平台型组织中的网状式工作任务关系:一项多案例比较研究
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摘要
本文通过对平台型组织模式中发生的组织-人的关系变化研究探索了网状式工作任务关系。一方面,企业从过去的股东价值优先到以利益相关者优先;另一方面,雇佣关系从过去以岗位为基点逐渐向以工作任务为基点发展并呈现网状式结构。本研究从价值创造者和利益相关者两条路径对网状式工作任务关系展开研究分析,并提出了初始模型"J-R"模型(工作任务-角色投入模型)。在此基础上,本研究通过理论和经验抽样法选取了中国四家平台组织进行案例分析。经过理论和案例双重分析后,本研究以工作任务本身对企业员工的价值回报(简称"任务价值")和角色投入作为团队任务切入点提出了最终模型"T-R"模型(任务价值-角色投入模型),阐述了两种状态(短期平衡和长期非平衡)下呈现出的四种工作-任务关系模式:松散联盟型、自发驱动型、粉丝陪伴型、系统助推型,并提炼了网状式工作任务关系五大驱动要素:客户需求驱动;数字链赋能平台;信任成就任务协同;责任联盟优势互补;利他型社会化营销。研究结果将对平台型组织、企业雇佣管理模式有较大理论及实践意义。
This study explores the networked job task relationship through the study of the changes in the organizationhuman relationship in the platform-based organization model. On the one hand, enterprises used to emphasize the priority of shareholder value, while the status quo emphasizes the priority of stakeholder. On the other hand, the employment relationship, which presents a network structure of job tasks, gradually shifts from the position-based to the task-based. In this study, the relationship of networked job tasks is analyzed from the two perspective of value creator and stakeholder, and we further propose the initial model "J-R" model(Job Task-Role Involvement model). On this basis, this study selected four platform enterprises in China through theoretical and empirical sampling method for case analysis. After the multiple analysis of theories and cases, this study takes the value return(referred to as "task value) and role involvement of work task itself to enterprise employees as the breakthrough point of team task, puts forward the final model "T-R" model(Task Value-Role Involvement model), and elaborates four kinds of work-task relationship models under two states(short-term balance and long-term imbalance): loose alliance type, spontaneous drive type, fan accompanying type, system boosting type. Five driving factors of networked task relationship are refined: customer demand driven; digital chain empowerment platform; trust achieves task synergy; complementary advantages and responsibility alliance; altruistic social marketing. The research results will be of great theoretical and practical significance to platform-based organizations and enterprise employment management model.
This study explores the networked job task relationship through the study of the changes in the organizationhuman relationship in the platform-based organization model. On the one hand, enterprises used to emphasize the priority of shareholder value, while the status quo emphasizes the priority of stakeholder. On the other hand, the employment relationship, which presents a network structure of job tasks, gradually shifts from the position-based to the task-based. In this study, the relationship of networked job tasks is analyzed from the two perspective of value creator and stakeholder, and we further propose the initial model "J-R" model(Job Task-Role Involvement model). On this basis, this study selected four platform enterprises in China through theoretical and empirical sampling method for case analysis. After the multiple analysis of theories and cases, this study takes the value return(referred to as "task value) and role involvement of work task itself to enterprise employees as the breakthrough point of team task, puts forward the final model "T-R" model(Task Value-Role Involvement model), and elaborates four kinds of work-task relationship models under two states(short-term balance and long-term imbalance): loose alliance type, spontaneous drive type, fan accompanying type, system boosting type. Five driving factors of networked task relationship are refined: customer demand driven; digital chain empowerment platform; trust achieves task synergy; complementary advantages and responsibility alliance; altruistic social marketing. The research results will be of great theoretical and practical significance to platform-based organizations and enterprise employment management model.
引文
1.白泽龙.(2017).航天企业多项目管理组织模式研究.项目管理技术,11(9),104-107.
2.陈维政,刘云,吴继红.(2005).双向视角的员工组织关系探索——I-P/S模型的实证研究.中国工业经济,23(1),110-117.
3.郭宝柱.(2018).航天组织管理的系统思维与系统工程方法.科技导报,36(20),38-42.
4.郭文臣,李婷婷,田雨.(2016).新型雇佣关系结构模型构建及实证研究.南开管理评论,19(4),181-192.
5.凌玲.(2013).新型雇佣关系背景下雇佣关系稳定性研究——基于可雇佣能力视角.经济管理,36(5),63-71.
6.彭剑锋.(2014).互联网时代的人力资源管理新思维.中国人力资源开发,31(12),41-48.
7.彭剑锋.(2018).人力资源管理概论(第三版).上海:复旦大学出版社.
8.申晨.(2017).新型雇佣关系下雇佣保障对企业员工的积极影响.经济研究导刊,13(18),9-10+46.
