Gelfand Michele J, Erez Miriam, Aycan Zeynep
Department of Psychology, University of Maryland, College Park, Maryland 20742, USA.
Annu Rev Psychol. 2007;58:479-514. doi: 10.1146/annurev.psych.58.110405.085559.
This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational context factors into cross-cultural research, taking indigenous perspectives seriously, and moving beyond intracultural comparisons to understand the dynamics of cross-cultural interfaces.
本文回顾了跨文化组织行为（OB）的研究。在简要回顾跨文化组织行为的历史之后，我们回顾了关于工作动机的研究，即激发、引导和维持不同文化背景下努力的因素。接下来，我们考虑个人与组织之间的关系，并回顾关于文化与组织承诺、心理契约、公平、公民行为以及个人与环境匹配度的研究。此后，我们考虑个体如何在组织中管理他们的相互依存关系，并回顾关于文化与谈判、争议解决、团队以及领导力的研究，随后是关于跨国管理和外派的研究。该综述表明，从发展角度来看，组织行为学中的跨文化研究正在走向成熟。然而，我们也强调了未来研究面临的关键挑战，包括超越价值观来解释文化差异、关注分析层次问题、将社会和组织背景因素纳入跨文化研究、认真对待本土观点，以及超越文化内部比较以理解跨文化界面的动态。
