组织结构变革背景下赋能型员工管理模式构建
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摘要
移动互联时代企业面临的经营决策环境发生了剧烈的变化,用户需求逐渐呈现出多元化、个性化和碎片化特点,以用户需求为导向、以快速响应为目标的平台型、生态型组织层出不穷。基于此,本研究重点关注典型案例,深入分析技术创新、用户需求、员工发展等对组织结构变革的影响,并由此探讨组织结构变革呈现出的新特点以及组织与员工关系的新变化,继而梳理并构建组织结构变革背景下以文化为统领,以资源、机制和自驱力为纽带的赋能型员工管理新模式。
The operating decision-making environment of enterprises has undergone drastic changes, and the user demand has gradually shown the characteristics of diversity, personalization and fragmentation in the era of mobile Internet. Platform and ecological organizations oriented to user needs and aimed at rapid response are emerging. Based on this, this paper focuses on typical cases, analyzes the impact of technological innovation, user needs, and employee development on organizational structure, and discusses the new characteristics of organizational structure change and new changes of relationship between the organization and employees. Finally, we proposes and constructs a new model of empowering employee management based on culture and resources, mechanism and self-driving power.
The operating decision-making environment of enterprises has undergone drastic changes, and the user demand has gradually shown the characteristics of diversity, personalization and fragmentation in the era of mobile Internet. Platform and ecological organizations oriented to user needs and aimed at rapid response are emerging. Based on this, this paper focuses on typical cases, analyzes the impact of technological innovation, user needs, and employee development on organizational structure, and discusses the new characteristics of organizational structure change and new changes of relationship between the organization and employees. Finally, we proposes and constructs a new model of empowering employee management based on culture and resources, mechanism and self-driving power.
引文
1.白景坤,张贞贞,薛刘洋.(2019).互联网情境下基于平台的企业创新组织机制研究--以韩都衣舍为例.中国软科学,(02),181-192.
2.陈春花,宋一晓,曹洲涛.(2014).中国本土管理研究的回顾与展望.管理学报,11(3),321-329.
3.陈春明,马希燕,张洪金.(2016).循环经济下制造企业组织结构创新研究.浙江学刊,(04),193-198.
4.陈建勋,凌媛媛,王涛.(2011).组织结构对技术创新影响作用的实证研究.管理评论,23(07),62-71.
5.杜国清,邵华冬,吴亚博.(2014).消费者增权下的广告主社会化媒体运作策略分析与展望.现代传播,(1),103-109.
6.侯宇,胡蓓.(2019).人-工作匹配视角下高绩效人力资源实践对个体创造力的影响研究.管理评论,31(03),131-142.
7.胡文安,罗瑾琏,钟竞.(2017).双元创新搜索视角下组织创新绩效的提升路径研究:领导行为的触发作用.科学学与科学技术管理,38(04),60-72.
8.李冠艺,徐从才.(2016).互联网时代的流通组织创新--基于演进趋势、结构优化和效率边界视角.商业经济与管理,(01),5-11.
9.李健,潘镇,陈景仁.(2018).制造业企业期望绩效反馈效果对组织冗余结构的影响及后果.管理评论,30(11),198-208.
10.李宪印,杨博旭,姜丽萍,左文超,张宝芳.(2018).职业生涯早期员工的工作满意度、组织承诺与离职倾向关系研究.中国软科学,(01),163-170.
11.刘从九.(2003).基于技术创新的组织结构变革研究.中国科技论坛,(05),28-30.
12.卢启程,梁琳琳,贾非.(2018).战略学习如何影响组织创新--基于动态能力的视角.管理世界,34(09),109-129.
13.罗瑾琏,胡文安,钟竞.(2016).双元领导对团队创新的影响机制研究--基于互动认知的视角.华东经济管理,30(07),35-44.
14.罗文豪,宋继文.(2018).变革情境下管理学术研究的社会责任.管理学报,15(3),317-325.
15.邵芳,樊耘,张翼,纪晓鹏.(2008).基于人力资源管理视角的个人与组织价值观匹配模型的提出.软科学,22(6),129-133.
16.施炜.(2015).不确定时代的自组织管理.中国人力资源开发,(08),9-11.
17.孙波.(2015).自组织管理:实现组织一体化的新方式.中国人力资源开发,(08),12-14.