9.王冰冰.(2008).AVIDM成果的创新与发展.中国制造业信息化,45(4),26-28.
10.徐凌,蔡仲.(2014).“技术民主”发微.理论月刊,36(8),44-47.
11.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(3),466-474.
12.张驰,王丹.(2016).分享经济下的组织变革和员工角色定位——基于海尔车小微的案例研究.中国人力资源开发,33(6),12-19.
13.朱勇国,邓洁.(2014).工作分析(第二版).北京:高等教育出版社.
14.中央党校本书课题组.(2015).引擎——党的建设科学化铸就航天梦.北京:中共中央党校出版社.
15.Dyer,W.G.,&Wilkins,A.L.(1991).Better stories,not better constructs,to generate better theory:A rejoinder to eisenhardt.Academy of Management Review,16(3),613-619.
16.Grant,&Robert,M.(1996).Toward a knowledge-based theory of the firm.Strategic Management Journal,17(S2),109-122.
17.Habibi,M.R.,Davidson,A.,&Laroche,M.(2016).What managers should know about the sharing economy.Business Horizons,60(1),113-121.
18.Kornberger,M.,Pflueger,D.,&Mouritsen,J.(2017).Evaluative infrastructures:Accounting for platform organisation.Accounting Organizations&Society,60,79-96.
19.Leiblein,M.J.,&Macher,J.T.(2009).The problem solving perspective:A strategic approach to understanding environment and organization.Advances in Strategic Management,26,97-120.
20.Leighton,&Patricia.(2016).Professional selfemployment,new power and the sharing economy:Some cautionary tales from UBER.Journal of Management&Organization,22(06),859-874.
21.Lepak,D.P.,&Snell,S.A.(2002).Examining the human resource architecture:The relationships among human capital,employment,and human resource configurations.Journal of Management,28(4),517-543.
22.Lepak,D.P.,&Snell,S.A.(1999).The human resource architecture:Toward a theory of human capital allocation and development.Academy of Management Review,24(1),31-48.
23.Locke,L.F.,Spirduso,W.W.,&Silverman,S.J.(2000).Proposals that work:A guide for planning dissertations and grant proposals(4th ed).Thousand Oaks,CA:Sage.
24.Nickerson,J.A.,&Zenger,T.R.(2004).A knowledgebased theory of the firm-the problem-solving perspective.Organization Science,15(6),617-632.
25.Neumark,D.,&Reed,D.(2004).Employment relationships in the new economy.Labour Economics,11(1),1-31.
26.Powell,W.W.(1990).Neither market nor hierarchy:Network forms of organization.Research in Organizational Behavior,12,295-336.
27.Ramesh,A.&Gelfand,M.J.(2010).Will they stay or will they go?The role of embeddedness in predicting turnover in individualistic and collectivistic cultures.Journal of Applied Psychology,95(5),807-823.
28.Rousseau,D.M.(1995).Psychological contracts in organizations:Understanding ivritten and unwritten agreements.Thousand Oaks,CA:Sage.
29.Szulanski,G.(1996).Exploring internal stickiness:Impediments to the transfer of best practice within the firm.Strategic Management Journal,17(S2),27-43.
30.Senaratne,S.,&Gunawardane,S.(2015).Application of team role theory to construction design teams.Architectural Engineering&Design Management,11(1),1-20.
31.Tsui,A.S.,Pearce,J.L.,Porter,L.W.,&Hite,J.P.(1995).Choice of employee-organization relationship:Influence of external and internal organizational factors.Research in personnel and human resources management,13,117-151.
32.Tsui,A.S.,Pearce,J.L.,Porter,L.W.,&Tripoli,A.M.(1997).Alternative approaches to the employee-organization relationship:Does investment in employees pay off?.Academy of Management Journal,40(5),1089-1121.
1.1973年,美国学者丹尼尔·贝尔提出了“后工业时代”的概念,认为传统的工业生产在全社会中的价值正在下降,知识经济日益升为主导。
2.此企业为中国航天某技术研究院,在本研究中统一用“HT”代替。HT是一家集研制、试验、生产、组装于一体的国有大型工程类产品企业,并培养了数十位本领域内院士大家、技术大师以及技能大师。
3.本研究对“四线合一”的定义沿用中央党校课题组(2015)的观点。
2.陈维政,刘云,吴继红.(2005).双向视角的员工组织关系探索——I-P/S模型的实证研究.中国工业经济,23(1),110-117.
3.郭宝柱.(2018).航天组织管理的系统思维与系统工程方法.科技导报,36(20),38-42.
4.郭文臣,李婷婷,田雨.(2016).新型雇佣关系结构模型构建及实证研究.南开管理评论,19(4),181-192.
