觀表 VS 知心 —— 跨文化情境中的對偶人際關係:
文化相似性、人際信任及利同事行為

過去針對文化多元職場的文獻著重探討團隊或組織層次的結果變項（如團隊表現），卻忽略職場上人際層次結果變項的重要性（如利同事行為），利同事行為被視為關係品質及組織運作的一種關鍵因素，但過去文獻卻沒有探討文化相似性對其的影響。此外，過去文獻對於文化相似性尚未有明確操弄方式，也未釐清不同文化相似性的類型是否具有不同的影響。為了補足上述缺口，本研究回應過去文獻，驗證種族相似性、國籍相似性及價值觀相似性對利同事行為所產生的不同程度的正向效果，並且以情感性信任作為中介變項。此外，本研究進一步將文化相似性的表層與深層分成三個不同的層次來反映出表層與深層的不同程度。本研究採用跨文化團隊成員配對問卷，總計回收了203 筆對偶資料。結果顯示：國籍相似性及價值觀相似性皆會透過情感性信任的中介，對利同事行為產生正向的預測效果；族群相似性對情感性信任及利同事行為的預測效果卻沒有達到顯著。此外，在預測利同事行為的效果上，相較於國籍相似性及種族相似性，價值觀相似性有最佳的預測效果，國籍相似性次之。以上結果暗示，文化相似性的表層或深層為展現不同的程度，而不是一種二分的分類。本研究進一步探討所得結果在理論與實務上的貢獻，限制及意涵。

關鍵字

文化相似性；跨文化職場；利同事行為；情感性信任；同事間關係

並列摘要

Past research on workplace cultural diversity has mostly focused on higher-level outcomes such as organizational or team performance, and has ignored interpersonal-level outcomes, such as Organizational Citizenship Behaviors towards Individuals (OCBI), which is a particularly important factor of organizational functioning. Secondly, the literature has failed to offer a complete and uniform operationalization of culture, and to clarify the differential effects of different levels of cultural similarity. The present study addresses these gaps by investigating the effects of racial similarity, similarity of nationality, and value similarity on coworker OCBI, the mediating role of horizontal affective trust in this relationship, and the differences in effect magnitude for these three levels of cultural similarity following a novel conceptualization of“surface/deep” as numerous different layers rather than a binary division. Hypotheses were tested using hierarchical linear modeling (HLM) based on a sample of 203 multicultural team dyads. Results showed that similarity of nationality and values had a positive effect on OCBI, and that these relationships were both mediated by affective trust. Racial similarity did not have any effect on trust and OCBI. Overall, value similarity had stronger effects than similarity of nationality, which had stronger effects than racial similarity, suggesting that cultural similarity is better conceptualized as different layers ranging from surface to deep.

並列關鍵字

cultural similarity ； multicultural workplace ； organizational citizenship behavior - individuals ； affective trust ； coworker relationships

參考文獻

Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.

Alderfer, C. P., & Smith, K. K. (1982). Studying intergroup relations embedded in organizations. Administrative Science Quarterly, 27, 35-65.

Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A.(2007). Cultural Intelligence: Its measurement and effect on cultural judgement and decision making, cultural adaptation and task performance. Management and Organization Review, 3, 335-371.

Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange. Journal of Organizational Behavior, 23, 267-285.

Bagozzi, R. P., & Edwards, J. R. (1998). A general approach for representing constructs in organizational research. Organizational Research Methods, 1, 45-87.

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觀表 VS 知心 —— 跨文化情境中的對偶人際關係: 文化相似性、人際信任及利同事行為

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