包容型氛围:研究回顾与模型建构
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摘要
包容型氛围是包容型管理理论的重要内容,并在近年来逐渐受到研究者们的重视和关注。包容型氛围是一种关于"差异整合、决策兼容、雇佣公平"等组织特征的共享感知。目前,研究发现,包容型氛围能够积极影响个体工作态度、行为和绩效。基于研究回顾,本研究提出中国情境下包容型氛围"求和"与"存异"二维结构的独特内涵并尝试建构一个中国情境下的包容型氛围研究模型。本研究认为中国情境下包容型氛围可能通过知识共享和团队凝聚力提升团队绩效和个体绩效,又可能通过社会堕化降低团队绩效和个体绩效。领导成员交换关系在上述过程中发挥着调节作用。
Inclusive climate is an important part of inclusive management theory, getting more and more attention. Inclusive climate refers to a shared perception of 'integration of differences', 'inclusion in decision making' and 'equitable employment practices'. At present, the studies have found that inclusive climate has positive impact on work attitude, behavior and individual performance.Based on the research review, this study proposed a two dimension construct of inclusive climate and tries to construct a research model of inclusive climate in Chinese context. Future research could further explore: the double-edged sword effect on team performance and individual performance in Chinese context and the mechanism of the double-edged sword effect. This study argues that inclusive climate may have a double-edged effect on the team performance and individual performance through mediation effect of knowledge sharing, team cohesion and social loafing of abortion and moderating role of leadermember exchange.
Inclusive climate is an important part of inclusive management theory, getting more and more attention. Inclusive climate refers to a shared perception of 'integration of differences', 'inclusion in decision making' and 'equitable employment practices'. At present, the studies have found that inclusive climate has positive impact on work attitude, behavior and individual performance.Based on the research review, this study proposed a two dimension construct of inclusive climate and tries to construct a research model of inclusive climate in Chinese context. Future research could further explore: the double-edged sword effect on team performance and individual performance in Chinese context and the mechanism of the double-edged sword effect. This study argues that inclusive climate may have a double-edged effect on the team performance and individual performance through mediation effect of knowledge sharing, team cohesion and social loafing of abortion and moderating role of leadermember exchange.
引文
1.陈洁,陈张,方阳春.(2017).包容型氛围对科技人才创新行为的影响.科研管理,38(4),1-6.
2.郭晓薇.(2006).两种价值观对组织公民行为的预测与调节作用探析.南京师大学报(社会科学版),(2),110-115.
3.何慧卿,廖碧波,温庆勇.(2007).浅析21世纪中国劳动力的多样性管理.南华大学学报:社会科学版,8(4),38-40.
4.李晓丽,阎力.(2011).创造性任务情境下社会惰化影响因素研究.心理科学,34(1),160-165。
5.姜定宇,郑伯埙.(2003).组织忠诚、组织承诺及组织公民行为研究之回顾与前瞻.应用心理研究,19,175-209.
6.景保峰,周霞.(2017).包容研究前沿述评与展望.外国经济与管理,39(12),3-22.
7.唐宁玉,张凯丽.(2015).包容性领导研究述评与展望.管理学报,12(6),932-938.
8.王震,孙健敏,张瑞娟.(2012).管理者核心自我评价对下属组织公民行为的影响:德式领导和集体主义导向的作用.心理学报,44(9),1231-1243.
9.杨国枢,黄光国,杨中芳.(2008).华人本土心理学.重庆:重庆大学出版社.
10.张凯丽,唐宁玉.(2017).组织中的换位思考:回顾与未来展望.中国人力资源开发,(1),42-51.
11.章凯,仝嫦哲.(2017).目标融合视角下分享经济时代企业人力资源管理新思维.中国人力资源开发,(8),83-88.
12.章振,张燕,侯立文,王新江.(2012).理解团队多样性:理论,机制与情境.南大商学评论,(2),127-146.
13.朱瑜,钱姝婷.(2014).包容型领导研究前沿探析与未来展望.外国经济与管理,36(2),55-64.
