Abstract
摘要研究目的。 本研究旨在考察文化差异如何影响跨国餐饮企业员工激励机制，重点分析 A 餐饮集团在墨西哥、越南和法国三地员工激励偏好的差异。
理论框架。 本研究以 Hofstede 文化维度理论为核心，重点关注权力距离、个人主义—集体主义和不确定性规避三个维度，并结合双因素理论、自我决定理论和心理契约理论进行分析。
研究方法。 本研究采用混合研究方法。定量部分通过问卷调查收集三国员工数据，定性部分通过对店长、区域经理和本地人力资源负责人的半结构化访谈获取资料。定量分析主要采用描述性统计、方差分析、相关分析和回归分析，定性分析采用主题比较方法。
研究发现。 研究结果表明，不同文化背景下员工激励偏好存在明显差异。越南和墨西哥员工更重视稳定薪酬、领导认可和团队导向激励，而法国员工更强调工作自主权、绩效导向激励和非物质激励。同时，文化维度与激励偏好之间存在显著关联。
研究结论与建议。 本研究认为，跨国餐饮企业的员工激励机制应重视文化适配，不能简单采用统一标准。企业应根据不同国家员工的文化感知和工作期待，设计更具本地化特征的激励策略。未来研究可扩大样本规模，并纳入更多国家和服务行业，以提升研究结论的普适性。
ABSTRACTPurpose. The purpose of this study was to examine how cultural differences influence employee motivation mechanisms in multinational restaurant enterprises, focusing on A Restaurant Group’s branches in Mexico, Vietnam, and France.
Theoretical Framework. This study was grounded in Hofstede’s cultural dimensions theory, especially power distance, individualism–collectivism, and uncertainty avoidance. Herzberg’s two-factor theory, self-determination theory, and psychological contract theory were also used to support the analysis.
Methodology. A mixed-methods design was adopted. Quantitative data were collected through questionnaires administered to employees in the three countries, while qualitative data were obtained through semi-structured interviews with store managers, regional managers, and local HR staff. Descriptive statistics, ANOVA, correlation, and regression were used for quantitative analysis, and thematic comparison was used for qualitative analysis.
Findings. The findings showed significant cross-cultural differences in employee motivation preferences. Employees in Vietnam and Mexico placed more emphasis on stable salary, leadership recognition, and team-oriented incentives, while employees in France showed stronger preferences for autonomy, performance-based incentives, and non-material rewards. Cultural dimensions were also significantly associated with motivation preferences.
Conclusions and Recommendations. The study concludes that employee motivation mechanisms in multinational restaurant enterprises should be culturally adaptive rather than standardized. A single motivation system is unlikely to be equally effective across countries. It is recommended that multinational restaurant enterprises design localized motivation strategies based on employees’ cultural perceptions and workplace expectations. Future research should expand the sample size and include more countries and service industries.