural adaptability between the two. This paper mainly includes the following three studies: (1) the relationship between individual cultural intelligence and individual performance of cross-cultural team members; (2) the intermediary effect of cross-cultural adaptability on cross-cultural team members' cultural intelligence and individual performance. Level analysis team variables visible differences, Value difference and background information difference) the influence of member's cultural intelligence on individual performance, the study found that individual cultural intelligence and individual performance effectiveness were significantly positively correlated. Cross-cultural adaptability plays a part of intermediary effect between individual cultural intelligence and individual performance. It can be seen that differences in values and background information play a positive role in regulating individual performance. From the perspective of dimension, we can see that the difference of cultural intelligence can enhance the positive effect of cultural intelligence on work completion, and the difference of values plays a positive role in regulating the influence of cultural intelligence on work completion and team cooperation. At the same time, background information difference plays a positive role in the influence of cultural intelligence on innovation ability. The innovation of this paper is to deepen the promotion mechanism of cultural intelligence to individual performance theoretically, and to analyze the influence of cultural intelligence on individual performance from the perspective of team.
【學(xué)位授予單位】：上海外國(guó)語(yǔ)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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