根据对企业高层管理者的调查结果, 分析了高层管理者传记性特征、工作压力及情绪和认知冲突之间的关系。研究发现, 随着年龄的增加, 高层管理者体验到的工作压力会逐渐减少; 学历越高, 体验到的认知冲突越多; 情绪冲突的增多也会引起认知冲突的增加; 工作压力的大小与认知冲突呈正相关关系。另外, 高层管理者重视以整合的方式解决冲突, 其次也会选择竞争的方式处理冲突。

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.

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。

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。

人才流失是我国国有企业尤其是组织变革期的企业所面临的重要问题。在回顾国内外有关员工流动主要研究成果的基础上, 从个体、组织和社会3个层面, 对处于变革期的一家电力企业的人员流动问题进行了实证研究, 找出了影响该企业员工流动的11个因素, 即年龄、党派、受教育程度、企业工龄、职称等级、所在部门、岗位性质、岗位等级、行政级别、评先进次数和培训次数, 可为电力行业类似企业留人政策的制定和创新提供参考。