人与组织匹配的理论与方法的研究
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摘要
经济全球化和信息化的发展给组织行为学的研究提出了很多亟待解决的新课题。在环境剧变和激烈竞争的压力下,组织面临经常性的变革和越来越高的人员流动,如何吸引、选拔和留住与组织有较高匹配水平的员工是广大的研究者和管理者关注的焦点问题。近年来,人与组织匹配已成为组织行为学和人力资源管理领域研究的热点议题。人与组织匹配的现象是一种心理和行为现象,它广泛存在于各类组织的管理实践中,并对环境中的人和人所作用的环境产生潜在的影响。人与组织匹配是人与环境匹配的重要维度之一。尽管学者对人与环境匹配长久以来有着高度的兴趣,但是,如何构建人与组织匹配的理论体系和方法论诚然是一项艰巨的研究任务。那么,系统、深入地研究人与组织匹配的理论和方法,不仅是组织行为学和人力资源管理理论发展的需要,而且是管理实践的客观要求,其学术价值和实践意义是巨大的。
本文研究的目的是力图运用管理学、组织行为学、人力资源管理等多种学科最新的理论成果和方法论,系统地研究人与组织匹配的理论基础,初步探讨人与组织匹配的方法论。围绕这个主题通过文献研究法、调查法、定性研究和定量研究相结合的方法开展了以下几个方面的研究工作:综合运用管理学、组织行为学、人力资源管理、心理学和协同学等相关理论,探讨了人与组织匹配的理论基础,深入研究了人与组织匹配多维的概念和操作定义,提出了人与组织匹配的四个基本原理,即目标导向原理、整体优化原理、双向迁就原理、动态调整原理。探讨了人与组织匹配测度的方法、形式以及数据的处理方法。运用系统工程学、人工神经网络、技术经济学等多种学科的理论和方法探索性地提出了人与组织匹配的四种方法,即系统分析法、人工神经网络法、方案比较法、试配法。分析了人与组织匹配的程序,并且从企业生命周期的不同阶段提出人与组织匹配的管理举措。从不同层面探讨了人与组织匹配对组织功效的影响,运用多目标决策的方法──层次分析法,构建了人与组织匹配的评价指标体系,提出综合评价的方法和步骤。并且,从管理实践的角度,基于个体和组织的层次提出了一系列优化人与组织匹配的有效策略。运用自行设计的《人与组织匹配的问卷调查》,以武汉高科技企业157名员工为样本开展了人与组织匹配的实证研究,通过定量和定性的分析提出和验证了人与组织匹配的系统结构,并对高科技企业人与组织匹配的状况进行了调查研究。
Along with the economy globalization and informatization, many new issues pressing for solution have been put forward for organizational behavior. Faced the pressure of dramatic environment changes and severe competition, organizations are confronted more and more frequent changes and turnovers of staff. The focus problem confronting researchers and managers is how to attract, select, and retain employees of high level person-organization fit. Recently, person-organization fit has been a hot topic in the field of organizational behavior and human resources management. Person-organization fit is a type of psychological and behavioral phenomena. It is being broadly existed in the management practice of organizations, and has a potential impact on person in the environment and the environment in which person is affected. Person-organization fit is one of important dimensions of person-environment fit. Although researchers have had a high interest in person-environment fit, it is still a hard research task to construct the theoretical system and the methodological system of person-organization fit. Therefore, to systemically and deeply study the theoretical system and methodology of person-organization fit not only meets the development of organizational behavior and human resources management, but also meets the objective request of management practice. It has huge academic and practical value.
The purpose of this article is to apply the newest theoretical results and methodology of multiple sciences, such as management, organizational behavior, human resources management etc., to systemically investigate the theoretical bases of person-organization fit and primarily discuss methodology of person-organization fit. By means of literature review, investigation, and the combination of quantitative and qualitative research, the author did the following research around this topic. Some relative theories, such as management, organizational behavior, human resources management, psychology and synergic theory, etc., are applied in the paper to study the theoretical foundation of person-organization fit, to profoundly discuss the multiple conceptualization and operationalization of person-organization fit, to propose four basic principles of person-organization fit, namely the principles of goal guidance, whole optimization, dual side gratifying, and dynamic adjustment. This paper probes the measurement methods, forms and data process of person-organization fit. It proposes four types of methods, including system analysis, artificial neural network, project comparison and trial preparation, based on multiple subjects' theory and method, such as system analysis engineering, artificial neural network, technology economics etc. The paper analyzes the processes of person-organization fit and proposes that according to different stage of the enterprises lifecycle, different management actions should be taken. This paper discusses the influence of person-organization fit on organization efficacy. The evaluation index system of person-organization fit is constructed by applying multiple goals decision-making--analytical hierarchy process, and the methods and the steps of the integration evaluation are produced too. From the perspective of management practice, a series of effective strategies optimizing person-organization fit are suggested based on individual level and organizational level. Finally, this study investigates a sample of 157 employees from the high technology corporations in Wuhan using the questionnaire of person-organization fit designed by the author. Through a combination of quantitative and qualitative analysis this paper presents and testifies the system structure of person-organization fit, and researches the status of person-organization fit in the high technology corporations.
