摘要
隐形冠军企业的战略更迭正在被学者和实践者高度关注。但此类企业战略更迭过程中的组织身份变革问题尚未得到足够的理论重视,成功的战略更迭离不开适应性的组织身份变革。因此,本文引入组织话语视角,采用话语—历史分析框架(DHA),剖析微观层次的组织话语与组织身份变革、战略更迭情境的关系,旨在构建隐形冠军企业战略更迭情境下,通过组织话语实现组织身份变革的机理模型。研究发现:(1)主导话语策略经历了三个阶段的演化过程,依次构建了强调领导者身份,维护主业创新发展;强调集体身份,推动组织管理变革;强调员工身份,赋能员工裂变创业的话语主题。(2)在不同阶段,组织身份依次经历了松动领导者身份标签、增补集体身份意义和重塑员工身份角色的变革状态。其中,组织话语对组织身份的变革分别起到了保护、支持和激励的作用。(3)隐形冠军企业的组织身份变革依次服务于战略警觉、战略探索和战略转换的战略更迭情境。本研究促进了组织话语与组织情境的深度融合,扩展和丰富了隐形冠军企业战略更迭与组织身份变革的相关理论,同时对隐形冠军企业的可持续发展提供了重要的实践启发。
The hidden champions refer to minor and medium-sized enterprises that are not large in scale,have long been ahead of niche markets but are not well-known to the public,playing an important role in promoting high-quality economic development in China.In the VUCA(Volatile,Uncertain,Complex,Ambiguous)era,the hidden champions can gain a competitive advantage by highly focusing on a specific product’s niche market,but they may also face challenges such as niche market saturation,technological innovation bottlenecks and other difficult problems,leading to a crisis of sustainable development.Therefore,the hidden champion companies face an urgent need for strategic change,which has also become a hot topic in the academic community.For the question,existing literature mainly explores explicit“change content”such as technology driven,scenario-based demand,customer relations,and institutional environment.However,considering the complexity of strategic changes in hidden champion enterprises,the success of strategic change is not only determined by the transformation in explicit elements of the enterprise,but also influenced by implicit elements,especially organizational identity.In the process of strategic change,organizations must adaptively undergo organizational identity changes to help members and their external stakeholders rediscover and understand the organization,otherwise strategic change will be difficult to achieve expectations or even fail.Especially,hidden champions,with their unique advantages in niche markets,have formed certain stereotypes in the consumers,partner companies,and their internal members.Thus,hidden champions face inherent difficulties in reshaping their organizational identity in the process of strategic change.Thus it is particularly necessary to interpret the strategic change of hidden champion from the perspective of organizational identity change.
作者
李志刚
赵雪
杜鑫
高俊
Li Zhigang;Zhao Xue;Du Xin;Gao Jun(School of Management,Ocean University of China;Institute of Marine Developement,Ocean University of China;School of Business,Nankai University)
出处
《南开管理评论》
CSSCI
北大核心
2024年第8期51-63,共13页
Nankai Business Review
基金
山东省自然科学基金面上项目(ZR202103030539)
国家资助博士后研究人员计划(GZC20231165)
山东省社会科学规划青年项目(24DGLJ36)资助。
关键词
隐形冠军
战略更迭
组织身份变革
组织话语
话语—历史分析框架
Hidden Champion
Strategic Change
Organizational Identity Change
Organizational Discourse
Discourse-Historical Approach
作者简介
李志刚,中国海洋大学管理学院、发展研究院、教授、博士,研究方向为创新创业与战略管理;赵雪,中国海洋大学管理学院硕士研究生、研究方向为战略管理与组织话语;杜鑫,南开大学商学院博士后,研究方向为创业管理;通讯作者:高俊,中国海洋大学管理学院讲师、博士,研究方向为品牌管理、数字消费与战略管理。
