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首页> 外文期刊>International journal of cross cultural management >A Theoretical Exploration of Manager and Employee Social Identity, Cultural Values and Identity Conflict Management
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A Theoretical Exploration of Manager and Employee Social Identity, Cultural Values and Identity Conflict Management

机译：经理与员工社会认同，文化价值与认同冲突管理的理论探索

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摘要

As social identity conflicts based on ethnic origin, religion, caste, and so on, erupt around the globe, we investigate what may happen when these conflicts carry over into the workplace. In this article we explore possible employee responses to an organizational manager when the manager is attempting to prevent or reduce the intensity of social identity conflict in the workplace and the conflict is attributed to relatively non-fluid characteristics of social identity such as ethnicity, nationality, caste, or gender. We propose that employee responses to manager influence depend on: (1) whether the employee and manager are members of the same or different social identity groups, (2) whether the employees are members of the dominant or non-dominant group in the society at large, and (3) the shared influence of the embedded-autonomous cultural dimensions and the hierarchical-egalitarian cultural dimensions.
机译：随着基于种族出身，宗教，种姓等的社会身份冲突在全球范围内爆发，我们调查了当这些冲突蔓延到工作场所时可能发生的情况。在本文中，我们探讨了当经理试图防止或减轻工作场所中社会认同冲突的强度并且该冲突归因于社会认同的相对非流动性（例如种族，国籍，种姓或性别。我们认为，员工对经理的影响的反应取决于：（1）员工和经理是否属于相同或不同的社会认同群体，（2）员工是所在社会上主导或非主导群体的成员。 （3）内嵌的自治文化维度和等级平等的文化维度的共同影响。

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