“以德为先”的管理智慧及其现代价值
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摘要
众所周知，儒家道德观构成了我国传统道德思想的主干，而“以德为先”恰恰又是儒家道德观的内核。本研究拟探讨“以德为先”的企业管理价值。经过系统的文献研究，本研究认为，在组织管理中，“以德为先”可以理解为贯穿“德性管理”思想，通过提升管理者道德修养来影响组织的效能和成员的行为，达到组织成员认同组织的最佳状态。作为领导理念和经营理念，“以德为先”可分别概括为：仁爱为本、修己安人；重义轻利、诚实守信。
在文献整理的基础上，结合人力资源经理访谈结果，本研究编制了“‘以德为先’管理心理思想之现代价值”的调查问卷。问卷基于“以德为先”的管理理念——“德性管理”——而架构，并从仁爱为本、修己安人、重义轻利和诚实守信四个维度来编制问卷项目，同时选取组织效能来衡量“以德为先”对组织管理和运营所产生的影响。施测对象为苏州地区不同背景的企业管理者和员工。数据分析结果显示：(1)组织员工对重义轻利管理价值观的态度存在性别差异，女性更为重视重义轻利；(2)不同年龄的员工对重义轻利与诚实守信管理价值观的态度存在差异，中年员工比青年员工更重视重义轻利与诚实守信；(3)不同职务的组织员工对于以德为先的管理价值观态度一致，但对于仁爱为本，高级管理者和一般员工之间得分差异显著，高级管理者的人本管理观念更强；(4)单位的性质不同，员工对于诚实守信的态度之间存在差异，国有单位和民营单位的员工更为注重诚信；(5)单位的文化背景不同，员工对诚实守信管理价值观的态度存在差异，中国大陆的员工更看重诚实守信；(6)以德为先管理价值观各因子与组织效能的因子之间呈显著相关，这在一定程度上验证了“以德为先”的现代价值。研究的结果表明，在现代企业中，贯彻“以德为先”的管理理念能够增强企业的凝聚力，提高士气，提高生产效率，从而增强企业的应变能力，并使之获得了越来越多的外部支持。
As we know, the backbone of Chinese traditional ethics is the Confucian ethics whose core roots quite in ethic takes precedence, a classical moral principle. This research is to probe into the managerial values of this principle in modern enterprises. The findings of qualitative research on systematic literatures related show that ethic takes precedence are perceived as rule by ethics in organization, which is to achieve the goal of employees' very best identification with their organization through the managers' self-discipline on ethic which affects the organizational effectiveness and the employees' behaviors. And the concepts of ethic takes precedence employed as leadership philosophy can be epitomized as benevolence as postulate and self-discipline and stabilizing others , and the equivalent as operation philosophy can be summarized as justice outweighing benefit and faithfulness and credit.
On the basis of the qualitative research and the findings of face-to-face interviews with HR managers on topic of ethics, a questionnaire was compiled about the managerial thoughts of ethic lakes precedence and its modern values, which was designed depending upon the concept of enterprise-running by ethics, a modern understanding based on research findings of ethic takes precedence. Particularly speaking, all the items of the questionnaire come from such four dimensions mentioned above as self-discipline and stabilizing others, benevolence as postulate, faithfulness and credit and justice outweighing benefit. And the organizational effectiveness was used as the validity criterion in order to weigh the managerial effect of ethic takes precedence on the management and operation of organization. All the respondents are from enterprises located in Suzhou. The findings of data analysis are: (l)the male and the female are significantly different at the level of justice outweighing benefit ,and the female prefer justice to benefit;(2) variances are shown for varied ages at the level of justice outweighing benefit ,and faithfulness and credit, with the middle-aged being more inclined to justice outweighing benefit ,and faithfulness and credit than youth; (3)variances are not shown for varied positions at the level of ethic takes precedence, but the average employees and the senior managers are significantly different at the level of benevolence as postulate, for the latter pay more attention to hurnan;(4)
different enterprises are different in faithfulness and credit, with that state-owned enterprises, non-governmental enterprises prefers faithfulness and credit;(5} variances are shown for the enterprises with various cultural backgrounds at the level of faithfulness and credit, and the employees from China mainland prefer faithfulness and credit;(6) questionnaire of ethic takes precedence correlates with the questionnaire of organizational effectiveness , which validates, to a certain extent, some modern values of the principle of ethic takes precedence. Deployment of the principle could help modern enterprises to strengthen their internal integrity, heighten morale of employees, and to greatly improve productivity and efficiency. Thus, the enterprises related are able to better adapt themselves to external changes and thus to gain more external support as well.
