企业价值观管理对发展个人领导力的影响机制研究——以A.O史密斯为例
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摘要
随着"互联网+"深入渗透到各个行业,应运而生大量高创新性、高自由度的工作,进而要求员工具备基于企业核心价值观的个人领导力,形成企业独特的竞争优势。本研究试图以A.O史密斯为例探讨企业价值观管理影响与塑造员工个人领导力的过程。研究发现,个人领导力的形成是价值观管理体系动态演进的结果 ,管理认知、一致性规范和预期价值判断的阶段性变化促进了个体与组织的价值观契合,三者呈现出前后耦合对接,相辅相成的关系。其次,心理因素是推动个人领导力塑造进程的关键因素,能促进员工从被动适应转变为主动学习。在组织和个人双向互动作用下,组成个人领导力的五大效能获得全面提升。本研究为个人领导力形成机制的探索提供了个人-组织交互作用的新视角,此外,对于企业价值观管理及发展个人领导力都具有一定的参考价值。本研究期望引发企业管理者对价值观管理的关注,从员工个人领导力培养的角度出发,促进员工个人能力成长的同时,形成强大的组织凝聚力和创造力。
With the penetration of Internet+ into various industries, a large number of highly innovative and liberal jobs have emerged that require employees to have personal leadership based on core values of the enterprise. A.O. Smith is used as an example to explore the shaping process of personal leadership. Firstly, the study found that the formation of personal leadership is the result of dynamic evolution of value management system. The periodic changes in management cognition, consistency norms and expected value judgment promote individual-organizational values match, and these three are in a relationship of coupling and matching. Secondly, the change of psychological factors caused by the improvement in the degree of the value matching is a key internal motivation for the shaping of personal leadership, which promotes employees to transform themselves from passive adaptation to active learning. Under the effect of two-way interaction between organization and individual, the five functions of personal leadership have been comprehensively improved. A new perspective of interaction between person and organization is provided to explore the formation of personal leadership. What's more, this study is of certain reference value for the enterprise values management and development of personal leadership, expecting to lead to focus on value management and promoting the individual ability. As a result, enterprise itself can form a strong cohesion and creativity.
With the penetration of Internet+ into various industries, a large number of highly innovative and liberal jobs have emerged that require employees to have personal leadership based on core values of the enterprise. A.O. Smith is used as an example to explore the shaping process of personal leadership. Firstly, the study found that the formation of personal leadership is the result of dynamic evolution of value management system. The periodic changes in management cognition, consistency norms and expected value judgment promote individual-organizational values match, and these three are in a relationship of coupling and matching. Secondly, the change of psychological factors caused by the improvement in the degree of the value matching is a key internal motivation for the shaping of personal leadership, which promotes employees to transform themselves from passive adaptation to active learning. Under the effect of two-way interaction between organization and individual, the five functions of personal leadership have been comprehensively improved. A new perspective of interaction between person and organization is provided to explore the formation of personal leadership. What's more, this study is of certain reference value for the enterprise values management and development of personal leadership, expecting to lead to focus on value management and promoting the individual ability. As a result, enterprise itself can form a strong cohesion and creativity.
引文
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2.戴维·迈尔斯.(2016).社会心理学.人民邮电出版社
3.樊耘,于维娜,阎亮.(2014).新生代雇员的人-组织价值观匹配与情感承诺的关系——内职业成功的中介作用.软科学,28(8),51-55.
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5.李超平,时勘.(2008).变革型领导的结构与测量.中国工商管理研究前沿,37(4),803-811.
6.刘鑫,杨东涛.(2015).企业价值观管理体系的构建及其作用机制——基于A.O.史密斯公司的案例研究.管理学报,12(9),1273.
7.刘争光,孙丽萍,边玉芳.(2016).个体领导力早期发展及家庭因素的作用.北京师范大学学报(社会科学版)(5),64-72.
8.麦克沙恩,格里诺,汤超颖.(2008).麦克沙恩组织行为学.中国人民大学出版社.
9.田喜洲,谢晋宇.(2015).组织支持感对员工工作行为的影响:心理资本中介作用的实证研究.南开管理评论,13(1),23-29.