18.孙锐,赵晨.(2016).战略人力资源管理、组织情绪能力与组织创新--高新技术企业部门心理安全的作用.科学学研究,34(12),1905-1915.
19.王长峰.(2016).大数据背景下企业创新模式变革.技术经济与管理研究,(3),29-33.
20.王成刚,石春生.(2018).组织文化对组织创新的作用机理研究.科研管理,39(07),78-84.
21.王建平.(2018).工业4.0战略驱动下企业平台生态圈构建与组织变革.科技进步与对策,35(16),91-96.
22.王喜刚.(2016).组织创新、技术创新能力对企业绩效的影响研究.科研管理,37(02),107-115.
23.肖红军.(2015).共享价值、商业生态圈与企业竞争范式转变.改革,(07),129-141.
24.徐云飞,席猛,赵曙明.(2017).员工-组织关系研究述评与展望.管理学报,14(03),466-474.
25.杨鹏,高素英,国慧.(2019).创新导向人力资源管理实践对企业绩效的链式中介效应.企业经济,(01),111-117.
26.张大鹏,孙新波,刘鹏程,张平.(2017).整合型领导力对组织创新绩效的影响研究.管理学报,14(03),389-399.
27.章凯,李朋波,罗文豪,张庆红,曹仰锋.(2014).组织-员工目标融合的策略--基于海尔自主经营体管理的案例研究.管理世界,(04),124-145.
28.张凯丽,唐宁玉,尹奎.(2018).离职倾向与行为表现的关系:自我效能感和主动性人格的调节作用.管理科学,31(06),117-127.
29.张勉.(2017).重新分配权力:高赋能组织管理模式.清华管理评论,(11),54-65.
30.张骁,吴琴,余欣.(2019).互联网时代企业跨界颠覆式创新的逻辑.中国工业经济,(03),156-174.
31.周文辉,杨苗,王鹏程,王昶.(2017).赋能、价值共创与战略创业:基于韩都与芬尼的纵向案例研究.管理评论,29(7),159-171.
32.朱晓红,陈寒松,张腾.(2019).知识经济背景下平台型企业构建过程中的迭代创新模式--基于动态能力视角的双案例研究.管理世界,35(03),142-156+207-208.
33.Ashkenas R,Ulrich D,Jick T,&Kerr S.(1998).The Boundaryless Organization:Breaking The Chains of Organizational Structure.San Francisco,CA:Jossey-Bass.
34.Banbury C M,&Mitchell W.(1995).The effect of introducing important incremental innovations on market share and business survival.Strategic Management Journal,16(S1),161-182.
35.Damanpour F,Walker R,&Avellaneda C.(2009).Combinative effects of innovation types and organizational Performance:A longitudinal study of service organizations.Journal of Management Studies,46(4),650-675.
36.Eisenhardt K M,&Brown S L.(1998).Competing on the Edge:Strategy as Structured Chaos.Long Range Planning,31(5),786-789.
37.Fuchs,C.,&Prandelli,E.(2010).The Psychological Effects of Empowerment Strategies on Consumers'Product Demand.Journal of Marketing,74(1),65-79.
38.Hamel G.(2006).The why,what,and how of management innovation.Harvard Business Review,84(2),72-88.
39.Laursen K,&Salter A.(2006).Open for Innovation:The Role of Openness in Explaining Innovation Performance Among U.K.Manufacturing Firms.Strategic Management Journal,27(2),131-150.
40.Luo,N.,Zhang,M.,&Liu,W.(2015).The effects of value co-creation practices on building harmonious brand community and achieving brand loyalty on social media in China.Computers in Human Behavior,(48),492-499.
41.Mainiero,L.A.(1986).Coping with Powerlessness:The Relationship of Gender and Job Dependency to Empowerment Strategy Usage.Administrative Science Quarterly,31(4),633-653.
42.María JoséRuiz Ortega.(2010).Competitive strategies and firm performance:Technological capabilities'moderating roles.Journal of Business Research,63(12),1273-1281.
43.McCabe,D.(2002)."Waiting for Dead Men's Shoes":Towards a Cultural Understanding of Management Innovation.Human Relations,55(5),505-536.
44.Ramaswamy,V.(2009).Co-creation of value-towards an expanded paradigm of value creation.Marketing Review St Gallen,26(6),11-17.
