留学生毕业论文节选-组织中的文化理论。本文是一篇留学生毕业论文节选内容，在本章中，研究者将提供与所述研究问题相关的回顾理论。文化是一个可以用多种方式解释和定义的重要主题。霍尔将文化解释为构成个人人类生活的人类媒介。因此，人类生活中没有一个阶段不受文化影响。这意味着个性，人们对他人的行为和表达自己的方式，他们如何行动和解决问题，他们的批评者是如何计划和提出的，以及政府和经济系统是如何组合在一起并发挥作用的。根据霍夫斯塔德的说法，文化是基于价值观的思想的集体规划。以下就是这篇留学生毕业论文的部分内容，供参考。
Stark (2001), suggested that diversity not only includes race and gender, but also goals, values, role expectations and thoughts. Thus there is an infinite range of individual’s characteristics and experiences that can be labelled diverse. They can include elements such as age, sexual orientation, religion, physical disability, life style, physical appearance, economic status, education, family type and geographic orientation
Stark认为，多样性不仅包括种族和性别，还包括目标、价值观、角色期望和思想。因此，有无限范围的个人特征和经验可以被称为多样性。它们可以包括年龄、性取向、宗教、身体残疾、生活方式、外貌、经济状况、教育程度、家庭类型和地理方位等因素
Thomas (1991) credits the emergence of diversity, as an issue, to three factors: the global market which makes doing business intensely competitive, the changing composition of the workforce (Toosi, 2002), and the increase in individuals celebrating their differences instead of contesting what makes them unique. A broader definition and the emergence of diversity as an important issue, helps set the stage for diversity being recognized as a potential source for competitive advantage
Thomas将多样性的出现作为一个问题归功于三个因素：全球市场使企业竞争激烈，劳动力组成不断变化，以及越来越多的人庆祝自己的差异，而不是质疑自己的独特性。更广泛的定义和多样性作为一个重要问题的出现，有助于为多样性被视为竞争优势的潜在来源奠定基础
Perry and Mankin (2004) identified the importance of perception in influencing trust in management. They identified that staff perception of management turnover increases difficulty in attaining employee trust as it instils feelings of insecurity. Lee and Brand (2005) found a positive correlation between perceived personal control over the physical environment and self-reported job satisfaction. They also found that perceived personal control was positively related to workplace satisfaction. The perception of management support will positively impact upon trust. Research has found (Stokols et al., 2002) that greater perceived support for creativity at work is associated with lower stress and greater job satisfaction
Perry和Mankin确定了感知在影响管理信任方面的重要性。他们发现，员工对管理层更替的看法增加了获得员工信任的难度，因为这会带来不安全感。Lee和Brand发现，感知到的个人对物理环境的控制与自我报告的工作满意度之间存在正相关。他们还发现，个人控制感与工作场所满意度呈正相关。管理支持的感知将对信任产生积极影响。研究发现，工作中对创造力的支持程度越高，压力越低，工作满意度越高
Cultural diversity has an important place in the communicational problems in multinational or global business. Informing incompletely about cultural structure and properties of an employee group causes wrong estimations in the period of performance evaluation, measurement and, in general, the decision making of management (Akova, 2000; Deniz, 2000); in most multinational or global businesses difficulties are encountered in the performance evaluations of employees because of cultural needs of showing diversity. For instance, Americans prefer the announcement of their performance results directly to themselves, whereas Asians generally indirect ways. Thus, development of a standard performance evaluation system applicable in all departments of most multinational or global businesses would not be realistic (Arslan, 2001). From an employee perspective, research has shown that individuals who perceive that diversity is supported and encouraged in their workplace