在文献整理的基础上，结合人力资源经理访谈结果，本研究编制了“‘以德为先’管理心理思想之现代价值”的调查问卷。问卷基于“以德为先”的管理理念——“德性管理”——而架构，并从仁爱为本、修己安人、重义轻利和诚实守信四个维度来编制问卷项目，同时选取组织效能来衡量“以德为先”对组织管理和运营所产生的影响。施测对象为苏州地区不同背景的企业管理者和员工。数据分析结果显示：(1)组织员工对重义轻利管理价值观的态度存在性别差异，女性更为重视重义轻利；(2)不同年龄的员工对重义轻利与诚实守信管理价值观的态度存在差异，中年员工比青年员工更重视重义轻利与诚实守信；(3)不同职务的组织员工对于以德为先的管理价值观态度一致，但对于仁爱为本，高级管理者和一般员工之间得分差异显著，高级管理者的人本管理观念更强；(4)单位的性质不同，员工对于诚实守信的态度之间存在差异，国有单位和民营单位的员工更为注重诚信；(5)单位的文化背景不同，员工对诚实守信管理价值观的态度存在差异，中国大陆的员工更看重诚实守信；(6)以德为先管理价值观各因子与组织效能的因子之间呈显著相关，这在一定程度上验证了“以德为先”的现代价值。研究的结果表明，在现代企业中，贯彻“以德为先”的管理理念能够增强企业的凝聚力，提高士气，提高生产效率，从而增强企业的应变能力，并使之获得了越来越多的外部支持。
As we know, the backbone of Chinese traditional ethics is the Confucian ethics whose core roots quite in ethic takes precedence, a classical moral principle. This research is to probe into the managerial values of this principle in modern enterprises. The findings of qualitative research on systematic literatures related show that ethic takes precedence are perceived as rule by ethics in organization, which is to achieve the goal of employees' very best identification with their organization through the managers' self-discipline on ethic which affects the organizational effectiveness and the employees' behaviors. And the concepts of ethic takes precedence employed as leadership philosophy can be epitomized as benevolence as postulate and self-discipline and stabilizing others , and the equivalent as operation philosophy can be summarized as justice outweighing benefit and faithfulness and credit.
On the basis of the qualitative research and the findings of face-to-face interviews with HR managers on topic of ethics, a questionnaire was compiled about the managerial thoughts of ethic lakes precedence and its modern values, which was designed depending upon the concept of enterprise-running by ethics, a modern understanding based on research findings of ethic takes precedence. Particularly speaking, all the items of the questionnaire come from such four dimensions mentioned above as self-discipline and stabilizing others, benevolence as postulate, faithfulness and credit and justice outweighing benefit. And the organizational effectiveness was used as the validity criterion in order to weigh the managerial effect of ethic takes precedence on the management and operation of organization. All the respondents are from enterprises located in Suzhou. The findings of data analysis are: (l)the male and the female are significantly different at the level of justice outweighing benefit ,and the female prefer justice to benefit;(2) variances are shown for varied ages at the level of justice outweighing benefit ,and faithfulness and credit, with the middle-aged being more inclined to justice outweighing benefit ,and faithfulness and credit than youth; (3)variances are not shown for varied positions at the level of ethic takes precedence, but the average employees and the senior managers are significantly different at the level of benevolence as postulate, for the latter pay more attention to hurnan;(4)
different enterprises are different in faithfulness and credit, with that state-owned enterprises, non-governmental enterprises prefers faithfulness and credit;(5} variances are shown for the enterprises with various cultural backgrounds at the level of faithfulness and credit, and the employees from China mainland prefer faithfulness and credit;(6) questionnaire of ethic takes precedence correlates with the questionnaire of organizational effectiveness , which validates, to a certain extent, some modern values of the principle of ethic takes precedence. Deployment of the principle could help modern enterprises to strengthen their internal integrity, heighten morale of employees, and to greatly improve productivity and efficiency. Thus, the enterprises related are able to better adapt themselves to external changes and thus to gain more external support as well.
