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The Study of Cultural Conflict between Japanese and Chinese

Research Project

Project/Area Number 06045055
Research Category

Grant-in-Aid for international Scientific Research

Allocation TypeSingle-year Grants
SectionUniversity-to-University Cooperative Research
Research InstitutionRikkyo Univ.

Principal Investigator

SIRAISHI Noriyoshi  Rikkyo Univ., Associate Professor, 社会学部, 助教授 (60171039)

Co-Investigator(Kenkyū-buntansha) OH Shoki  Nankai Univ., 社会学部, 教授
RYU Kunkun  Nankai Univ., 社会学部, 教授
KASAHARA Kiyoshi  Rikkyo Univ., 社会学部, 教授 (80185743)
Project Period (FY) 1994 – 1996
Project Status Completed (Fiscal Year 1996)
Budget Amount *help
¥5,400,000 (Direct Cost: ¥5,400,000)
Fiscal Year 1996: ¥1,700,000 (Direct Cost: ¥1,700,000)
Fiscal Year 1995: ¥1,800,000 (Direct Cost: ¥1,800,000)
Fiscal Year 1994: ¥1,900,000 (Direct Cost: ¥1,900,000)
KeywordsCultural friction between Japanese and Chinese / Cultural Conflict between Japanese and Chinese / japanese-enterprise in China / japanese employees in China / chinese employees / contact with foreign culture / japanese managers / 中国腎従業員
Research Abstract

The way how to solve or reduce the conflict between japanese manager and chinese employees are as follows.
First, reforming in the rules on business in order to observe the order or to go on smoothly-the rules about company, place of work, business-thinking chinese style of thought and life.
Second, putting these kinds of rules to practical use.
Though it is made clear according to this servey that there are 「the difference of way of thinking about work」 and 「the difference of costum between China and Japan」 in the background of the conflict between japanese managers and chinese employees, in fact, there are understanding shortage of the rules and the problem of how to use the rules or user of the rules.
The important thing is trust of japanese manager as using the rules from chinese employees and japanese manager's putting that rules to practical use.
The important thing understanding from employees to get trust as manager.
And, for getting trust, it makes effective way to develop closer human relations and communication.
It is necessary to understand that developing closer human relations and communication is not direct way to solve or reduce the conflict.
The best way is to make rules as chinese employees are satisfied and to put rules to practical use with consent.

Report

(4 results)
  • 1996 Annual Research Report   Final Research Report Summary
  • 1995 Annual Research Report
  • 1994 Annual Research Report
  • Research Products

    (7 results)

All Other

All Publications (7 results)

  • [Publications] 白石典義 笠原清志: "中国進出日系企業における日本人派遣要員と中国人従業員の比較文化論的研究" 立教大学社会学部 応用社会学研究. No.40. (1998)

    • Description
      「研究成果報告書概要(和文)」より
    • Related Report
      1996 Final Research Report Summary
  • [Publications] 王 処輝: "未定" 南開大学 社会学研究. (1998)

    • Description
      「研究成果報告書概要(和文)」より
    • Related Report
      1996 Final Research Report Summary
  • [Publications] Siraishi Noriyoshi & Kasahara Kiyoshi: "The Study of Cultural Conflict between Japanese and Chinese" The Journal of Applied Sociology The College of Sosial Relation. No.40. (1998)

    • Description
      「研究成果報告書概要(欧文)」より
    • Related Report
      1996 Final Research Report Summary
  • [Publications] Oh Shoki: "undecided" The Journal of Sociology The College of Sosial Relations. (1998)

    • Description
      「研究成果報告書概要(欧文)」より
    • Related Report
      1996 Final Research Report Summary
  • [Publications] 白石典義 笠原清志: "中国進出日系企業における日本人派遣要員と中国人従業員の比較文化論的研究" 立教大学社会学部「応用社会学研究」. NO.40. (1998)

    • Related Report
      1996 Annual Research Report
  • [Publications] 王 処輝: 南開大学「社会学研究」. (未定). (1998)

    • Related Report
      1996 Annual Research Report
  • [Publications] 横浜征四: "異文化社会における文化摩擦に関する実証的研究" 立教大学社会学部, 202 (1995)

    • Related Report
      1994 Annual Research Report

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Published: 1994-04-01   Modified: 2016-04-21  

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