2006-08-012024-05-17https://scholars.lib.ntu.edu.tw/handle/123456789/681329摘要：全球化的結果並不必然造成所有人類活動的一致化與標準化，反而有可能促使全球地方化（global localization）與文化多元主義的興起。這樣的現象在組織行為上尤為明顯，例如，針對華人組織行為的研究即指出，像華人的家族企業、關係網絡、家長式領導風格、以及重視員工忠誠等等現象，不僅未在全球化的過程中消失，反而具有一定的功能。本研究計畫即繼承此一思考軸線，持續探討以下的問題：第一、華人企業組織行為的時代變遷：在全球化的衝擊下，何種華人企業組織行為是有效的？何種則需要改變？第二、華人企業組織行為的跨國類推：隨著全球產業分工與多國企業的興起，華人企業如何在全球各地有效運用華人企業組織文化、組織管理、以及組織領導的各項優勢？何種華人企業組織行為具有跨地域類推性，何者則無？透過以上議題之探討，藉以回答華人關係主義如何轉化與&#29234;什麼轉化的問題。本分項計畫所關注的華人組織行為焦點，將集中在組織文化、工作團隊、領導統御、及工作態度上面。<br> Abstract: The consequence of globalization will not necessarily result in the consistency and standardization of all human activities but may help encourage the boost of global localization and multiculturalism. This is especially true in organizational behavior. For example, past research about Chinese organizational behavior（COB）showed that , though being under the trend of globalization, Chinese family business enterprise（CFB）, guanxi network, paternalistic leadership, and employee loyalty were still existing with specific function. Based on the above fact, this study is to explore the following issues: (1) The change of Chinese organizational behavior -- with the impact of globalization, what types of COB are still effective and what types need to be changed？ (2) The cross-nations generalizability of local Chinese organizational management: Along with emerging world wide industry division and multinational enterprises, how can Chinese business effectively utilize various advantages of Chinese business organization culture, organization management, and organization leadership? What types of COB have the geographical generalizability and what types don’t? With the exploration of the issues above, we’ll be able to answer the questions about how Chinese relationalism will be transformed and why it will happen. The study of COB concerned in this sub-program will focus on the facets of organizational culture, teamwork, leadership, and work attitude.