公平感知和团队异质性对跨文化团队成员产出影响的探索性研究  

An Exploratory Study on the Effect of Justice Perception and Team Heterogeneity on Employees' Outcomes in Multi-cultural Teams

作　　者：刘晓冰[1] 冉爱晶[1] 宋砚秋[2] 

机构地区：[1]大连理工大学管理与经济学部,辽宁大连116024 [2]中央财经大学管理科学与工程学院,北京100081

出　　处：《管理案例研究与评论》2017年第2期148-161,共14页Journal of Management Case Studies

基　　金：国家自然科学基金项目"复杂产品系统动态项目组织的治理研究"(71202123)

摘　　要：跨文化团队在跨国公司团队构成中越来越普遍,能否有效处理团队成员由于文化、性格差异带来的冲突,决定了员工工作态度和工作效率,以及团队目标的成败。已有研究针对组织公平因素对成员产出的作用机理进行了一定的探讨,但缺乏在跨文化团队情境下的分析。本文通过探索性案例研究方法针对跨文化团队成员公平感知对其个人产出的影响进行了探索和分析。通过对13个团队的深入访谈,本研究揭示了公平感知在跨文化团队中影响员工感知和绩效的作用机制,在存在文化和性格特征异质性的团队中,公平感知的3个维度对个人产出的作用被削弱。As workforce heterogeneity increases in multi-cultural teams of transnational corpora-tions, the effectiveness of resolving conflicts caused by culture and personality differences deter-mines the employees？ work attitude and performance, as well as the success or the failure of teams. Prior research identified the influential factors of employees？ perception and performance based on justice theory, but this study focuses on the dynamics in multi-cultural teams. We use an exploratory multi-case study to analyze the effect of team heterogeneity in the relationship of justice perception and employees’ individual outcomes. Through interviews of 13 teams, this study explores the impact mechanism of justice perception on employees？ psychology and per-formance in multi-cultural teams： Influenced by culture heterogeneity and personality heterogenei-ty , the effect of three justice dimensions on individual outcomes has been attenuated.

关 键 词：团队异质性 跨文化团队 员工产出 公平感知 多案例研究 

分 类 号：F270.7[经济管理—企业管理]