摘要
随着多样性研究的持续深入,包容成为管理学研究领域的一个热点话题。本文从个体认知、集体认知、行为实践三个角度,回顾、分析有关包容的国内外研究成果,阐述包容感、包容氛围和包容实践的内涵、理论基础、与相似构念的异同、结构维度及测量量表,总结它们的影响因素、影响后果及其中介和调节作用机制,提出未来应该开发本土化包容测量工具,丰富包容的前因、影响结果及作用机制,完善包容研究的方法设计,推进包容的跨文化比较研究。本文为国内学者把握组织管理领域包容的研究脉络和未来研究思路提供了重要的参考。
With the acceleration of economic globalization, the organizational environment of enterprises is undergoing changes, and employee diversity has become a prominent feature in the workplace. Poor management on diversity can lead to hostility, conflicts in the workplace and high turnover rate, which triggers serious challenges to organizational management. As the continuous research on diversity management, the focus of research turns to inclusion, namely, from a perspective of the integration of diversity, it encourages the participation and input of all members in the organization, and tries to make full use of the potential benefits of diversity. Inclusion is an inherent requirement for the effective management of diversity and is a hot topic in the field of management research. To master the concept, formation and functions of inclusion is of great theoretical and practical significance to Chinese organization management. There are a large number of valuable research fundings on inclusion in western countries. The research has lagged behind in China. This paper reviews relevant research findings of inclusion from the perspectives of individual cognition, collective cognition and practice at home and abroad. It expounds the connotation of perception of inclusion, inclusive climate ＆ inclusive practice, and analyzes similarities and differences between diversity, exclusion, assimilation, differentiation, social identification, perceptions of insider status and inclusion. Due to the differences in research problem and perspective, concept definition and operationalization, the measurement of inclusion is still at the development stage. There are many different scales. More researches used Mor Barak＇ perceptions of inclusion scale and Nishii＇ inclusive climate scale. Jansen developed perceived team inclusion scale by taking strict scale development program, which has not been widely accepted, and its division of sub-dimensions remains to be further demonstrated. Some scholars proposed inclusion structural dimension, but did not give scales. The influencing factors of inclusion include demographic variables, personalities, leader and colleague behaviors, individual dissimilarity, diversity methods and practice, communication style and climate, policy and culture of work and family life, and so on. Diversity practice has impacts on inclusive practice, and leadership behavior affects inclusive climate. Inclusion affects employee performance, behavior, attitudes, job stress, fairness and other variables. The mediation and moderation mechanism of the influence process is concerned by a small number of studies. Inclusive climate and practice have an impact on performance and behavior, and related research is deficient. Inclusive climate moderates the effects of team diversity. High inclusive climate encourages the potential value of workplace diversity to be fully utilized, which brings beneficial results to the organizations. There are few studies that perception of inclusion and inclusive practice moderate the effect of diversity practice and management on employee and organization performance. Most studies are conducted at an individual level. Finally, the future research ideas are put forward： to develop localization measuring tools of inclusion, to enrich antecedents, effect outcomes of inclusion and its mechanisms, to improve the method design of inclusion research, and to promote cross-cultural comparative research on inclusion. The contributions of this paper are to grasp the latest research progress and development trend from the perspectives of individual cognition, collective cognition and behavioral practice, to clarify existing problems and possible future research directions, and to provide new theoretical perspectives for motivating employees. It is important to supplement the existing management theories to explain organizational behaviors, and is of great inspiration to the promotion of inclusion research and inclusive management in China.
作者
景保峰
周霞
Jing Baofeng;Zhou Xia(School of Economics and Management, Shanxi University, Taiyuan 030006, China;School of Business Administration, South China University of Technology, Guangzhou 510640, China)
出处
《外国经济与管理》
CSSCI
北大核心
2017年第12期3-22,共20页
Foreign Economics & Management
基金
教育部人文社会科学研究青年基金项目(14YJC630132)
广东省知识产权局软科学研究计划项目(GDIP2016-G5)
山西省哲学社会科学规划课题(2017054009)
关键词
多样性
包容感
包容氛围
包容实践
diversity
perception of inclusion
inclusive climate
inclusive practice
作者简介
景保峰（1983-），男，山西大学经济与管理学院讲师（通讯作者）；;周霞（1964-），女，华南理工大学工商管理学院教授，博士生导师。
