本文拟以全球化的公司——DHL中国公司作为案例进行实证研究，在不断面临跨
文化冲突中寻找到适合企业发展的管理模式。本文先从理论研究入手，对国内外学术
文献进行了梳理归纳，对国家文化理论、价值双向模型、川普涅尔与特纳文化分析模
式、高情景文化与低情景文化等理论基础进行了阐述，为本文的研究提供了理论基础
继而对DHL公司的基本情况、企业文化进行了介绍，并且采用了问卷调查的方式研究
DHL公司跨文化冲突的表现、跨文化冲突管理的现状以及提出了现有管理中存在的问
题。接着，对德资企业B公司的跨文化冲突原则方法、管理策略进行了研究，并总结
了经验启示。最后，针对DHL公司跨文化冲突管理中存在的问题，提出了合适的管理
模式，具体的管理对策
通过全文的研究，可以得出以下的结论：
第一，从国内外文献研究成果和理论基础的研究来看，跨文化管理的学术成果还
是很丰富、成系统的。学界不仅研究了大量发达国家的跨国企业案例，也对发展中国
家的跨文化冲突管理进行研究，也形成了很多成熟的理论，通过不同的维度对这些文
化、文化冲突进行系统性的划分。总体而言，跨文化管理的难点和差异表现在思维、
价值观、行为准则、信仰等方面，具体表现在了企业管理者的决策和经营观念。对于
跨文化管理，很多学者也提出了运用成熟的管理学工具来进行有效管理。中文摘要 A 企业员工跨文化管理研究
II
第二，对本文的案例公司进行了研究。本文选取了全球化程度极高的跨国物流服
务提供商——DHL公司作为研究的案例，对其经营概况、企业文化、跨文化管理等内
容进行了介绍。采用问卷调查的形式对DHL公司的跨文化管理现状进行了研究，研究
发现组织内部的跨文化沟通冲突、管理者之间的冲突、员工与管理者之间的冲突是主
要跨文化管理冲突的表现。DHL公司在跨文化管理领域内，主要通过整合人力资源、
价值观、理顺与东道国关系等措施实施，不足之处在于投入产出比不佳、领导不够重
视
第三，本文对B公司的跨文化管理进行了研究，对DHL公司的跨文化管理对策也提
出了自己的看法。总体而言，要做好跨国公司的跨文化冲突管理应当遵循尊重对方文
化、承认差异、融合整合的大原则方向；在具体管理实践中，一定要审时度势，选择
适合自己企业内外部环境的管理工具。在具体的跨文化冲突管理中，可以从事前预防、
事中积极处理、事后有效利用三个步骤进行管理
希望通过本文的研究，能够为跨文化冲突管理相关从业人员、学者提供一些思路
和参考
关键词：跨国公司；跨文化管理；文化渗透；沟通；冲突
作 者：马小飞
指导老师：陈一星A 企业员工跨文化管理研究 英文摘要
III
Research on cross cultural management
of A enterprise employees
Abstract
The process of globalization intensified, as the biggest beneficiaries of economic
globalization is the transnational enterprise, along with the economic integration, political
integration, trade integration has cleared the boundaries between countries, multinational
enterprises can develop rapidly, playing an increasingly significant impact and effect on
the world economy. Multinational companies in foreign investment, not only to adapt to
local laws and regulations, but also used to the local customs, but also to respect the habits
of local consumers. Similarly, the globalization of business makes each enterprise to
recruit a large number of different nationalities, members have different cultural
backgrounds, different styles of culture constitute the diversification of employees, the
organization is full of diverse views, ways of thinking, design scheme, work habits etc..
Different cultural background will bring new challenges to the operation and management
of multinational corporations. How to ensure the effective integration of cross culture is a
challenge that needs to be faced.
This paper tries to find the management mode suitable for the development of the
enterprise in the face of the cross cultural conflict, which is based on the globalization of
the company - DHL Chinese company as a case study. This paper begins with theoretical
research, the domestic and foreign academic literature summarized, elaborated on the
national culture theory, value model, Sichuan and Punieer two-way mode, high and low
context culture cultural scene theory of cultural analysis of Turner, provides theoretical
basis for the research. Then the basic situation of DHL, the company's corporate culture is
introduced, and the use of cross-cultural conflict questionnaire research of DHL company's
performance and the status quo of cross-cultural conflict management and puts forward the
existing problems in the management of. Then, the German company B's cross cultural
conflict principle method and management strategies are studied, and summarizes the
experience and enlightenment. Finally, in view of the problems existing in the management英文摘要 A 企业员工跨文化管理研究
IV
of cross culture conflict of DHL company, the appropriate management mode is put
forward, and the specific management countermeasures are put forward.
Through the full text of the study, we can draw the following conclusions:
First, from the domestic and foreign literature research results and the theoretical
basis of the study, cross cultural management of academic achievement is very rich, into
the system. Not only the academic research of a large number of multinational enterprises
in developed countries are researched in the case of cross-cultural conflict management in
developing countries, but also the formation of many mature theories, the system of the
division of culture, cultural conflict through different dimensions. Overall, cross cultural
management difficulties and differences in thinking, values, behavior norms, beliefs and
other aspects, the specific performance of the enterprise managers in the decision-making
and management concepts. For cross cultural management, many scholars have also
proposed the use of sophisticated management tools to effectively manage.
Second, the case company of this paper is studied. In this paper, a high degree of
globalization of the international logistics service provider - DHL company as a case study,
its business profile, corporate culture, cross cultural management, etc.. In the form of a
questionnaire conducted the research on the cross-cultural management situation of DHL
company, the conflict between the study found that the organization of intercultural
communication conflict, conflict management, employees and managers are the main
conflicts in cross cultural management. DHL company in the field of cross cultural
management, mainly through the integration of human resources, values, and the host
country relations and other measures to implement the implementation of the problem, the
lack of input and output ratio is not good, the leadership is not enough attention.
Third, this article has carried on the research to the B company's cross cultural
management, the DHL company's cross cultural management countermeasure also
proposed own view. Overall, to do the multinational cross-cultural conflict management
should follow the respect each other culture, recognize the difference and fusion principle
of direction integration; in the specific management practice, must consider the situation,
select the appropriate internal and external environment of enterprise management tools. In
the specific cross cultural conflict management, can be engaged in pre prevention, in the
active treatment, after the effective use of the three steps to manage.A 企业员工跨文化管理研究 英文摘要
V
Hope that through this study, can pr
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