A Dissertation Submitted to Guangdong University of Technology
for the Degree of Master
(Master of Business Administration)
Study on Chinese Employees Motivation Strategy in
Cross-cultural Context of FDB Company
Candidate: Lin Zhiwen
Supervisor: Prof. Xi Jing
Out-of-school Supervisor：Senior Economist Zhang Jian
May 2022
School of Management
Guangdong University of Technology
Guangzhou, Guangdong, P. R. China, 510520
摘要
摘要
在当今全球化经济的背景下，企业跨国化经营已经成为常态。跨国公司的员工来
自不同国家，公司内部存在不可避免的文化差异，员工对激励的需求和满足程度也存
在差异。因此，针对跨国公司的文化差异现象，我们要根据员工需求的差异性和满足方
式的多样化实施跨文化情境下的员工激励，才能有效激励员工为公司战略目标服务。
FDB公司是一家美资在华企业，在其进入中国的十几年间，遭遇了跨文化差异引
起的员工执行力低、流失率高、业绩无法满足要求等问题。本文以 FDB公司为研究对
象，对其典型的跨文化情境下员工激励问题进行分析和研究。
本文首先对跨文化情境下员工激励的国内外研究现状进行分析，同时对相关理论
基础进行整理，包括西方经典激励理论，跨文化管理理论和跨文化情境下员工激励。接
着，通过深度访谈的方法，发现 FDB公司存在显著的中美文化差异，包括个人主义和
集体主义的差异、平等民主和遵循等级的差异、信奉法治和信奉人治的差异、沟通直接
和沟通含蓄的差异。然后，通过调查问卷和深度访谈的方法，深入调研公司的中国员工
激励现状，发现公司存在跨文化情境下中国员工激励问题，分别是薪资福利的跨文化
不公平、绩效考核忽略了中国员工工作特点、中国员工职业发展空间有限、跨文化沟通
差异影响中国员工的信任感。结合 FDB公司的中美文化差异，对影响员工积极性的因
素进行分析研究，得出中国员工激励问题的原因分别是公司缺乏跨文化敏感度、企业
文化建设重视不够、跨文化沟通机制缺失以及激励政策的制定缺乏中国员工参与。最
后，依托霍夫斯泰德的国家文化理论为基础，结合经典激励理论包括马斯洛需求层次
论，赫兹伯格的双因素理论和亚当斯的公平理论，构建 FDB公司跨文化情境下员工激
励策略的目标和原则，并针对性地提出跨文化情境下中国员工激励的优化设计措施，
包括基于跨文化公平优化薪资福利制度、基于文化差异优化绩效考核、依据需求差异
完善中国员工职业规划、提高中国员工的信任激励。同时，为保证激励策略的顺利推行
和有效实施，提出实施保障措施，包括加强跨文化管理意识、建立统一企业文化、建立
跨文化沟通机制、提高激励政策制定中国员工参与度。
关键词：文化差异；跨文化情境；员工激励
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广东工业大学硕士专业学位论文
ABSTRACT
In today's globalized economy, it has become the norm for companies to operate across
borders. The employees of multinational companies come from different countries, and there
are inevitable cultural differences within the company, and there are also differences in the
employees' needs and satisfaction level of motivation. Therefore, in order to effectively
motivate employees to serve the company's strategic goals, we need to implement cross-
cultural motivation according to the different needs of employees and the diversification of
satisfaction methods.
FDB is an American-owned company in China. During its more than ten years in China,
it has encountered problems such as low employee execution, high turnover rate and failure to
meet performance requirements caused by cross-cultural differences. In this thesis, we analyze
and study the typical employee motivation problems in cross-cultural situations in FDB
company as the research object.
Firstly, this thesis analyzes the current situation of domestic and international research on
employee motivation in cross-cultural situations, and also organizes the relevant theoretical
foundations, including classical Western motivation theories, cross-culturalmanagement
theories andemployee motivationin cross-culturalsituations. Then, throughin-depth
interviews, we found that there are significant Chinese and American cultural differences in
FDB company,including thedifferences betweenindividualism and collectivism,the
differences between equality and democracy and following hierarchy, the differences between
believing in the rule of law and believing in the rule of man, and the differences between
communicating directly and communicating implicitly. Then, through questionnaires and in-
depth interviews, we deeply investigated the current situation of Chinese employee motivation
in the company and found that the company has cross-cultural context Chinese employee
motivation problems, which are cross-cultural unfairness in salary and benefits, performance
appraisal ignoringChinese employees' work characteristics,limited space forChinese
employees' career development,and cross-cultural communication differencesaffecting
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