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 论文编号：
org200808111641173681 |
| 论文属性：
thesis |
| 论文语言：English |
| 论文国家：U.K. |
| 登出日期： 2008-08-11 |
| 字数： 9129 |
| 源程序：
无 |
| 价格：
免费论文 |
| 注明： |
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| 论文大纲，目录 |
| 关键词搜索：Lenovo Manages Values Difference Merger of IBM |
ence and the people followed them. Chieh and Chau set up their kingdom with power and violence and the people followed them as well.” This example indicated that leaders who lead their people by benevolence, later their subordinates would be benevolent to one another, on the other side, leaders who set violent examples would make encourage to their subordinates or followers to behave violence to one another.
In Confucian values, authority has been accepted as psychological reality, which can be seen as ritualized power in society. Lu (1983) stated, family, group and leader of country (they have obtained the responsibility for the money and power) have the precedence over all the other individuals, which is the ideal aim of the Confucians. All of the above statements make emphasis of Confucian values on doing influence on the HRM practices in the organizations, while superior-subordinate relationship exist as a structured form of firm.
2.5 The Impact of Culture on Individual and Organizational Outcomes
Only recently have empirical research and critical reviews of the culture construct begun to appear in the literature. Conspicuously lacking are comprehensive and integrative studies of the phenomenon of organizational culture and its impact (Organizational Culture and Leadership by Schein, 2002 is one exception).
Much of the work in the domain of culture has been descriptive in nature, concerned with definitional issues and focused on construct elaboration using Spe英语论文网 【http://www.51lunwen.org】cific case Stuidies (Reichers & Schneider, 2000). This research status is largely due to the relative recency of the construct to the area of industrial-organizational psychology (Pettigrew, 1979). In fact, the majority of the theorizing and research regarding culture and its effect on organizational variables has been done only within the past decade. The limited research that has been conducted, however, suggests that culture may be a useful way of looking at organizations and examining the consequences of assumptions held by members. The evidence supporting the usefulness of culture in the understanding of organizations will first be reviewed. Then a variety of approaches to studying culture will be examined.
The relationship of culture to organizational outcomes is important to research in organizational behavior for a number of reasons. Because they are based on shared beliefs about what behaviors and attitudes are appropriate, cultural values determine what kinds of human resource strategies will be conceived. In turn, support mechanisms initiated by the organization will impact the attitudes and perceptions of individuals and subsequent outcomes such as commitment, satisfaction, and productivity. Culture may also be able to explain why some organizations can adapt easily to new challenges and flourish in a changing environment, while other organizations are not able to handle change successfully.
2.5.1 Employee Attitudes and Perceptions
An entire body of r
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