14.Acquavita,S.P.,Pittman,J.,Gibbons,M.,&Castellanos-Brown,K.(2009).Personal and organizational diversity factors'impact on social workers'job satisfaction:Results from a national Internet-based survey.Administration in Social Work,33(2),151-166.
15.Allport G W.(1954).The nature of prejudice.Journal of Negro History,52(3),390-393.
16.Alnuaimi,O.A.,Robert,L.,&Maruping,L.M.(2010).Team size,dispersion,and social loafing in technology-supported teams:Aperspective on the theory of moral disengagement.Journal of Management Information Systems,27(1),203-230.
17.Argyris,C.,&Sch?n,D.A.(1997).Organizational learning:A theory of action perspective.Revista Espanola de Investigaciones Sociologicas,10(77/78),345-348.
18.Bilimoria,D.,Joy,S.,&Liang,X.F.(2008).Breaking barriers and creating inclusiveness:Lessons of organizational transformation to advance women faculty in academic science and engineering.Human resource management,47(3),423-441.
19.Boehm,S.,A.,Kunze,F,&Bruch,H.(2014).Spotlight on agediversity climate:The impact of age-inclusive HR practices on firm-level outcomes.Personnel Psychology,67(3),667-704.
20.Boekhorst,J.,A.(2015).The role of authentic leadership in fostering workplace inclusion:A social information processing perspective.Human Resource Management,54(2),241-264.
21.Chen,Z.X.,&Aryee,S.(2007).Delegation and employee work outcomes:The cultural context of mediating processes.Academy of Management Journal,50(1),226-238.
22.Cho,S.,&Mor Barak,M.E.(2008).Understanding of diversity and inclusion in a perceived homogeneous culture:A study of organizational commitment and job performance among Korean employees.Administration in Social Work,32(4),100-126.
23.Ci-Rong,L.,Chen-Ju,L.,Yun-Hsiang,T.,&Chien-Ming,C.(2015).A multilevel model of team cultural diversity and creativity:The role of climate for inclusion.Journal of Creative Behavior,51(2),163-179.
24.Dansereau,F.,Graen,G.,&Haga,W.J.(1975).A vertical dyad linkage approach to leadership within formal organizations:A longitudinal investigation of the role making process.Organizational Behavior&Human Performance,13(1),46-78.
25.David,J.G.D,&Stephan,A.B.(2016).Status matters:The symmetric effects of supervisor-subordinate disability incongruence and climate for inclusion.Academy of Management Journal,59(1),44-64.
26.Earley,P.C.(1989).Social loafing and collectivism:A comparison of the United States and the people's republic of China.Administrative Science Quarterly,34(4),565-581.
27.Ellen,E.K.,Rong,S.,&Lusi,W.(2017)."Opting out"or"pushed out"?Integrating perspectives on women's career equality for gender inclusion and interventions.Journal of Management,43(1),228-254.
28.Ely,R.J.,&Thomas,D.A.(2001).Cultural diversity at work:The effects of diversity perspectives on work group processes and outcomes.Administrative Science Quarterly,46(2),229-273.
29.Ensari,N.,&Miller,N.(2006).The application of the personalization model in diversity management.Group Processes and Intergroup Relations,9(4),589-607.
30.Fiol,C.M.,Pratt,M.G.,&O'Connor,E.J.(2009).Managing intractable identity conflicts.Academy of Management Review,34(1),32-55.
31.Hayes,B.C.,Bartle,S.A.,&Major,D.A.(2002).Climate for opportunity:A conceptual model.Human Resource Management Review,12(3),445-468.
32.Holvino,E.H.,Ferdman,B.M.,&Merrill-Sands,D.(2004).Creating and sustaining diversity and inclusion in organizations:Strategies and approaches.Foreign Policy Association,43(4),245-276.
33.Jackson,C.L.,Colquitt,J.A.,Wesson,M.J.,&Zapata-Phelan,C.P.(2006).Psychological collectivism:A measurement validation and linkage to group member performance.Journal of Applied Psychology,91(4),884-899.
34.Kahn,W.A.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33(4),692-724.
35.Kozlowski,S.W.J.,&Klein,K.J.A multilevel approach to theory and research in organizations:Contextual,temporal,and emergent processes.In K.J.Klein.,&S.W.J.Kozlowski(Eds.),Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions,(pp.3-90).San Francisco:Jossey-Bass.
