有关工作压力的研究是在西方心理学和管理学界都发展较快的一个领域，但在我国研究还较少，尤其对转型期间的国有企业员工压力研究还是一片空白。本文采用实证的分析方法，分析了我国企业员工工作压力源和工作满意度之间的关系。结果发现，压力源和工作满意度之间存在明显的相关关系，管理者和普通员工、男性和女性在影响工作满意度的压力源上存在显著的差异。

Efficient top management processes are crucial for firm performance, not only because of the high importance of strategic decision-making and governance for shareholder value creation. Hence, conflict and, correspondingly, the appropriate management of conflict have grown in importance, especially when considering the high uncertainty that is coupled with strategic decision-making due to fast changing environments and new, emergent strategic options nowadays. Therefore, this study examines the relationship between demographic characteristics, job stress, and cognitive and affective conflict that Chinese top managers face. Through survey data and analysis, we conclude that age is in negative relation with job stress and that the higher the educational level of top managers, the more cognitive conflict they will experience. In turn, the more cognitive conflict, the more affective conflict will be experienced. In addition, we find that job stress is in positive association with cognitive conflict. Finally and most importantly, our results indicate that Chinese top managers are inclined to using integrating to handle conflict, which seems to be generally inconsistent with the traditional Chinese culture.

高层管理团队频繁更替导致的全局动荡、政策多变是促使ST小鸭败走麦城的一个重要原因。通过大量客观数据分析了ST小鸭高层管理团队频繁更替的状况及其造成的后果，从团队内聚力的角度阐释了高层管理团队的稳定性对企业发展的重要意义，给出了关于构建稳定的高层管理团队的几点建议。

从文化冲突的角度分析中外合资企业的跨文化管理问题。简要介绍了跨文化管理的理论研究, 给出了一个具体的研究案例, 最后结合整合同化理论提出了一些解决方法和措施。

论文对我国合资企业内部的文化冲突与团队过程进行了研究。首先,论文强调了文化差异对合资企业高层管理团队影响的重要性。其次,为了解释以往研究结论的矛盾性,论文建立了管理团队的动态化演化模型。最后,分析了文化对构建团队结构、解决团队冲突以及增强团队内聚力等演化阶段的影响,并提出了管理建议。

本文根据中国私营企业调查数据, 分析了私营企业所面临的组织外部冲突的来源、所采取的冲突解决策略以及企业主对解决结果的满意程度; 更进一步, 论文还分析了企业主传记性特征、组织特征、社会文化等因素对企业所采取冲突解决策略的影响。论文的研究结论在理论上相比于以往针对国有企业的研究结果有很多创新, 而在实践上对我国关于私营企业的政策制定有很好的指导价值。

回顾个性特征对谈判过程影响的研究结论，比较不同个性导致的冲突解决策略，解释了个体合作性与谈判有效性的关系。所得结论对日益增多的谈判活动具有理论和实践价值。

本文选取了中国深沪两市1999 年到2003 年4430 家上市公司和美国纽约交易所1999到2002 年6907 家上市公司进行实证比较，在确定了中国上市公司高管薪酬的主要决定因素的基础上，与美国上市公司高管薪酬进行比较。结果表明，公司规模、公司绩效、股权特征是决定高管薪酬的主要因素；它们对于两国上市公司高管薪酬的影响是有区别的；本文探究了造成这种差异的原因并提出了对于中国上市公司高管薪酬政策设计的指导性建议和以后研究的方向。

This study examines the impact of culture on regulation and corruption. Our empirical results suggest that cultural values have significant effects on countries’ regulatory policies, levels of corruption, and economic development. Contrary to the conclusions drawn by others, this study shows no significant relationship between the regulatory policies of countries and their perceived levels of corruption. Thus, evidence of the ‘‘public choice view’’ toward entry regulation derived in related studies seems to be at least attenuated.

Based on the cross-time-section series data collected from Wall Street Journal(WSJ), this article suggests that the corruption perceptions index (CPI) for 60 countries/regions published by Transparency International (TI) is highly correlated to their WSJ news about “corruption”, especially for the eight strong countries. Comparing with a slight converging trend of standard deviation of CPI value, the score of CPI presents no significant response to the time dimension. Despite of the strong correlation, our partial multiple correlation models suggest that, WSJ news can be really regarded as one good indicator of the level of corruption in a country, rather than the potential cause influencing CPI. Some discussions about the correlation between the WSJ news and some other corruption indicators confirm our above findings.