本研究旨在從夥伴關係觀點探討合資企業之衝突管理。合資企業是指兩家或兩家以上的獨立公司，為了達到共同目標與資源互補之綜效所共同創立的新企業體，合資各方秉持合作互惠原則，共同貢獻其資源於企業經營、共同承擔風險並共享利潤。合資企業常因文化差異性與目標的不一致性，容易引發合作夥伴間的衝突，並進而影響合資企業之績效與存續。夥伴關係是雙方或多方組織對未來彼此間分享資訊、風險與報酬的一種承諾。本研究認為夥伴關係使參與者擁有共同目標，彼此之間在基於信任，利潤共享與風險共同承擔的原則下進行交易與互動，適合解決合資企業之衝突。
本研究藉由個案研究方法，訪談業界專家對個案公司在夥伴關係各階段可能發生的衝突應如何進行管理之看法，經由彙整文獻及專家意見後，形成本研究之結論與建議。研究發現當雙方母公司在所擁有資源與背景差異較大時，衝突是難以避免的，需藉由調整合適的夥伴關係來化解衝突，改善合資公司資源互補之綜效。
合資公司之間的夥伴關係，會隨著外在環境變化而有所不同，並引發形式不一的衝突，本研究給出背景、資源差異較大的母公司間發生衝突的建議管理方式，即利用功能適配性來分配職能主導方以降低任務型衝突、利用信任與承諾來緩解合資雙方的關係型衝突等，期望能提供給後續具相似合資需求的個案一些參考價值。

This study aims to explore conflict management in joint ventures from a partnership perspective. A joint venture refers to a new enterprise jointly established by two or more independent companies. In order to achieve the synergy of common goals and complementary resources, risk and share the profit. Due to cultural differences and inconsistencies in goals, joint ventures often lead to conflicts between partners, which in turn affects the performance and survival of joint ventures. A partnership is a commitment by two or more parties to share information, risks and rewards with each other in the future. This study believes that partnership enables participants to have a common goal, conduct transactions and interactions with each other based on the principles of trust, profit sharing, and risk sharing, and is suitable for resolving conflicts in joint ventures.
Through the case study method, this research interviews industry experts on how to manage the conflicts that may occur in each stage of the partnership. After compiling literature and expert opinions, the conclusions and recommendations of this study are formed. The study found that when the resources and backgrounds owned by the parent companies of the two parties are quite different, conflicts are inevitable. It is necessary to adjust the appropriate partnership to resolve the conflict and improve the synergy of resource complementarity of the joint venture.
The partnership between joint venture companies will vary with the change of the external environment and will lead to conflicts in different forms. This study provides a suggested management method for conflicts between parent companies with large differences in background and resources, namely, use functional adaptability to assign functional leaders to reduce task-based conflicts, and use trust and commitment to alleviate relationship-based conflicts between joint venture parties. It is expected to provide some reference values for subsequent cases with similar joint venture needs.

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