在华跨国公司外籍高管跨文化适应的压力及应对研究
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摘要
当今,全球性的跨国公司已成为世界经济运行的主要动力。随着这些跨国公司进入中国,其派驻中国的高级管理人员也与日俱增,逐渐形成了一个特殊的群体,他们来到中国之后,都不可避免地面临着跨文化适应的压力。根据前人的研究,我们发现,以往的研究对留学生的跨文化适应研究较多,对外派高管的跨文化适应研究较少,对在华跨国公司外籍高管的研究就更有限了。在为数不多针对外派人员的研究中,学者们也基本上是从理论的角度对跨文化管理提出理论模型。尽管如此,从仅有的一些实证研究中仍可以推测出,在华外籍高管需要重新定位和调整自身的工作角色以适应环境。
本研究从跨文化适应的角度出发,研究了在华跨国公司外籍高管的跨文化压力状况、压力源、压力的影响,以及他们目前的压力应对策略。研究者从当前在华跨国公司外籍高管的心理压力状况类推,试图探索出能帮助他们有效缓解压力的方法,提高他们的跨文化适应能力。为跨国公司评估在华投资策略的顺利实施以及投入人力资源测算方面提供参考依据,提高在华跨国公司经营的成功率；也为中国的跨国公司今后在世界各地组建分支机构外派高管提供借鉴,从而增强他们在全球市场中的竞争力。
为了全面阐述在华跨国公司外籍高管跨文化适应中的压力和应对问题,本文共分为四个部分：
第一部分为研究综述。系统阐述了跨文化适应研究的历史与现状,在此基础上提出了本研究的研究的思路、研究意义和研究目的,并对跨国公司和在华外籍高管的含义进行了界定。
第二部分为研究方法,包括量化研究和质性研究。量化研究主要根据访谈内容,采用自编调查问卷的方式进行,对以下三点内容进行评估：(1)调查人群的总体压力状况；(2)压力的来源及结构；(3)应对方式。通过量化研究,确定了基本的问卷因了结构和具体条目。质性研究采用半结构化访谈,结合量化研究的结果,内容主要涉及以下几个方面：(1)被访者的基本身份资料；(2)被访者的职业生涯历史,以及在华工作的时间；(3)被访者在跨文化适应中感受到的压力程度及压力来源；(4)被访者采用的应对压力策略及效果。
第三部分为总讨论。在本研究的基础上,针对研究中得出的研究结果进行了深入探讨,提出了有关跨文化适应的“方圆观”,并对改善在华外籍高管跨文化适应提供意见和建议。针对研究过程,提出了本研究的不足和对今后研究的展望。由于本课题主要侧重研究在华跨国公司外籍高管在跨文化适应上所面临的问题,着重定性的观察和初步的定量分析,而并非专门修订一个有效的检测和评估的量表工具,因此课题重点是放在“实际情况的了解和分析”上
第四部分为结论。本研究通过量化研究和质性研究得出以下结论：在华跨国公司外籍高管面临的压力主要表现在工作压力上,压力源主要来自于家庭、人际交往模式和政策环境；积极应对是在华跨国公司外籍高管认可度最高的应对策略,但支持系统对于他们缓解压力的作用更大；在华跨国公司外籍高管中,CEO与CFO所面临的跨文化适应压力较为相似,所采取的应对方式比较类似,而CTO则比CEO、CFO面临的压力小,较能采取更多有效的应对方式；日韩与港台高管在跨文化适应上的压力和应对都“趋向于”欧美,而日韩与港台高管在跨文化适应的压力与应对上的差异,既大于日韩与欧美的差异,又大于港台与欧美的差异；在华跨国公司外籍高管的年龄与跨文化适应压力水平呈正相关,年龄越大,跨文化适应的压力也就越大；在华时间与跨文化适应压力水平呈负相关,在华时间越长,跨文化适应的压力也就越小。
Multi-national corporations (MNCs) are the major power of economic globalization nowadays. With MNCs' entry to China today, the volume of top managers in MNC relocated in China grows. Gradually, they became a particular group in the society of China.That's why they cannot avoid facing the stress of cross-cultural adaption after they arrive China. According to previous researches, we discover that most of pervious studies focused on cross-cultural adaptation of foreign students, but few on expatriate top managers'. What's more, fewer studies for the cross-cultural adaption of expatriate top managers. The limited studies almost based on theories to carry out theoretical models. Despite the fact, from limited empirical researches, we still can find out expatriate top managers in China need to renew and adjust their job roles to fit into new circumstances. Stress coping strategy has influence on their job efficiency and satisfaction of life in China.
In perspective of cross-cultural adaptation, the present study is to investigate foreign executives of MNCs in China about stress condition, resources of stress, effect of stress, and their present stress coping strategies. We try to explore the solution to assist them to release the stress, improve their capacity of cross-cultural adaptation. Forecast from mental stress conditions of foreign executives in MNCs, estimate for the investment strategy of MNCs in China and the expense of manpower to China market, to increase the possibility of success. In the meantime, we can also provide valuable information to the company belonging to China for their business development in the global market in the future.