引文
1．朱永新《中华管理智慧——中国古代管理心理思想研究》，苏州大学出版社 1999年11月第1版
2．张锡勤《中国传统道德举要》，黑龙江教育出版社 1996年5月第1版
3．苏勇《管理伦理》，上海译文出版社 1997年11月第1版
4．戴木才《管理的伦理法则》，江西人民出版社，2001年9月第1版
5．张应杭、黄寅《企业伦理：理论与实践》，上海人民出版社，2001年7月版。
6．徐水生《中国古代哲学对日本近代文化的影响》)，《中国社会科学》，1994年第4期
7．姚新中(英国威尔士大学兰姆彼特分校高级讲师)，《儒家思想与二十一世纪——对儒家道德遗产及其现代相关性的思考》，高校理论战线 1998第9期
8．黄钊《论儒家道德在当代的现实价值》，江西社会科学 1996年第5期
9．吴光《儒家道德伦理的内涵、特色及其现代价值》，浙江社会科学，1998年第1期
10．邵汉明《儒家文化精神及其价值的现代透视》，光明日报2001年10月9日
11．高言弘、林仲湘《儒家学说与现代管理思想》，广西大学学报：哲社版(南宁)，1996．3
12．陈根法《论德性的意义和价值》，复旦学报(社会科学版)，2002年第3期
13．张岱年 《儒家伦理与企业道德》，探索与争鸣 1995第8期
14．韩鹏《试论企业道德》，甘肃社会科学，1998年第6期
15．束学康《论企业管理与伦理道德的结合》，华东经济管理，1998年第1期
16．赵九运《孔子管理思想论——<论语>新探》，社会科学(兰州)，1996．3．1～4
17．理明、赵炳起《“为政以德”及其理论价值和现实意义》，学海 1998．5
18．余福智《<论语>之‘仁’》，佛山科学技术学院学报(社会科学版) 1998年第3期
19．肖群忠《<论语与算盘>——涩泽荣一的经济伦理观及启示》，道德与文明 1998年第6期
20．商聚德《儒商精神探析——从<论语与算盘>得到的启发》，河北建筑科技学院学报(社科版) 2000年第3期
21．苏东水、徐希燕《东方管理文化的伟大复兴》，第二届世界管理论坛文集，1999年11月
22．芮明杰《论华夏管理模式及其核心价值观》，第二届世界管理论坛文集，1999
年11月
23．苏涛、曹勇《东方管理思想与成功企业文化的塑造》，届世界管理论坛文集，1999年11月
24．谢贵枝、梁觉《领袖的德行：现代儒学的一个起点》，《海峡两岸之组织与管理》1998年10月第一版
25．绪红霞《中西道德教育差异探微》，《首都师范大学学报》(社会科学版)，2001年5月
27. Campbell, J. P. 1977. On the nature of organizational effectiveness. In New perspective on organizational effectiveness, San Francisco: Jossey-Bass. 15
28. Cameron, K. S. 1985. Institutional effectiveness in higher education: An introduction. The Review of Higher Education 9(1): 1-4.
29. Peters, T. J., & R. H. Waterman. 1982. In search of excellence. New York: Harper & Row.
30. Barnard, C. 1938. The functions of the executives. Cambridge, MA: Harvard University Press. 19
31. Daft, R. L. 1989. Organization theory and design. St. Paul, MN: West.
32. Dalton, T., & L. Dalton. 1988. The politics of measuring public sector performance. In Promoting productivity in the public sector, New York: St. Martin.
33. Katz, F. E., & J. E. Rosenzweig. 1987. General systems theory: Applications for organization and management. In Classics of organization theory, Chicago: Dorsey.
34. Yuchtman, E., & S. E. Seashore. 1967. A system resource approach to organizational effectiveness. American Sociological Review 32:891-903.
