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。