The present study discussed the cross-cultural adaptation and stress coping strategy to the foreign executives in MNCs. It includes four sections:
The first section provided a review:the history and current situation of researches, the definition of Multi-national Corporation and foreign executives in China, and introduction of the method of qualitative research. On the base of which, we presented the purposes.
The second section was the study method, including quantitative and qualitative. We used the questionnaire built by ourselves, integrating three parts:(1) gross stress condition of the participants; (2) resources and structure of stress; (3) stress coping strategies. Based on quantitative research, we set up the factor structure and items of questionnaire. Qualitative was based on semi-structural interview, combing the results of quantitative, the major details involved (1) the basic information of participants; (2) the job experiences of participants; (3) the degree of stress and resources of stress of participants on cross-cultural adaptation; (4) the strategy and efficiency of interviewers of coping stress.
The third section was the general discussion. Based on the results, we had a further discussion and gave some suggestions and opinions on improving adaption of foreign executives in MNCs in China. Furthermore, based on the process of the study, we found out some insufficient and prospect of future study. The topic mainly focused on the cross-cultural adaption of the foreign executivers in MNCs and the qualitative observation and the preliminary quantitative analysis; therefore, it was not an instrument of scale. That was why the major point was the analysis of the reality. Besides, the study had an idea of the cross-cultural adaption of the foreign executives in MNCs in China, but as an applied research, we still needed a further empirical measure of the reliability of the instrument. The future study needs to focus on the mechanism of the adaption of the foreign excutives in MNCs and the intervention of the individuals, so that we can improve the adaption of the foreign executives in MNCs in China, which can improve their mental health.
The forth section was the conclusion. The conclusions based on quantitative and qualitative research were:the stress from job was the major factor of foreign executives in China; the source of their stress are mainly from their family, human relation and the circumstances of policy; with regard to the coping strategy, positive coping strategy was most highly correlated, which was the most acceptable and selected, but support system are the major requir from their stree release; CEO and CFO have similar stress from cross-cultural adaption, the coping strategies are close between both of them; the stress of CTO is not as strong as that of CEO and CFO, and CTO's coping strategies can be execute are more than that of CEO and CFO; the stress and coping strategy from Japanese, Korean, and Hongkongness, Taiwanness, all of them are close to the western style, but different stress and coping strategy between Japaness, Korean and Hongkongness, Taiwanness are larger than between Japaness Korean and western style; the age of foreign executives in China are positive related to the stress of cross-cultural adaption, the stress getting larger when they getting older; the period they stay in China are negative related to the stress of cross-cultural adaption, the longer they stay, the less stress they can feel.
本研究从跨文化适应的角度出发,研究了在华跨国公司外籍高管的跨文化压力状况、压力源、压力的影响,以及他们目前的压力应对策略。研究者从当前在华跨国公司外籍高管的心理压力状况类推,试图探索出能帮助他们有效缓解压力的方法,提高他们的跨文化适应能力。为跨国公司评估在华投资策略的顺利实施以及投入人力资源测算方面提供参考依据,提高在华跨国公司经营的成功率；也为中国的跨国公司今后在世界各地组建分支机构外派高管提供借鉴,从而增强他们在全球市场中的竞争力。
为了全面阐述在华跨国公司外籍高管跨文化适应中的压力和应对问题,本文共分为四个部分：
第一部分为研究综述。系统阐述了跨文化适应研究的历史与现状,在此基础上提出了本研究的研究的思路、研究意义和研究目的,并对跨国公司和在华外籍高管的含义进行了界定。
第二部分为研究方法,包括量化研究和质性研究。量化研究主要根据访谈内容,采用自编调查问卷的方式进行,对以下三点内容进行评估：(1)调查人群的总体压力状况；(2)压力的来源及结构；(3)应对方式。通过量化研究,确定了基本的问卷因了结构和具体条目。质性研究采用半结构化访谈,结合量化研究的结果,内容主要涉及以下几个方面：(1)被访者的基本身份资料；(2)被访者的职业生涯历史,以及在华工作的时间；(3)被访者在跨文化适应中感受到的压力程度及压力来源；(4)被访者采用的应对压力策略及效果。
第三部分为总讨论。在本研究的基础上,针对研究中得出的研究结果进行了深入探讨,提出了有关跨文化适应的“方圆观”,并对改善在华外籍高管跨文化适应提供意见和建议。针对研究过程,提出了本研究的不足和对今后研究的展望。由于本课题主要侧重研究在华跨国公司外籍高管在跨文化适应上所面临的问题,着重定性的观察和初步的定量分析,而并非专门修订一个有效的检测和评估的量表工具,因此课题重点是放在“实际情况的了解和分析”上
第四部分为结论。本研究通过量化研究和质性研究得出以下结论：在华跨国公司外籍高管面临的压力主要表现在工作压力上,压力源主要来自于家庭、人际交往模式和政策环境；积极应对是在华跨国公司外籍高管认可度最高的应对策略,但支持系统对于他们缓解压力的作用更大；在华跨国公司外籍高管中,CEO与CFO所面临的跨文化适应压力较为相似,所采取的应对方式比较类似,而CTO则比CEO、CFO面临的压力小,较能采取更多有效的应对方式；日韩与港台高管在跨文化适应上的压力和应对都“趋向于”欧美,而日韩与港台高管在跨文化适应的压力与应对上的差异,既大于日韩与欧美的差异,又大于港台与欧美的差异；在华跨国公司外籍高管的年龄与跨文化适应压力水平呈正相关,年龄越大,跨文化适应的压力也就越大；在华时间与跨文化适应压力水平呈负相关,在华时间越长,跨文化适应的压力也就越小。