10.文茂伟.(2008).变革之舞:西方组织领导力发展七大现状.中国人力资源开发,(10),32-36
11.杨东涛.(2015).史密斯成功密码.北京大学出版社
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13.詹小慧,杨东涛,栾贞增.(2015).个人与组织价值观匹配的形成机制——基于A.O.史密斯公司的案例研究.管理案例研究与评论,8(3),210-223.
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15.Biddle,B.J.(1981).Role theory:expectations,identities,and behaviors.Social Forces,30(4),553-568.
16.Bono,J.E.,Judge,T.A.(2004).Personality and transformational and transactional leadership:a meta-analysis.Journal of Applied Psychology,89(5),901.
17.Charlier,S.D.,Stewart,G.L.,Greco,L.M.,&Reeves,C.J.(2016).Emergent leadership in virtual teams:a multilevel investigation of individual communication and team dispersion antecedents.Leadership Quarterly,27(5),745-764.
18.Cogliser,C.C.,Gardner,W.L.,Gavin,M.B.,&Broberg,J.C.(2012).Big five personality factors and leader emergence in virtual teams:relationships with team trustworthiness,member performance contributions,and team performance.Group&Organization Management,37(6),752-784.
19.Corine Boon,Deanne N.Den Hartog,Paul Boselie,&Jaap Paauwe.(2011).The relationship between perceptions of HR practices and employee outcomes:examining the role of person-organization and personjob fit.International Journal of Human Resource Management,22(1),138-162.
20.Coyle-Shapiro,J.,Kessler,I.(2016).Consequences of the psychological contract for the employment relationship:a large scale survey*.Journal of Management Studies,37(7),903-930.
21.Gareth R.,Jones.(1986).Socialization tactics,self-efficacy,and newcomers'adjustments to organizations.Academy of Management Journal,29(2),262-279.
22.Geier,J.G.(2010).A trait approach to the study of leadership in small groups.Journal of Communication,17(4),316-323.
23.Grijalva,E.,Harms,P.D.,Newman,D.A.,Gaddis,B.H.,&Fraley,R.C.(2015).Narcissism and leadership:a meta-analytic review of linear and nonlinear relationships.Personnel Psychology,68(1),1-47.
24.Jones G R.(1986).Socialization tactics,Self-efficacy,and newcomers'adjustments to organizations.Academy of Management Journal,29(2),262-279
25.Judge,T.A.,Cable,D.M.,Boudreau,J.W.,(2010).An empirical investigation of the predictors of executive career success.Personnel Psychology,48(3),485-519.
26.Kamal,M.Y.,Lukman,Z.M.,Zulaikha,M.Z.,Nurunsa,S.,Bukhari,W.M.Y.,&Nurul,I.Y.(2017).Emotional intelligence and leadership style.International Journal of Asian Social Science,7.
27.Lord,R.G.,Dinh,J.E.(2014).What have we learned that is critical in understanding leadership perceptions and leader-performance relations?.Industrial&Organizational Psychology,7(2),158-177.
28.Meglino,B.M.,Ravlin,E.C.(1998).Individual values in organizations:concepts,controversies,and research.Journal of Management,24(3),351-389.
29.Meyer,J.P.,Parfyonova,N.M.(2010).Normative commitment in the workplace:a theoretical analysis and re-conceptualization.Human Resource Management Review,20(4),283-294.
30.Morgeson,Frederick P,De Rue,D.Scott,&Karam,Elizabeth P.(2010).Leadership in teams:a functional approach to understanding leadership structures and processes.Journal of Management,36(1),5-39.
31.Murphy,S.E.,Johnson,S.K.(2011).The benefits of a long-lens approach to leader development:understanding the seeds of leadership.Leadership Quarterly,22(3),459-470.
32.Nicholson,N.(2005).Playing to win:biological imperatives,self-regulation,and trade-offs in the game of career success.Journal of Organizational Behavior,26(2),137-154.
