| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 87 === Abstract
Organization size is bigger and bigger today. The function of department is much more complex and setting up the branches is widespread. The relations between headquarter and branch is interdependent. And the specialization and interdependence causes the inter-unit conflict happen. The Chinese is afraid to conflict with the others. Therefore, the perception of headquarter-branches conflict plays an important role in Chinese business organization. In short, solving the headquarter-branches conflict and prompting them to be independent and cooperative is the topic we concern about.
The research topic is discussing about the extent of interdependence influences on the perception of headquarter-branches conflict. The research method is questionnaire survey method. The main research findings are:
1.The extent of headquarter-branch interdependence is sequential.
2.Different industries are significantly different in mutual help stereotype, control defense stereotype and emotional versus intellectual conflict frame.
3.Headquarter and branches are significantly different in mutual help stereotype, control defense stereotype.
4.Different positions are significantly different in mutual help stereotype, control defense stereotype, relationship versus task, emotional versus intellectual and compromise versus win conflict frames.
5.The extent of friendship cross headquarter and branches is significantly different in the lack of communication between headquarter and branches.
6.The extent of headquarter-branch interdependence significantly negatively influences on the headquarter-branches conflict reason perception.
7.The extent of headquarter-branch interdependence significantly positively influences on the headquarter-branches stereotype perception.
8.The extent of headquarter-branch interdependence significantly positively influences on the headquarter-branches conflict frames perception.
9.The extent of headquarter-branch interdependence is high, people will adopt accommodation attitude and collaboration behavior. The extent of headquarter-branch interdependence is low, people will adopt avoidance attitude and behavior.
According to the research results, the suggestions are: rotation between headquarter and branches, branches appraise headquarter system, communication channel between headquarter and branches is freely flowing, dual role play, setting up CEO’s consulting system, travelling decision making meeting.
Key words: interdependent, inter-unit conflict, the extent of headquarter-branches interdependence, perception of headquarter-branches conflict.
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