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題名 解決溝通與文化上的缺陷
Filling the Communication Gaps between Cultures within an Organization
作者 施智明
Shih, Chih Ming
貢獻者 林月雲
Lin, Yue Yun
施智明
Shih, Chih Ming
關鍵詞 溝通衝突
文化差異
個人主義
員工發展
Communication conflict
Culture difference
individualism
Employee development
日期 2015
上傳時間 24-Aug-2015 10:25:44 (UTC+8)
摘要 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.
參考文獻 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
描述 碩士
國立政治大學
企業管理研究所
102363110
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0102363110
資料類型 thesis
dc.contributor.advisor 林月雲zh_TW
dc.contributor.advisor Lin, Yue Yunen_US
dc.contributor.author (Authors) 施智明zh_TW
dc.contributor.author (Authors) Shih, Chih Mingen_US
dc.creator (作者) 施智明zh_TW
dc.creator (作者) Shih, Chih Mingen_US
dc.date (日期) 2015en_US
dc.date.accessioned 24-Aug-2015 10:25:44 (UTC+8)-
dc.date.available 24-Aug-2015 10:25:44 (UTC+8)-
dc.date.issued (上傳時間) 24-Aug-2015 10:25:44 (UTC+8)-
dc.identifier (Other Identifiers) G0102363110en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/77907-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所zh_TW
dc.description (描述) 102363110zh_TW
dc.description.abstract (摘要) 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.		en_US
dc.description.tableofcontents 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		zh_TW
dc.format.extent 7095280 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0102363110en_US
dc.subject (關鍵詞) 溝通衝突zh_TW
dc.subject (關鍵詞) 文化差異zh_TW
dc.subject (關鍵詞) 個人主義zh_TW
dc.subject (關鍵詞) 員工發展zh_TW
dc.subject (關鍵詞) Communication conflicten_US
dc.subject (關鍵詞) Culture differenceen_US
dc.subject (關鍵詞) individualismen_US
dc.subject (關鍵詞) Employee developmenten_US
dc.title (題名) 解決溝通與文化上的缺陷zh_TW
dc.title (題名) Filling the Communication Gaps between Cultures within an Organizationen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 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		zh_TW