本文研究的目的是力图运用管理学、组织行为学、人力资源管理等多种学科最新的理论成果和方法论,系统地研究人与组织匹配的理论基础,初步探讨人与组织匹配的方法论。围绕这个主题通过文献研究法、调查法、定性研究和定量研究相结合的方法开展了以下几个方面的研究工作:综合运用管理学、组织行为学、人力资源管理、心理学和协同学等相关理论,探讨了人与组织匹配的理论基础,深入研究了人与组织匹配多维的概念和操作定义,提出了人与组织匹配的四个基本原理,即目标导向原理、整体优化原理、双向迁就原理、动态调整原理。探讨了人与组织匹配测度的方法、形式以及数据的处理方法。运用系统工程学、人工神经网络、技术经济学等多种学科的理论和方法探索性地提出了人与组织匹配的四种方法,即系统分析法、人工神经网络法、方案比较法、试配法。分析了人与组织匹配的程序,并且从企业生命周期的不同阶段提出人与组织匹配的管理举措。从不同层面探讨了人与组织匹配对组织功效的影响,运用多目标决策的方法──层次分析法,构建了人与组织匹配的评价指标体系,提出综合评价的方法和步骤。并且,从管理实践的角度,基于个体和组织的层次提出了一系列优化人与组织匹配的有效策略。运用自行设计的《人与组织匹配的问卷调查》,以武汉高科技企业157名员工为样本开展了人与组织匹配的实证研究,通过定量和定性的分析提出和验证了人与组织匹配的系统结构,并对高科技企业人与组织匹配的状况进行了调查研究。
Along with the economy globalization and informatization, many new issues pressing for solution have been put forward for organizational behavior. Faced the pressure of dramatic environment changes and severe competition, organizations are confronted more and more frequent changes and turnovers of staff. The focus problem confronting researchers and managers is how to attract, select, and retain employees of high level person-organization fit. Recently, person-organization fit has been a hot topic in the field of organizational behavior and human resources management. Person-organization fit is a type of psychological and behavioral phenomena. It is being broadly existed in the management practice of organizations, and has a potential impact on person in the environment and the environment in which person is affected. Person-organization fit is one of important dimensions of person-environment fit. Although researchers have had a high interest in person-environment fit, it is still a hard research task to construct the theoretical system and the methodological system of person-organization fit. Therefore, to systemically and deeply study the theoretical system and methodology of person-organization fit not only meets the development of organizational behavior and human resources management, but also meets the objective request of management practice. It has huge academic and practical value.
The purpose of this article is to apply the newest theoretical results and methodology of multiple sciences, such as management, organizational behavior, human resources management etc., to systemically investigate the theoretical bases of person-organization fit and primarily discuss methodology of person-organization fit. By means of literature review, investigation, and the combination of quantitative and qualitative research, the author did the following research around this topic. Some relative theories, such as management, organizational behavior, human resources management, psychology and synergic theory, etc., are applied in the paper to study the theoretical foundation of person-organization fit, to profoundly discuss the multiple conceptualization and operationalization of person-organization fit, to propose four basic principles of person-organization fit, namely the principles of goal guidance, whole optimization, dual side gratifying, and dynamic adjustment. This paper probes the measurement methods, forms and data process of person-organization fit. It proposes four types of methods, including system analysis, artificial neural network, project comparison and trial preparation, based on multiple subjects' theory and method, such as system analysis engineering, artificial neural network, technology economics etc. The paper analyzes the processes of person-organization fit and proposes that according to different stage of the enterprises lifecycle, different management actions should be taken. This paper discusses the influence of person-organization fit on organization efficacy. The evaluation index system of person-organization fit is constructed by applying multiple goals decision-making--analytical hierarchy process, and the methods and the steps of the integration evaluation are produced too. From the perspective of management practice, a series of effective strategies optimizing person-organization fit are suggested based on individual level and organizational level. Finally, this study investigates a sample of 157 employees from the high technology corporations in Wuhan using the questionnaire of person-organization fit designed by the author. Through a combination of quantitative and qualitative analysis this paper presents and testifies the system structure of person-organization fit, and researches the status of person-organization fit in the high technology corporations.
引文
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