摘要
国内对组织变革问题的高质量研究始于1998年,正值业务流程再造在西方国家兴起的年代,至今已有20年研究历史。关于组织变革的动因、类型、维度、过程、阻碍因素等已有大量考察,但是对组织变革相关影响机制的探索是近几年才触及的事情,组织变革相关理论并没有形成统一和普适的研究框架。虽然对影响组织变革成功与否的关键因素"人"的关注已逐渐形成共识,但是如何真正提高变革成功率还有待继续探索。面对理论研究与企业实践脱节的既定现实,未来学界的研究本身也可能面临着一系列的变革。而"矛盾统一体""由内而外""要素互动""双重属性"这几种认知思维,则是从现有研究中可以提取出的,需要在未来研究中深入探讨和加以利用。
It has been 20 years since high quality research on the organizational change in China started in 1998, when Business Process Reengineering practice was emerging in west countries. Though much study has been done on the motivation, type, dimension, process and hindrance of organizational change, only in recent years was the exploration begun into the influencing mechanism of the organizational chang. As to the various relevant theories, there is no fixed and universal researching framework. Besides, although there has been a consensus on the conclusion that it is "people" that is the key factor that affects the success of organizational change, how to improve the success rate of the change remains to be explored. Faced with the established reality that theoretical research is divorced from enterprise practice, the future academic research may also experience a series of changes itself. However, cognitive ideas, such as those regarding "contradictory unity","internal-to-external quality","factors interaction" and " dual attributes" can be drawn from existing studies and should be further explored and utilized in future studies.
作者
秦铮
QIN Zheng(Graduate School of Chinese Academy of Social Sciences, Beijing 102488,China)
出处
《景德镇学院学报》
2019年第1期1-9,共9页
Journal of JingDeZhen University
基金
国家社会科学2016年重点基金项目"信息网络技术驱动中国制造业转型路径研究"(16AZD005)
关键词
组织理论
组织变革
环境匹配
系统观
一分为三
organizational theory
organizational change
environment matching
systemic view
one dividing into three