33.Pawar,B.S.,Eastman,K.K.(1997).The nature and implications of contextual influences on transformational leadership:a conceptual examination.Academy of Management Review,22(1),80-109
34.Ramo J C(2011).The age of the unthinkable:Why the new global order constantly surprises us and what to do about it.New York:Hachette Digital,2011
35.Rapoport,Amos.(2013).Meaning of the built environment.Man,(10),176.
36.Rubin,J.Z.,Brockner,J.(1975).Factors affecting entrapment in waiting situations:the Rosencrantz and Guildenstern effect.Journal of Personality&Social Psychology,31(6),1054-1063.
37.Schneider B.,Harold W.G,&Brent S.D.(2010).The ASAframework:an update.Personnel Psychology,48(4),747-773.
38.Shalom H.,Schwartz.(2007).Cultural and individual value correlates of capitalism:a comparative analysis.Psychological Inquiry,18(1),52-57.
39.Shamir,B.,House,R.J.,&Arthur,M.B.(2012).The motivational effects of charismatic leadership:a self-concept based theory.Organization Science,4(4),577-594.
40.Staw,B.M.,Sandelands,L.E.,&Dutton,J.E.(1981).Threatrigidity effects in organizational behavior:a multilevel analysis.Administrative Science Quarterly,26(4),501-524.
41.Ulrich,D.(2015).Creating a leadership capital index.Leadership Capital Index Realizing the Market Value of Leadership.
42.Yin,R.K.(2016).The case study as a serious research strategy.Science Communication,3(1),97-114.
2.戴维·迈尔斯.(2016).社会心理学.人民邮电出版社
3.樊耘,于维娜,阎亮.(2014).新生代雇员的人-组织价值观匹配与情感承诺的关系——内职业成功的中介作用.软科学,28(8),51-55.
4.蒿坡,陈琇霖,龙立荣.(2017).领导力涌现研究综述与未来展望.外国经济与管理,39(9),47-58.
5.李超平,时勘.(2008).变革型领导的结构与测量.中国工商管理研究前沿,37(4),803-811.
6.刘鑫,杨东涛.(2015).企业价值观管理体系的构建及其作用机制——基于A.O.史密斯公司的案例研究.管理学报,12(9),1273.
7.刘争光,孙丽萍,边玉芳.(2016).个体领导力早期发展及家庭因素的作用.北京师范大学学报(社会科学版)(5),64-72.
8.麦克沙恩,格里诺,汤超颖.(2008).麦克沙恩组织行为学.中国人民大学出版社.
9.田喜洲,谢晋宇.(2015).组织支持感对员工工作行为的影响:心理资本中介作用的实证研究.南开管理评论,13(1),23-29.
10.文茂伟.(2008).变革之舞:西方组织领导力发展七大现状.中国人力资源开发,(10),32-36
11.杨东涛.(2015).史密斯成功密码.北京大学出版社
12.杨军明.(2016).文化产业企业员工工作效能影响因素的实证研究:人-组织价值观匹配的作用.特区经济,15(4),65-69.
13.詹小慧,杨东涛,栾贞增.(2015).个人与组织价值观匹配的形成机制——基于A.O.史密斯公司的案例研究.管理案例研究与评论,8(3),210-223.
14.智联招聘:80/90后职场生态大调查[EB/OL]http://article.zhaopin.com/pub/view/185131.html,2015-09-08
15.Biddle,B.J.(1981).Role theory:expectations,identities,and behaviors.Social Forces,30(4),553-568.
16.Bono,J.E.,Judge,T.A.(2004).Personality and transformational and transactional leadership:a meta-analysis.Journal of Applied Psychology,89(5),901.
17.Charlier,S.D.,Stewart,G.L.,Greco,L.M.,&Reeves,C.J.(2016).Emergent leadership in virtual teams:a multilevel investigation of individual communication and team dispersion antecedents.Leadership Quarterly,27(5),745-764.
18.Cogliser,C.C.,Gardner,W.L.,Gavin,M.B.,&Broberg,J.C.(2012).Big five personality factors and leader emergence in virtual teams:relationships with team trustworthiness,member performance contributions,and team performance.Group&Organization Management,37(6),752-784.