Multi-national corporations (MNCs) are the major power of economic globalization nowadays. With MNCs' entry to China today, the volume of top managers in MNC relocated in China grows. Gradually, they became a particular group in the society of China.That's why they cannot avoid facing the stress of cross-cultural adaption after they arrive China. According to previous researches, we discover that most of pervious studies focused on cross-cultural adaptation of foreign students, but few on expatriate top managers'. What's more, fewer studies for the cross-cultural adaption of expatriate top managers. The limited studies almost based on theories to carry out theoretical models. Despite the fact, from limited empirical researches, we still can find out expatriate top managers in China need to renew and adjust their job roles to fit into new circumstances. Stress coping strategy has influence on their job efficiency and satisfaction of life in China.
In perspective of cross-cultural adaptation, the present study is to investigate foreign executives of MNCs in China about stress condition, resources of stress, effect of stress, and their present stress coping strategies. We try to explore the solution to assist them to release the stress, improve their capacity of cross-cultural adaptation. Forecast from mental stress conditions of foreign executives in MNCs, estimate for the investment strategy of MNCs in China and the expense of manpower to China market, to increase the possibility of success. In the meantime, we can also provide valuable information to the company belonging to China for their business development in the global market in the future.
The present study discussed the cross-cultural adaptation and stress coping strategy to the foreign executives in MNCs. It includes four sections:
The first section provided a review:the history and current situation of researches, the definition of Multi-national Corporation and foreign executives in China, and introduction of the method of qualitative research. On the base of which, we presented the purposes.
The second section was the study method, including quantitative and qualitative. We used the questionnaire built by ourselves, integrating three parts:(1) gross stress condition of the participants; (2) resources and structure of stress; (3) stress coping strategies. Based on quantitative research, we set up the factor structure and items of questionnaire. Qualitative was based on semi-structural interview, combing the results of quantitative, the major details involved (1) the basic information of participants; (2) the job experiences of participants; (3) the degree of stress and resources of stress of participants on cross-cultural adaptation; (4) the strategy and efficiency of interviewers of coping stress.
The third section was the general discussion. Based on the results, we had a further discussion and gave some suggestions and opinions on improving adaption of foreign executives in MNCs in China. Furthermore, based on the process of the study, we found out some insufficient and prospect of future study. The topic mainly focused on the cross-cultural adaption of the foreign executivers in MNCs and the qualitative observation and the preliminary quantitative analysis; therefore, it was not an instrument of scale. That was why the major point was the analysis of the reality. Besides, the study had an idea of the cross-cultural adaption of the foreign executives in MNCs in China, but as an applied research, we still needed a further empirical measure of the reliability of the instrument. The future study needs to focus on the mechanism of the adaption of the foreign excutives in MNCs and the intervention of the individuals, so that we can improve the adaption of the foreign executives in MNCs in China, which can improve their mental health.
The forth section was the conclusion. The conclusions based on quantitative and qualitative research were:the stress from job was the major factor of foreign executives in China; the source of their stress are mainly from their family, human relation and the circumstances of policy; with regard to the coping strategy, positive coping strategy was most highly correlated, which was the most acceptable and selected, but support system are the major requir from their stree release; CEO and CFO have similar stress from cross-cultural adaption, the coping strategies are close between both of them; the stress of CTO is not as strong as that of CEO and CFO, and CTO's coping strategies can be execute are more than that of CEO and CFO; the stress and coping strategy from Japanese, Korean, and Hongkongness, Taiwanness, all of them are close to the western style, but different stress and coping strategy between Japaness, Korean and Hongkongness, Taiwanness are larger than between Japaness Korean and western style; the age of foreign executives in China are positive related to the stress of cross-cultural adaption, the stress getting larger when they getting older; the period they stay in China are negative related to the stress of cross-cultural adaption, the longer they stay, the less stress they can feel.
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