个人主义和集体主义文化倾向对劳动争议冲突管理的影响

Influence of Cultural Tendency of Individualism and Collectivism on Management of Labor Dispute and Conflict

从文化因素出发,以个体层面的个人主义倾向与集体主义倾向作为自变量,探讨其对劳动争议冲突的影响。实证研究表明,个人主义倾向与集体主义倾向分别影响不同的劳动争议冲突方式:个人主义倾向对竞争式劳动争议冲突方式具有显著的正向影响作用,集体主义倾向对回避式、迁就式劳动争议冲突方式具有显著的正向影响作用;二者均对合作式和折衷式劳动争议冲突方式具有显著的正向影响,但集体主义倾向的影响作用大于个人主义倾向。因此企业应根据自身需要培育相应的文化氛围,有效管理组织内部的人际冲突。

In this paper, a study is conducted from the aspect of culture to analyze the influence of individualism tendency and collectivism tendency from the individual level on labor disputes and conflicts. The result indicates that both individualism tendency and collectivism tendency have different impact on labor disputes and conflicts respectively. Individualism tendency has a significantly positively effect on competitive labor disputes and conflicts. Collectivism tendency has a prominently positive impact on labor disputes and conflicts for the purpose of avoidance and acquiescence. Both of them have a significantly positive effect on labor disputes and conflicts for the purpose of cooperation and compromise. The impact of collective tendency is greater than that of individualism tendency. Therefore, the enterprises should cultivate the corresponding cultural atmosphere based on their own needs and effectively handle the conflicts within organization.