戚樹誠2006-07-252018-06-292006-07-252018-06-292002http://ntur.lib.ntu.edu.tw//handle/246246/3047衝突是組織行為的重要議題之一。不 同組織成員在面對衝突情境時的衝突解決 方式往往不同。本研究希望透過美國與台 灣經理人的資料，瞭解他們進行衝突解決 之異同。研究設計如下：透過文獻整理， 研究者設計衝突個案情境，然後以有過管 理經驗的中外人士進行預試。在預試後， 衝突個案情境將加以修正以符合跨文化比 較所需。與此同時，研究者編製相關量表， 預試時亦請受試者填答。修正後的個案以 及問卷用於正式研究中。問卷內容包括質 化資料與量化資料，前者為開放式問題受 試者將其對於個案情境的可能反應予以文 字說明，後者則為量表填答的資料。質化 資料予以編碼後，與定量問卷進行統計分 析與假說檢測。本研究提出五種解釋衝突 解決的理論模型，分別為：『工具性與結 果考量』、『工具性與過程考量』、『規 範性與結果考量』、『規範性與過程考量』、 以及『歸因考量』，資料顯示，相對於美 國經理人，台灣經理人較傾向以規避衝突 為解決的方式，並且採行規避衝突的原因 在於文化規範而非工具性因素。就管理意 涵而言，研究結果應有助於實務管理者瞭 解中西經理人對於衝突處理的差異，進而加以改善獲致較佳的衝突解決方式。Conflict is one of the important issues in organizational behavior. Different organizational members have different conflict resolution intentions when facing conflict situations. This study hopes to understand differences in decisional intentions between American and Taiwanese managers through empirical data. The research design was as follows. After the literature review, the researcher designed a conflict case situation and then conduct a pre-test. The pre-test invited American and Taiwanese subjects with management experiences. Modifications on the case materials were made in order to accommodate the requirements of cross-cultural comparisons. In the meantime, the researcher designed relevant questionnaires together with the case situations for the subjects to complete. The formal study used the revised-versions of the case material and the questionnaires. The content of the questionnaire included both qualitative and quantitative information. The former included open-ended questions, asking subjects to describe their possible responses toward the scenario in written forms. The latter were responses from questionnaires. The qualitative data were coded and analyzed together with quantitative data in statistical analyses and hypotheses testing. This study proposed five alternative theoretical models for conflict resolution: instrumental-outcome, instrumental-process, inherent-outcome, inherent-process, attribution considerations. The data showed that, relative to American manager, Taiwanese managers tended to avoid conflict and the reasons were mainly due to cultural norms rather than instrumental factors. In terms of management implications, the research findings will be helpful for practicing managers to better their understanding of the differences between Chinese and Western managers in terms of conflict handling, thereby the results will improve managers having better conflict resolution methods.application/pdf121784 bytesapplication/pdfzh-TW國立臺灣大學工商管理學系衝突衝突解決規避衝突華人文化比較研究ConflictConflict ResolutionConflict AvoidanceChinese CultureComparative Study[SDGs]SDG16reporthttp://ntur.lib.ntu.edu.tw/bitstream/246246/3047/1/892416H002088.pdf