5.凌玲.(2013).新型雇佣关系背景下雇佣关系稳定性研究——基于可雇佣能力视角.经济管理,36(5),63-71.
6.彭剑锋.(2014).互联网时代的人力资源管理新思维.中国人力资源开发,31(12),41-48.
7.彭剑锋.(2018).人力资源管理概论(第三版).上海:复旦大学出版社.
8.申晨.(2017).新型雇佣关系下雇佣保障对企业员工的积极影响.经济研究导刊,13(18),9-10+46.
9.王冰冰.(2008).AVIDM成果的创新与发展.中国制造业信息化,45(4),26-28.
10.徐凌,蔡仲.(2014).“技术民主”发微.理论月刊,36(8),44-47.
11.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(3),466-474.
12.张驰,王丹.(2016).分享经济下的组织变革和员工角色定位——基于海尔车小微的案例研究.中国人力资源开发,33(6),12-19.
13.朱勇国,邓洁.(2014).工作分析(第二版).北京:高等教育出版社.
14.中央党校本书课题组.(2015).引擎——党的建设科学化铸就航天梦.北京:中共中央党校出版社.
15.Dyer,W.G.,&Wilkins,A.L.(1991).Better stories,not better constructs,to generate better theory:A rejoinder to eisenhardt.Academy of Management Review,16(3),613-619.
16.Grant,&Robert,M.(1996).Toward a knowledge-based theory of the firm.Strategic Management Journal,17(S2),109-122.
17.Habibi,M.R.,Davidson,A.,&Laroche,M.(2016).What managers should know about the sharing economy.Business Horizons,60(1),113-121.
18.Kornberger,M.,Pflueger,D.,&Mouritsen,J.(2017).Evaluative infrastructures:Accounting for platform organisation.Accounting Organizations&Society,60,79-96.
19.Leiblein,M.J.,&Macher,J.T.(2009).The problem solving perspective:A strategic approach to understanding environment and organization.Advances in Strategic Management,26,97-120.
20.Leighton,&Patricia.(2016).Professional selfemployment,new power and the sharing economy:Some cautionary tales from UBER.Journal of Management&Organization,22(06),859-874.
21.Lepak,D.P.,&Snell,S.A.(2002).Examining the human resource architecture:The relationships among human capital,employment,and human resource configurations.Journal of Management,28(4),517-543.
22.Lepak,D.P.,&Snell,S.A.(1999).The human resource architecture:Toward a theory of human capital allocation and development.Academy of Management Review,24(1),31-48.
23.Locke,L.F.,Spirduso,W.W.,&Silverman,S.J.(2000).Proposals that work:A guide for planning dissertations and grant proposals(4th ed).Thousand Oaks,CA:Sage.
24.Nickerson,J.A.,&Zenger,T.R.(2004).A knowledgebased theory of the firm-the problem-solving perspective.Organization Science,15(6),617-632.
25.Neumark,D.,&Reed,D.(2004).Employment relationships in the new economy.Labour Economics,11(1),1-31.
26.Powell,W.W.(1990).Neither market nor hierarchy:Network forms of organization.Research in Organizational Behavior,12,295-336.
27.Ramesh,A.&Gelfand,M.J.(2010).Will they stay or will they go?The role of embeddedness in predicting turnover in individualistic and collectivistic cultures.Journal of Applied Psychology,95(5),807-823.
28.Rousseau,D.M.(1995).Psychological contracts in organizations:Understanding ivritten and unwritten agreements.Thousand Oaks,CA:Sage.
29.Szulanski,G.(1996).Exploring internal stickiness:Impediments to the transfer of best practice within the firm.Strategic Management Journal,17(S2),27-43.
30.Senaratne,S.,&Gunawardane,S.(2015).Application of team role theory to construction design teams.Architectural Engineering&Design Management,11(1),1-20.
31.Tsui,A.S.,Pearce,J.L.,Porter,L.W.,&Hite,J.P.(1995).Choice of employee-organization relationship:Influence of external and internal organizational factors.Research in personnel and human resources management,13,117-151.
32.Tsui,A.S.,Pearce,J.L.,Porter,L.W.,&Tripoli,A.M.(1997).Alternative approaches to the employee-organization relationship:Does investment in employees pay off?.Academy of Management Journal,40(5),1089-1121.
1.1973年,美国学者丹尼尔·贝尔提出了“后工业时代”的概念,认为传统的工业生产在全社会中的价值正在下降,知识经济日益升为主导。
2.此企业为中国航天某技术研究院,在本研究中统一用“HT”代替。HT是一家集研制、试验、生产、组装于一体的国有大型工程类产品企业,并培养了数十位本领域内院士大家、技术大师以及技能大师。
3.本研究对“四线合一”的定义沿用中央党校课题组(2015)的观点。