36.Kulik,C.T.(2014).Working below and above the line:The research-practice gap in diversity management.Human Resource Management Journal,24(2),129-144.
37.Lawson,B.,Petersen,K.J.,Cousins,P.D.,&Handfield,R.B.(2009).Knowledge sharing in interorganizational product development teams:The effect of formal and informal socialization mechanisms.Journal of Product Innovation Management,26(2),156-172.
38.Liang,H.Y.,Shih,H.A.,Chiang,Y.H.(2015).Team diversity and team helping behavior:The mediating roles of team cooperation and team cohesion.European Management Journal,33(1),48-59.
39.Liao,H.,&Chuang,A.(2007).Transforming service employee and climate:A multilevel,multisource examination of transformation leadership in building long-term service relationships.Journal of Applied Psychology,92(4),1006-1019.
40.Nishii,L.H.(2013).The benefits of climate for inclusion for gender-diverse group.Academy of Management Journal,56(6),1754-1774.
41.Mc Kay,P.F.,&Avery,D.R.(2015).Diversity climate in organizations:Current wisdom and domains of uncertainty.Research in Personnel&Human Resources Management,33,191-233.
42.Miller,F.A.(1998).Strategic culture change:The door to achieving high performance and inclusion.Public Personnel Management,27(2),151-160.
43.Moorman,R.H.,Blakely,G.L.(1995).Individualismcollectivism as an individual difference predictor of organizational citizenship behavior.Journal of Organizational Behavior,16(2),127-142.
44.Mor Barak,M.E.(2005).Managing diversity:Toward a globally inclusive workplace.Thousand oaks,CA:Sage.
45.Morrison,E.W.,Milliken,F.J.(2000).Organizational silence:A barrier to change and development in a pluralistic world.Academy of Management Review,25(4),706-725.
46.Nelissen,P.T.J.H.,Hülsheger,U.R.,Ruitenbeek,G.M.C.V.,&Zijlstra,F.R.H.(2017).Lending a helping hand at work:a multilevel investigation of prosocial motivation,inclusive climate and inclusive behavior.Journal of Occupational Rehabilitation,27(3),1-10.
47.Pek,J.C.X.,&Leong,F.T.L.(2003).Sex-related self-concepts,cognitive styles and cultural values of traditionality-modernity as predictor of general and domain-specific sexism.Asian Journal of Social Psychology,6(1),31-49.
48.Philippe,T.J.H.,Hülsheger,U.R.,Ruitenbeek,G.M.C.V.,&Zijlstra,F.R.H.(2017).Lending a helping hand at work:A multilevel investigation of prosocial motivation,inclusive climate and inclusive behavior.Journal of Occupational Rehabilita,27(3),467-476.
49.Ramarajan,L.(2009).Opening up or shutting down?The effects of multiple identities on problem solving.Social Science Electronic Publishing,34,10-41.
50.Sarah,C.(2015).Create an inclusive environment for LGBTQAstudents.Disability Compliance for Higher Education,21(3),2.
51.Shin,S.J.,Kim,T.K.,Lee,J.Y.,&Bian,L.(2012).Cognitive team diversity and individual team member creativity:A cross-level interaction.Academy of Management Journal,55(1),197-212.
52.Shore,L.M.,Chung,B.,Dean,M.A.,Ehrhart,K.H.,Jung,D.,Randel,A.,&Singh,G.(2009).Diversity in organizations:Where are we now and where are we going?.Human Resource Management Review,19(2),117-133.
53.Shore,L.M.,Randel,A.E.,Chung,B.,&Dean,M.A.(2011).Inclusion and diversity in work groups:A review and model for future research.Journal of Management,37(4),1262-1289.
54.Smith,A.N.,Morgan,W.B.,King,E.B.,Hebl,M.R.,&Peddie,C.I.(2012).The ins and outs of diversity management:The effect of authenticity on outsider perceptions and insider behaviors.Journal of Applied Social Psychology,42(S1),21-25.
55.Sosa,M.E.(2011).Where do creative interactions come from:The role of tie content and social network.Organization Science,22(1),1-21.
