本文關(guān)鍵詞：文化智力對文化適應(yīng)及文化認(rèn)同的作用機(jī)制研究，，由筆耕文化傳播整理發(fā)布。

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上海交通大學(xué)碩士學(xué)位論文文化智力對文化適應(yīng)及文化認(rèn)同的作用機(jī)制研究姓名:付佳申請學(xué)位級別:碩士專業(yè):應(yīng)用心理學(xué)指導(dǎo)教師:唐寧玉20080101V文化智力對文化適應(yīng)及文化認(rèn)同的作用機(jī)制研究摘要隨著全球化進(jìn)程的不斷加快,世界變得越來越“平”,越來越“小”,各國之間的貿(mào)易往來頻繁,帶動跨國教育、跨國旅游等的國際間項目蓬勃發(fā)展,人們越來越多的時候是在與來自不同文化背景的人交往,個體如何在跨文化背景下仍然有效適應(yīng)的問題變得越來越重要。尤其是隨著企業(yè)發(fā)展的全球化,世界范圍內(nèi)的組織變革、結(jié)構(gòu)重組等,在企業(yè)中,會有很多來自不同國家或地區(qū)的員工一起組成跨文化的合作團(tuán)隊,如何讓這樣的團(tuán)隊不受到文化影響,每個員工能與來自不同文化的人融合,互相適應(yīng),并有效完成工作也變得越來越重要。因此,加強(qiáng)對文化智力的研究,無論在個體心理學(xué)層面,還是團(tuán)隊管理層面,甚至組織層面都有很廣泛的意義。本研究圍繞文化智力采用量表測量和實驗法,共進(jìn)行了三個研究:(1)對具有跨文化經(jīng)歷的 752 份樣本應(yīng)用量表測量,探討了文化智力的影響因素,并通過多元回歸分析驗證了異國語言水平、跨國經(jīng)歷都可以顯著的預(yù)測個體的文化智力。(2)對中國海歸(具有跨文化經(jīng)歷的華人)樣本 340 份應(yīng)用量表測量,探討了個體不同文化智力對其在原有文化、主流文化上適應(yīng)性的影響,通過多元方差統(tǒng)計分析,我們發(fā)現(xiàn)文化智力高的個體在對原有文化和主流文化適應(yīng)性都高,文化智力低的個體在對原有文化和主流文化的適應(yīng)性都低;同時,探討了文化智力對不同文化適應(yīng)類型個體的判別度,通過判別分析的方法驗證了文化智力對文化適應(yīng)的整合型、邊緣型判別較準(zhǔn)確。同時,我們又引入了主觀幸福感,作為文化適應(yīng)的衡量指標(biāo),分析文化智力、文化適應(yīng)、主觀幸福感三者之間的關(guān)系,筆者應(yīng)用了結(jié)構(gòu)方程建模(SEM)進(jìn)行驗證分析。結(jié)果發(fā)現(xiàn),文化智力對個體的原有文化適應(yīng)和主流文化適應(yīng)有影響,也對個體主觀幸福感有影響;同時,原有文化適應(yīng)并不能預(yù)測個體的主觀幸福感,而主流文化適應(yīng)可以顯著預(yù)測個體的主觀幸福感。(3)為了進(jìn)一步探討文化智力對文化認(rèn)同的作用機(jī)制,筆者進(jìn)行了文化啟動的實驗研究。我們應(yīng)用組間實驗設(shè)計,對韓國留學(xué)生 146 份樣本進(jìn)行文化啟動實驗,取得了較好的效果。實驗結(jié)果表明,在兩種不同文化背景啟動下,對兩種文化的認(rèn)同度還是有顯著差異的,即文化啟動可以有效啟動個體相應(yīng)的文VI化結(jié)構(gòu)。同時,文化智力高低不同,其啟動效果也有差異。筆者通過統(tǒng)計分析發(fā)現(xiàn),文化智力高的個體對原有文化認(rèn)同無顯著差異;文化智力低的個體對原有文化認(rèn)同、主流文化認(rèn)同都有差異顯著。關(guān)鍵詞:文化智力、文化適應(yīng)、文化認(rèn)同、文化啟動VIITHE STUDY OF MECHANISM OF CULTUREINTELLIGENCE ON ACCULTRURATION ANDCULTURE IDENTITYABSTRACTAlthough globalization has made the world seem smaller and ‘flat’ in manyways(Friedman,2005), increasing culture diversity creates challengers for anizations, making the world ‘not so flat’ after all. For instance, a sizeablebody of research demonstrates the challenges of culture diversity for multiculturaldomestic work team, multinational work teams, global leaders and those in overseaswork assignments. Relatively, little research, however, focuses on factors that couldimprove intercultural encounters. In particular, research on individual capabilities forinter cultural effectiveness is sparse and unsystematic, leaving and important gap inour understanding of why some individuals are more effective than others inculturally diverse situation (Ang, 2007).Based on Culture Intelligence (CQ) theorizing, it studies the relationshipbetween CQ , acculturation, subject well-being, and CQ affect on culture priming. Itnot only used scale, but also did the experiment to validate the Hypothesis. There arethree researches:Study 1: To validate the effects of Culture Intelligence, the research was done in752 samples, then multi-regression was used to analyze the data, we find thelanguage and cross culture experience can effect individual CQ.Study2: The research was done in 340 samples who has the cross cultureexperience, MANOVA and Classification was used to analysis the data. It is foundthat CQ effect the acculturation and can classify different acculturation type. AlsoSEM was used to analyze the data, it was found that CQ and acculturation can effectsubject well-being.Study3: The experiment was implimented to study the effect of CQ. Throughthe culture priming experiment in Chinese culture and Korea Culture, it was foundthat CQ

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  本文關(guān)鍵詞：文化智力對文化適應(yīng)及文化認(rèn)同的作用機(jī)制研究，由筆耕文化傳播整理發(fā)布。