중ㆍ한 문화교류는 이미 오랫동안 발전한 역사를 가지고 있으며 미래에도 계속 발전할 것이다. 더욱 인터넷 매체의 발전과 폭넓은 응용은 중ㆍ한 문화 교류에 새로운 특징을 드러내고 있다. 그리고 이러한 변화는 새로운 도전을 직면하고 있다. 이번 연구에서는 중ㆍ한 문화교류의 필요성과 함께 현황ㆍ 내용ㆍ형식 그리고 인터넷 매체에 의한 중ㆍ한 문화교류의 새로운 특징과 새로운 도전을 분석하였다. 예를 들면, 인터넷 매체에 의한 중ㆍ한 문화교류의 구체적인 경로를 제시하였다. 이는 중ㆍ한 문화교류의 장기적 발전을 위하며 아울러 이론적 기초를 수립하고자 함이다.

The study conducted questionnaire analysis on 607 host company employee and 404 subcontractor employee in order to examine the difference in the safety culture cognition of host company and subcontractor. As a result, host company had higher recognition in all safety culture factors compare to that of subcontractor, and there were bigger gap of cognition in the 'cognition in safety status and culture', 'accident and near-miss', 'immediate superior's concentration degree in safety and health' than that of other cognition factors. Furthermore, team leaders showed the highest cognition in both host company and subcontractor, and employees with above 20 year career had the highest cognition in both host company and subcontractor. There is high relationship between host company and subcontractor in the correlations in safety culture cognition factors. Through this study, we identified the difference in the safety culture cognition factor of host company and subcontractor.

Korea companies in China often encounter a series of problems such as Chinese employees frequent job quitting，antipathic to authoritarianism management in Korean companies, mistrust and labor disputes caused by increasing labor disputes and etc. through a deep analysis I found the root to these questions is the cultural differences between China and Korea. Traditional korean culture emphasizes community consciousness, the features of which are authoritarianism, collectivism, and exclusivecronyism. in addition, hierarchical army culture has great impact in Korean society and culture, therefore, Korean companies are featured as collective communities with clear hierarchical employment system. different from korea, as enforcing Communist Party and collapse of feudal Confucianism, hierarchy culture emphasizing differences between gender, age and social level is diminishing, instead, equal consciousness is growing,"everyone is equal" is greatly emphasized in human relations. Korean companies in China needs to get rid of Korean-centered thinking mode and rethink more about Korean way of management, which means to improve parental authoritarian management and use "democratic" management fitting Chinese present situation. creating equal working environment and enhancing democratic communication is important in decreasing cultural differences and increasing humane trust. therefore effective human resources management can be realized.