56.Tsui,A.S.(2004).Contributing to global management knowledge:A case for high quality indigenous research.Asia Pacific Journal of Management,21(4),491-513.
57.Voel,S.C.,&Han,Z.(2005).Managing knowledge sharing in China:The case of Siemens Sharenet.Journal of Knowledge Management,9(3),51-63.
58.Wasserman,I.C.,Gallegos,P.V.,&Ferdman,B.M.(2008).Dancing with resistance:Leadership challenges in fostering a culture of inclusion.In K.M.Thomas(Eds.),Diversity resistance in organizations.(pp.175-200).Mahwah,NJ:Lawrence Erlbaum Associates.
59.Yap,M.,&Konrad,A.M.(2009).Gender and racial differentials in promotions:Is there a sticky floor,a mid-level bottleneck,or a glass ceiling?.Industrial Relations,64(4),593-619.
60.Yuan,F.,&Woodman,R.W.(2010).Innovative behavior in the workplace:The role of performance and image outcome expectations.Academy of Management Journal,53(2),323-342.
2.郭晓薇.(2006).两种价值观对组织公民行为的预测与调节作用探析.南京师大学报(社会科学版),(2),110-115.
3.何慧卿,廖碧波,温庆勇.(2007).浅析21世纪中国劳动力的多样性管理.南华大学学报:社会科学版,8(4),38-40.
4.李晓丽,阎力.(2011).创造性任务情境下社会惰化影响因素研究.心理科学,34(1),160-165。
5.姜定宇,郑伯埙.(2003).组织忠诚、组织承诺及组织公民行为研究之回顾与前瞻.应用心理研究,19,175-209.
6.景保峰,周霞.(2017).包容研究前沿述评与展望.外国经济与管理,39(12),3-22.
7.唐宁玉,张凯丽.(2015).包容性领导研究述评与展望.管理学报,12(6),932-938.
8.王震,孙健敏,张瑞娟.(2012).管理者核心自我评价对下属组织公民行为的影响:德式领导和集体主义导向的作用.心理学报,44(9),1231-1243.
9.杨国枢,黄光国,杨中芳.(2008).华人本土心理学.重庆:重庆大学出版社.
10.张凯丽,唐宁玉.(2017).组织中的换位思考:回顾与未来展望.中国人力资源开发,(1),42-51.
11.章凯,仝嫦哲.(2017).目标融合视角下分享经济时代企业人力资源管理新思维.中国人力资源开发,(8),83-88.
12.章振,张燕,侯立文,王新江.(2012).理解团队多样性:理论,机制与情境.南大商学评论,(2),127-146.
13.朱瑜,钱姝婷.(2014).包容型领导研究前沿探析与未来展望.外国经济与管理,36(2),55-64.
14.Acquavita,S.P.,Pittman,J.,Gibbons,M.,&Castellanos-Brown,K.(2009).Personal and organizational diversity factors'impact on social workers'job satisfaction:Results from a national Internet-based survey.Administration in Social Work,33(2),151-166.
15.Allport G W.(1954).The nature of prejudice.Journal of Negro History,52(3),390-393.
16.Alnuaimi,O.A.,Robert,L.,&Maruping,L.M.(2010).Team size,dispersion,and social loafing in technology-supported teams:Aperspective on the theory of moral disengagement.Journal of Management Information Systems,27(1),203-230.
17.Argyris,C.,&Sch?n,D.A.(1997).Organizational learning:A theory of action perspective.Revista Espanola de Investigaciones Sociologicas,10(77/78),345-348.
18.Bilimoria,D.,Joy,S.,&Liang,X.F.(2008).Breaking barriers and creating inclusiveness:Lessons of organizational transformation to advance women faculty in academic science and engineering.Human resource management,47(3),423-441.
19.Boehm,S.,A.,Kunze,F,&Bruch,H.(2014).Spotlight on agediversity climate:The impact of age-inclusive HR practices on firm-level outcomes.Personnel Psychology,67(3),667-704.
20.Boekhorst,J.,A.(2015).The role of authentic leadership in fostering workplace inclusion:A social information processing perspective.Human Resource Management,54(2),241-264.