19.Corine Boon,Deanne N.Den Hartog,Paul Boselie,&Jaap Paauwe.(2011).The relationship between perceptions of HR practices and employee outcomes:examining the role of person-organization and personjob fit.International Journal of Human Resource Management,22(1),138-162.
20.Coyle-Shapiro,J.,Kessler,I.(2016).Consequences of the psychological contract for the employment relationship:a large scale survey*.Journal of Management Studies,37(7),903-930.
21.Gareth R.,Jones.(1986).Socialization tactics,self-efficacy,and newcomers'adjustments to organizations.Academy of Management Journal,29(2),262-279.
22.Geier,J.G.(2010).A trait approach to the study of leadership in small groups.Journal of Communication,17(4),316-323.
23.Grijalva,E.,Harms,P.D.,Newman,D.A.,Gaddis,B.H.,&Fraley,R.C.(2015).Narcissism and leadership:a meta-analytic review of linear and nonlinear relationships.Personnel Psychology,68(1),1-47.
24.Jones G R.(1986).Socialization tactics,Self-efficacy,and newcomers'adjustments to organizations.Academy of Management Journal,29(2),262-279
25.Judge,T.A.,Cable,D.M.,Boudreau,J.W.,(2010).An empirical investigation of the predictors of executive career success.Personnel Psychology,48(3),485-519.
26.Kamal,M.Y.,Lukman,Z.M.,Zulaikha,M.Z.,Nurunsa,S.,Bukhari,W.M.Y.,&Nurul,I.Y.(2017).Emotional intelligence and leadership style.International Journal of Asian Social Science,7.
27.Lord,R.G.,Dinh,J.E.(2014).What have we learned that is critical in understanding leadership perceptions and leader-performance relations?.Industrial&Organizational Psychology,7(2),158-177.
28.Meglino,B.M.,Ravlin,E.C.(1998).Individual values in organizations:concepts,controversies,and research.Journal of Management,24(3),351-389.
29.Meyer,J.P.,Parfyonova,N.M.(2010).Normative commitment in the workplace:a theoretical analysis and re-conceptualization.Human Resource Management Review,20(4),283-294.
30.Morgeson,Frederick P,De Rue,D.Scott,&Karam,Elizabeth P.(2010).Leadership in teams:a functional approach to understanding leadership structures and processes.Journal of Management,36(1),5-39.
31.Murphy,S.E.,Johnson,S.K.(2011).The benefits of a long-lens approach to leader development:understanding the seeds of leadership.Leadership Quarterly,22(3),459-470.
32.Nicholson,N.(2005).Playing to win:biological imperatives,self-regulation,and trade-offs in the game of career success.Journal of Organizational Behavior,26(2),137-154.
33.Pawar,B.S.,Eastman,K.K.(1997).The nature and implications of contextual influences on transformational leadership:a conceptual examination.Academy of Management Review,22(1),80-109
34.Ramo J C(2011).The age of the unthinkable:Why the new global order constantly surprises us and what to do about it.New York:Hachette Digital,2011
35.Rapoport,Amos.(2013).Meaning of the built environment.Man,(10),176.
36.Rubin,J.Z.,Brockner,J.(1975).Factors affecting entrapment in waiting situations:the Rosencrantz and Guildenstern effect.Journal of Personality&Social Psychology,31(6),1054-1063.
37.Schneider B.,Harold W.G,&Brent S.D.(2010).The ASAframework:an update.Personnel Psychology,48(4),747-773.
38.Shalom H.,Schwartz.(2007).Cultural and individual value correlates of capitalism:a comparative analysis.Psychological Inquiry,18(1),52-57.
39.Shamir,B.,House,R.J.,&Arthur,M.B.(2012).The motivational effects of charismatic leadership:a self-concept based theory.Organization Science,4(4),577-594.
40.Staw,B.M.,Sandelands,L.E.,&Dutton,J.E.(1981).Threatrigidity effects in organizational behavior:a multilevel analysis.Administrative Science Quarterly,26(4),501-524.
41.Ulrich,D.(2015).Creating a leadership capital index.Leadership Capital Index Realizing the Market Value of Leadership.
42.Yin,R.K.(2016).The case study as a serious research strategy.Science Communication,3(1),97-114.