45.Ramaswamy,V.,&Ozcan,K.(2016).Brand value cocreation in a digitalized world:An integrative framework and research implications.International Journal of Research in Marketing,33(1),93-106.
46.Rodriguez J K,&Gomez C F.(2009).HRM in Chile:The impact of organizational culture.Employee Relations,31(3),276-294
47.Rosing K,Frese M,&Bausch A.(2011).Explaining the heterogeneity of the leadership-innovation relationship:Ambidextrous leadership.Leadership Quarterly,22(5):956-974.
48.Tettpp,&Guterman H A.(2000).Situation Trait Relevance,Trait Expression,and Cross-Situational Consistency:Testing a Principle of Trait Activation.Journal of Research in Personality,34(4),397-423.
49.Ulrich W L.(1984).HRM and culture:History,ritual,and myth.Human Resource Management.23(2),117-128.
50.Von Hippel,E.A.(1990)."Task Partitioning:An Innovation Process Variable."Research Policy,19(5),407-418.
2.陈春花,宋一晓,曹洲涛.(2014).中国本土管理研究的回顾与展望.管理学报,11(3),321-329.
3.陈春明,马希燕,张洪金.(2016).循环经济下制造企业组织结构创新研究.浙江学刊,(04),193-198.
4.陈建勋,凌媛媛,王涛.(2011).组织结构对技术创新影响作用的实证研究.管理评论,23(07),62-71.
5.杜国清,邵华冬,吴亚博.(2014).消费者增权下的广告主社会化媒体运作策略分析与展望.现代传播,(1),103-109.
6.侯宇,胡蓓.(2019).人-工作匹配视角下高绩效人力资源实践对个体创造力的影响研究.管理评论,31(03),131-142.
7.胡文安,罗瑾琏,钟竞.(2017).双元创新搜索视角下组织创新绩效的提升路径研究:领导行为的触发作用.科学学与科学技术管理,38(04),60-72.
8.李冠艺,徐从才.(2016).互联网时代的流通组织创新--基于演进趋势、结构优化和效率边界视角.商业经济与管理,(01),5-11.
9.李健,潘镇,陈景仁.(2018).制造业企业期望绩效反馈效果对组织冗余结构的影响及后果.管理评论,30(11),198-208.
10.李宪印,杨博旭,姜丽萍,左文超,张宝芳.(2018).职业生涯早期员工的工作满意度、组织承诺与离职倾向关系研究.中国软科学,(01),163-170.
11.刘从九.(2003).基于技术创新的组织结构变革研究.中国科技论坛,(05),28-30.
12.卢启程,梁琳琳,贾非.(2018).战略学习如何影响组织创新--基于动态能力的视角.管理世界,34(09),109-129.
13.罗瑾琏,胡文安,钟竞.(2016).双元领导对团队创新的影响机制研究--基于互动认知的视角.华东经济管理,30(07),35-44.
14.罗文豪,宋继文.(2018).变革情境下管理学术研究的社会责任.管理学报,15(3),317-325.
15.邵芳,樊耘,张翼,纪晓鹏.(2008).基于人力资源管理视角的个人与组织价值观匹配模型的提出.软科学,22(6),129-133.
16.施炜.(2015).不确定时代的自组织管理.中国人力资源开发,(08),9-11.
17.孙波.(2015).自组织管理:实现组织一体化的新方式.中国人力资源开发,(08),12-14.
18.孙锐,赵晨.(2016).战略人力资源管理、组织情绪能力与组织创新--高新技术企业部门心理安全的作用.科学学研究,34(12),1905-1915.
19.王长峰.(2016).大数据背景下企业创新模式变革.技术经济与管理研究,(3),29-33.
20.王成刚,石春生.(2018).组织文化对组织创新的作用机理研究.科研管理,39(07),78-84.
21.王建平.(2018).工业4.0战略驱动下企业平台生态圈构建与组织变革.科技进步与对策,35(16),91-96.
22.王喜刚.(2016).组织创新、技术创新能力对企业绩效的影响研究.科研管理,37(02),107-115.
23.肖红军.(2015).共享价值、商业生态圈与企业竞争范式转变.改革,(07),129-141.
24.徐云飞,席猛,赵曙明.(2017).员工-组织关系研究述评与展望.管理学报,14(03),466-474.
25.杨鹏,高素英,国慧.(2019).创新导向人力资源管理实践对企业绩效的链式中介效应.企业经济,(01),111-117.