21.Chen,Z.X.,&Aryee,S.(2007).Delegation and employee work outcomes:The cultural context of mediating processes.Academy of Management Journal,50(1),226-238.
22.Cho,S.,&Mor Barak,M.E.(2008).Understanding of diversity and inclusion in a perceived homogeneous culture:A study of organizational commitment and job performance among Korean employees.Administration in Social Work,32(4),100-126.
23.Ci-Rong,L.,Chen-Ju,L.,Yun-Hsiang,T.,&Chien-Ming,C.(2015).A multilevel model of team cultural diversity and creativity:The role of climate for inclusion.Journal of Creative Behavior,51(2),163-179.
24.Dansereau,F.,Graen,G.,&Haga,W.J.(1975).A vertical dyad linkage approach to leadership within formal organizations:A longitudinal investigation of the role making process.Organizational Behavior&Human Performance,13(1),46-78.
25.David,J.G.D,&Stephan,A.B.(2016).Status matters:The symmetric effects of supervisor-subordinate disability incongruence and climate for inclusion.Academy of Management Journal,59(1),44-64.
26.Earley,P.C.(1989).Social loafing and collectivism:A comparison of the United States and the people's republic of China.Administrative Science Quarterly,34(4),565-581.
27.Ellen,E.K.,Rong,S.,&Lusi,W.(2017)."Opting out"or"pushed out"?Integrating perspectives on women's career equality for gender inclusion and interventions.Journal of Management,43(1),228-254.
28.Ely,R.J.,&Thomas,D.A.(2001).Cultural diversity at work:The effects of diversity perspectives on work group processes and outcomes.Administrative Science Quarterly,46(2),229-273.
29.Ensari,N.,&Miller,N.(2006).The application of the personalization model in diversity management.Group Processes and Intergroup Relations,9(4),589-607.
30.Fiol,C.M.,Pratt,M.G.,&O'Connor,E.J.(2009).Managing intractable identity conflicts.Academy of Management Review,34(1),32-55.
31.Hayes,B.C.,Bartle,S.A.,&Major,D.A.(2002).Climate for opportunity:A conceptual model.Human Resource Management Review,12(3),445-468.
32.Holvino,E.H.,Ferdman,B.M.,&Merrill-Sands,D.(2004).Creating and sustaining diversity and inclusion in organizations:Strategies and approaches.Foreign Policy Association,43(4),245-276.
33.Jackson,C.L.,Colquitt,J.A.,Wesson,M.J.,&Zapata-Phelan,C.P.(2006).Psychological collectivism:A measurement validation and linkage to group member performance.Journal of Applied Psychology,91(4),884-899.
34.Kahn,W.A.(1990).Psychological conditions of personal engagement and disengagement at work.Academy of Management Journal,33(4),692-724.
35.Kozlowski,S.W.J.,&Klein,K.J.A multilevel approach to theory and research in organizations:Contextual,temporal,and emergent processes.In K.J.Klein.,&S.W.J.Kozlowski(Eds.),Multilevel theory,research,and methods in organizations:Foundations,extensions,and new directions,(pp.3-90).San Francisco:Jossey-Bass.
36.Kulik,C.T.(2014).Working below and above the line:The research-practice gap in diversity management.Human Resource Management Journal,24(2),129-144.
37.Lawson,B.,Petersen,K.J.,Cousins,P.D.,&Handfield,R.B.(2009).Knowledge sharing in interorganizational product development teams:The effect of formal and informal socialization mechanisms.Journal of Product Innovation Management,26(2),156-172.
38.Liang,H.Y.,Shih,H.A.,Chiang,Y.H.(2015).Team diversity and team helping behavior:The mediating roles of team cooperation and team cohesion.European Management Journal,33(1),48-59.
39.Liao,H.,&Chuang,A.(2007).Transforming service employee and climate:A multilevel,multisource examination of transformation leadership in building long-term service relationships.Journal of Applied Psychology,92(4),1006-1019.
40.Nishii,L.H.(2013).The benefits of climate for inclusion for gender-diverse group.Academy of Management Journal,56(6),1754-1774.
