摘要
变通是行为主体通过与规则监管者的博弈,摆脱尚具合法性制度的束缚,进而拓展行动空间的主动应对环境挑战的策略。变通策略既有助于解决员工所面临的困境,又会破坏组织制度的权威性。如何引导和管控员工变通是我国各类组织普遍面临的挑战。本文基于社会交换理论,采用案例研究方法对案例企业七个变通事例的分析,探索员工运用变通策略的驱动因素、实现方式和影响结果。研究发现:(1)压力认知、规则认知和资源评价是员工变通的重要驱动因素。(2)与监管者的合作式交换和竞争式交换是变通的两种典型实现方式,具体取决于监管者是否遵守了双方历史交换规则。(3)合作式交换和竞争式交换都会导致组织信任弱化和行为的关系导向化,但影响结果存在差异;合作式交换削弱了组织制度的权威性、激励员工直接与监管者建立和强化私人关系;竞争式交换则削弱了监管者的公信力,迫使员工与组织高层及监管者建立私人关系。本文研究结论对揭示变通的规律和指导变通管控有重要意义。
Biantong is a strategy for the actors to get rid of the shackles of the legal system through the game with rule supervisors,to expand the action space and respond to environmental challenges actively.Biantong not only helps to solve the dilemma faced by employees,but also undermines the authority of the organizational system.How to guide and control employees’Biantong is a common challenge faced by various organizations in China.Based on the Social Exchange Theory,this paper conducts a case study by using an engineering construction enterprise to explore the driving factors,realization methods and impact results of employees'Biantong.This paper filters 7 Biangtong narrations based on three criteria:employee interests are constrained by the system,employees and system supervisors interact around the interpretation of the system,and realizing a reinterpretation of the system that still has legitimacy.This paper has several interesting findings.First,the main reasons for employees to adopt Biantong are:the pressure that cannot be relieved,the recognition that the rules have room for adjustment,and the resources to change the attitude of the rule regulator.Second,cooperative and competitive exchanges between employees and system supervisors are two typical ways to achieve Biantong.Which method should be used depends on whether the supervisor has complied with the historical exchange rules of both parties.Third,cooperative and competitive exchange both lead to the weakening of organizational trust and relationship orientation of behavior,but the results are different.Cooperative exchange weakens the authority of the organizational system and encourages employees to establish and strengthen personal relationships directly with supervisors.Competitive exchange weakens the credibility of regulators and forces employees to establish personal relationships with top management and regulators.The findings in this paper reveal the internal logic of Biantong and will provide important theoretical and practical significance on the guidance and control of Biantong.
作者
杨玉武
牛芳
Yang Yuwu;Niu Fang(Business School,Nankai University)
出处
《南开管理评论》
CSSCI
北大核心
2020年第3期121-131,共11页
Nankai Business Review
基金
国家自然科学基金项目(71472098、71532005)资助。
关键词
变通
社会交换
项目经理
Biantong
Social Exchange
Project Manager
Driving Factors of Biantong
Achievement Ways of Biantog
Consequences of Biantong
作者简介
杨玉武,南开大学商学院讲师、博士,研究方向为项目管理与组织行为;牛芳,南开大学商学院副教授、博士,研究方向为创业和风险投资管理。