26.张大鹏,孙新波,刘鹏程,张平.(2017).整合型领导力对组织创新绩效的影响研究.管理学报,14(03),389-399.
27.章凯,李朋波,罗文豪,张庆红,曹仰锋.(2014).组织-员工目标融合的策略--基于海尔自主经营体管理的案例研究.管理世界,(04),124-145.
28.张凯丽,唐宁玉,尹奎.(2018).离职倾向与行为表现的关系:自我效能感和主动性人格的调节作用.管理科学,31(06),117-127.
29.张勉.(2017).重新分配权力:高赋能组织管理模式.清华管理评论,(11),54-65.
30.张骁,吴琴,余欣.(2019).互联网时代企业跨界颠覆式创新的逻辑.中国工业经济,(03),156-174.
31.周文辉,杨苗,王鹏程,王昶.(2017).赋能、价值共创与战略创业:基于韩都与芬尼的纵向案例研究.管理评论,29(7),159-171.
32.朱晓红,陈寒松,张腾.(2019).知识经济背景下平台型企业构建过程中的迭代创新模式--基于动态能力视角的双案例研究.管理世界,35(03),142-156+207-208.
33.Ashkenas R,Ulrich D,Jick T,&Kerr S.(1998).The Boundaryless Organization:Breaking The Chains of Organizational Structure.San Francisco,CA:Jossey-Bass.
34.Banbury C M,&Mitchell W.(1995).The effect of introducing important incremental innovations on market share and business survival.Strategic Management Journal,16(S1),161-182.
35.Damanpour F,Walker R,&Avellaneda C.(2009).Combinative effects of innovation types and organizational Performance:A longitudinal study of service organizations.Journal of Management Studies,46(4),650-675.
36.Eisenhardt K M,&Brown S L.(1998).Competing on the Edge:Strategy as Structured Chaos.Long Range Planning,31(5),786-789.
37.Fuchs,C.,&Prandelli,E.(2010).The Psychological Effects of Empowerment Strategies on Consumers'Product Demand.Journal of Marketing,74(1),65-79.
38.Hamel G.(2006).The why,what,and how of management innovation.Harvard Business Review,84(2),72-88.
39.Laursen K,&Salter A.(2006).Open for Innovation:The Role of Openness in Explaining Innovation Performance Among U.K.Manufacturing Firms.Strategic Management Journal,27(2),131-150.
40.Luo,N.,Zhang,M.,&Liu,W.(2015).The effects of value co-creation practices on building harmonious brand community and achieving brand loyalty on social media in China.Computers in Human Behavior,(48),492-499.
41.Mainiero,L.A.(1986).Coping with Powerlessness:The Relationship of Gender and Job Dependency to Empowerment Strategy Usage.Administrative Science Quarterly,31(4),633-653.
42.María JoséRuiz Ortega.(2010).Competitive strategies and firm performance:Technological capabilities'moderating roles.Journal of Business Research,63(12),1273-1281.
43.McCabe,D.(2002)."Waiting for Dead Men's Shoes":Towards a Cultural Understanding of Management Innovation.Human Relations,55(5),505-536.
44.Ramaswamy,V.(2009).Co-creation of value-towards an expanded paradigm of value creation.Marketing Review St Gallen,26(6),11-17.
45.Ramaswamy,V.,&Ozcan,K.(2016).Brand value cocreation in a digitalized world:An integrative framework and research implications.International Journal of Research in Marketing,33(1),93-106.
46.Rodriguez J K,&Gomez C F.(2009).HRM in Chile:The impact of organizational culture.Employee Relations,31(3),276-294
47.Rosing K,Frese M,&Bausch A.(2011).Explaining the heterogeneity of the leadership-innovation relationship:Ambidextrous leadership.Leadership Quarterly,22(5):956-974.
48.Tettpp,&Guterman H A.(2000).Situation Trait Relevance,Trait Expression,and Cross-Situational Consistency:Testing a Principle of Trait Activation.Journal of Research in Personality,34(4),397-423.
49.Ulrich W L.(1984).HRM and culture:History,ritual,and myth.Human Resource Management.23(2),117-128.
50.Von Hippel,E.A.(1990)."Task Partitioning:An Innovation Process Variable."Research Policy,19(5),407-418.
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