35. Quinn, R. E., and J, Rohrbaugh. 1983. A spatial model of effectiveness criteria: Towards a competing values approach to orgauizational analysis. Management Science 29(3): 363-77.
2．张锡勤《中国传统道德举要》，黑龙江教育出版社 1996年5月第1版
3．苏勇《管理伦理》，上海译文出版社 1997年11月第1版
4．戴木才《管理的伦理法则》，江西人民出版社，2001年9月第1版
5．张应杭、黄寅《企业伦理：理论与实践》，上海人民出版社，2001年7月版。
6．徐水生《中国古代哲学对日本近代文化的影响》)，《中国社会科学》，1994年第4期
7．姚新中(英国威尔士大学兰姆彼特分校高级讲师)，《儒家思想与二十一世纪——对儒家道德遗产及其现代相关性的思考》，高校理论战线 1998第9期
8．黄钊《论儒家道德在当代的现实价值》，江西社会科学 1996年第5期
9．吴光《儒家道德伦理的内涵、特色及其现代价值》，浙江社会科学，1998年第1期
10．邵汉明《儒家文化精神及其价值的现代透视》，光明日报2001年10月9日
11．高言弘、林仲湘《儒家学说与现代管理思想》，广西大学学报：哲社版(南宁)，1996．3
12．陈根法《论德性的意义和价值》，复旦学报(社会科学版)，2002年第3期
13．张岱年 《儒家伦理与企业道德》，探索与争鸣 1995第8期
14．韩鹏《试论企业道德》，甘肃社会科学，1998年第6期
15．束学康《论企业管理与伦理道德的结合》，华东经济管理，1998年第1期
16．赵九运《孔子管理思想论——<论语>新探》，社会科学(兰州)，1996．3．1～4
17．理明、赵炳起《“为政以德”及其理论价值和现实意义》，学海 1998．5
18．余福智《<论语>之‘仁’》，佛山科学技术学院学报(社会科学版) 1998年第3期
19．肖群忠《<论语与算盘>——涩泽荣一的经济伦理观及启示》，道德与文明 1998年第6期
20．商聚德《儒商精神探析——从<论语与算盘>得到的启发》，河北建筑科技学院学报(社科版) 2000年第3期
21．苏东水、徐希燕《东方管理文化的伟大复兴》，第二届世界管理论坛文集，1999年11月
22．芮明杰《论华夏管理模式及其核心价值观》，第二届世界管理论坛文集，1999
年11月
23．苏涛、曹勇《东方管理思想与成功企业文化的塑造》，届世界管理论坛文集，1999年11月
24．谢贵枝、梁觉《领袖的德行：现代儒学的一个起点》，《海峡两岸之组织与管理》1998年10月第一版
25．绪红霞《中西道德教育差异探微》，《首都师范大学学报》(社会科学版)，2001年5月
27. Campbell, J. P. 1977. On the nature of organizational effectiveness. In New perspective on organizational effectiveness, San Francisco: Jossey-Bass. 15
28. Cameron, K. S. 1985. Institutional effectiveness in higher education: An introduction. The Review of Higher Education 9(1): 1-4.
29. Peters, T. J., & R. H. Waterman. 1982. In search of excellence. New York: Harper & Row.
30. Barnard, C. 1938. The functions of the executives. Cambridge, MA: Harvard University Press. 19
31. Daft, R. L. 1989. Organization theory and design. St. Paul, MN: West.
32. Dalton, T., & L. Dalton. 1988. The politics of measuring public sector performance. In Promoting productivity in the public sector, New York: St. Martin.
33. Katz, F. E., & J. E. Rosenzweig. 1987. General systems theory: Applications for organization and management. In Classics of organization theory, Chicago: Dorsey.
34. Yuchtman, E., & S. E. Seashore. 1967. A system resource approach to organizational effectiveness. American Sociological Review 32:891-903.
35. Quinn, R. E., and J, Rohrbaugh. 1983. A spatial model of effectiveness criteria: Towards a competing values approach to orgauizational analysis. Management Science 29(3): 363-77.