基於多維模型的企業外派員工跨文化培訓研究 —以中興通訊為例

Abstract

經濟全球化帶動了企業國際化的蓬勃發展，然而，企業在跨國經營管理過程中會不可避免地碰到文化差異與文化衝突，跨文化管理成為一種重要趨勢，實踐證明跨文化培訓是解決人力資源管理中文化差異問題的基本方法，跨文化培訓也受到越來越多的跨國企業的重視。現階段國外學者為某些跨國企業的培訓實踐建立了一些理論性培訓模型，但這些理論模型研究忽略了新興的中國跨國企業，這增加了中國企業選擇合適的外派員工跨文化培訓模式的難度；同時，西方文化對母國與東道國跨文化差異的強調往往是基於Hofstede理論，有一定的局限性。因此，本論文基於學者現有的培訓研究模型，拓展出更具有多維文化焦點的跨文化培訓研究模式，旨在為中國跨國企業的跨文化管理能力的提升做出貢獻。 本研究的目標如下： ? 確定中國外派員工在海外的主要分佈國，批判性地識別母國與東道國的文化差異，研究各主要國家的多維跨文化培訓模型的建立過程。 ? 將上述模型應用於特定具象化企業案例研究中，分析闡述外派員工培訓的有效性，在此基礎上進一步修正模型。 ? 推薦適用於中國企業的外派員工跨文化培訓的適應性模型設計，並提出相關建議。 為完成上述目標，本文首先對跨文化培訓的研究現狀、相關概念以及影響因素進行了比較全面的文獻綜述，基於國外研究比較集中的Hofstede文化維度理論、Hall的文化語境理論以及Lewis的世界文化模型理論提出了擴展的多維文化聚焦模式。利用中國人才流動報告(2017)，亞洲和歐洲是中國企業外派員工占比最大的兩個區域，在此基礎上作者分析了德國和印度的市場地位，以及對中興通訊發展的重要性，選取了德國和印度為研究目標國，分析了兩地的文化差異和模式建立過程，以中興通訊外派員工的跨文化培訓作為研究的物件，論證了中興通訊外派員工多維跨文化培訓模式是可行的，同時也可以更好地提高企業的跨文化管理能力。

Economic globalization drives the vigorous development of enterprise internationalization, however, enterprises will inevitably encounter cultural differences and cultural conflict in the transnational management. Cross-cultural management has become an important trend. Practice has proved that cross-cultural training is the basic method to solve the problem of cultural differences in human resources management. Moreover, cross-cultural training is also valued by more and more multinational enterprises. It is found that foreign scholars have established some theoretical training models for the training practice of some multinational enterprises through literature research, but these theoretical model studies ignore the emerging Chinese multinational enterprises, which increases the cross-cultural training mode difficulty for Chinese enterprises to choose appropriate dispatched employees. Meanwhile, the emphasis on cross-cultural differences between parent and host countries is often based on Hofstede theory which has certain limitations. Therefore, this paper expands the cross-cultural training and research model with more multi-dimensional cultural focus which is based on the existing training and research model of scholars, aiming to contribute to the improvement of the cross-cultural management ability of Chinese multinational enterprises. The objectives of this paper are as follows: ? Determine the main distribution countries of Chinese expatriates overseas, critically identify the cultural differences between the home country and the host country, and study the establishment process of multi-dimensional cross-cultural training model in major countries ? Apply the above model to the case study of specific concrete enterprises, analyze and explain the effectiveness of expatriate training, and further modify the model on this basis. ? Recommend the adaptive model design for cross-cultural training of expatriates in Chinese enterprises, and put forward relevant suggestions In order to achieve the above objectives, this paper first makes a comprehensive literature review on the research status, related concepts and influencing factors of cross-cultural training, and puts forward an extended multi-dimensional cultural focus model based on Hofstede's cultural dimension theory, Hall's cultural context theory and Lewis's world culture model theory. Using the China Talent Mobility report (2017), Asia and Europe are the two regions with the largest proportion of expatriate employees of Chinese enterprises. On this basis, the author analyzes the market position of Germany and India and their importance to the development of ZTE, selects Germany and India as the research target countries, and analyzes the cultural differences and model establishment process of the two places, Taking the cross-cultural training of ZTE expatriates as the research object, this paper demonstrates that the multi-dimensional cross-cultural training model of ZTE expatriates is feasible, and can also better improve the cross-cultural management ability of enterprises.