41.Mc Kay,P.F.,&Avery,D.R.(2015).Diversity climate in organizations:Current wisdom and domains of uncertainty.Research in Personnel&Human Resources Management,33,191-233.
42.Miller,F.A.(1998).Strategic culture change:The door to achieving high performance and inclusion.Public Personnel Management,27(2),151-160.
43.Moorman,R.H.,Blakely,G.L.(1995).Individualismcollectivism as an individual difference predictor of organizational citizenship behavior.Journal of Organizational Behavior,16(2),127-142.
44.Mor Barak,M.E.(2005).Managing diversity:Toward a globally inclusive workplace.Thousand oaks,CA:Sage.
45.Morrison,E.W.,Milliken,F.J.(2000).Organizational silence:A barrier to change and development in a pluralistic world.Academy of Management Review,25(4),706-725.
46.Nelissen,P.T.J.H.,Hülsheger,U.R.,Ruitenbeek,G.M.C.V.,&Zijlstra,F.R.H.(2017).Lending a helping hand at work:a multilevel investigation of prosocial motivation,inclusive climate and inclusive behavior.Journal of Occupational Rehabilitation,27(3),1-10.
47.Pek,J.C.X.,&Leong,F.T.L.(2003).Sex-related self-concepts,cognitive styles and cultural values of traditionality-modernity as predictor of general and domain-specific sexism.Asian Journal of Social Psychology,6(1),31-49.
48.Philippe,T.J.H.,Hülsheger,U.R.,Ruitenbeek,G.M.C.V.,&Zijlstra,F.R.H.(2017).Lending a helping hand at work:A multilevel investigation of prosocial motivation,inclusive climate and inclusive behavior.Journal of Occupational Rehabilita,27(3),467-476.
49.Ramarajan,L.(2009).Opening up or shutting down?The effects of multiple identities on problem solving.Social Science Electronic Publishing,34,10-41.
50.Sarah,C.(2015).Create an inclusive environment for LGBTQAstudents.Disability Compliance for Higher Education,21(3),2.
51.Shin,S.J.,Kim,T.K.,Lee,J.Y.,&Bian,L.(2012).Cognitive team diversity and individual team member creativity:A cross-level interaction.Academy of Management Journal,55(1),197-212.
52.Shore,L.M.,Chung,B.,Dean,M.A.,Ehrhart,K.H.,Jung,D.,Randel,A.,&Singh,G.(2009).Diversity in organizations:Where are we now and where are we going?.Human Resource Management Review,19(2),117-133.
53.Shore,L.M.,Randel,A.E.,Chung,B.,&Dean,M.A.(2011).Inclusion and diversity in work groups:A review and model for future research.Journal of Management,37(4),1262-1289.
54.Smith,A.N.,Morgan,W.B.,King,E.B.,Hebl,M.R.,&Peddie,C.I.(2012).The ins and outs of diversity management:The effect of authenticity on outsider perceptions and insider behaviors.Journal of Applied Social Psychology,42(S1),21-25.
55.Sosa,M.E.(2011).Where do creative interactions come from:The role of tie content and social network.Organization Science,22(1),1-21.
56.Tsui,A.S.(2004).Contributing to global management knowledge:A case for high quality indigenous research.Asia Pacific Journal of Management,21(4),491-513.
57.Voel,S.C.,&Han,Z.(2005).Managing knowledge sharing in China:The case of Siemens Sharenet.Journal of Knowledge Management,9(3),51-63.
58.Wasserman,I.C.,Gallegos,P.V.,&Ferdman,B.M.(2008).Dancing with resistance:Leadership challenges in fostering a culture of inclusion.In K.M.Thomas(Eds.),Diversity resistance in organizations.(pp.175-200).Mahwah,NJ:Lawrence Erlbaum Associates.
59.Yap,M.,&Konrad,A.M.(2009).Gender and racial differentials in promotions:Is there a sticky floor,a mid-level bottleneck,or a glass ceiling?.Industrial Relations,64(4),593-619.
60.Yuan,F.,&Woodman,R.W.(2010).Innovative behavior in the workplace:The role of performance and image outcome expectations.Academy of Management Journal,53(2),323-342.