摘要
根据以往关于价值观二分性的研究,对组织价值观系统中的过程取向与结果取向价值观进行了区分,分析了它们在组织中所扮演的不同角色,并具体界定了过程取向的组织价值观的五个方面,即信任、合作、过程公正、雇员与工作关系的性质及领导—下属关系的性质。研究中还建立了一种组织价值观与决策过程之间的相互关系的模型,用以说明国家价值观、过程取向的组织价值观与个人价值观之间的相关关系,从而更加准确地解释了组织价值观对管理实践的影响。
In the past the concept of organizational values, while widely used, has focused only on the one dimension that we term, in this paper, 'Organizational ResultsOriented Values'(ORVs). In addition to this resultsorientation we also identify 'Organizational ProcessOriented Values'(OPVs).We distinguish five dimensions to OPVs in terms of trust, cooperation, procedural justice, the nature of employees relation to work, the nature of leaderfollower relationship. The importance of doing this resides in being able to specify more precisely how organizational valued have an impact on managerial practice. To this end, we relate the two types of organizational values to both decisionmaking processes and decicionmaking content. Talk of values necessarily implies some discussion of culture and so we relate individual values to both national and organizational cultures. The paper adds value to the literature by designing a model in which individual values, organizational culture, and national values can be seen to frame decisionmaking processes.
出处
《中国人民大学学报》
CSSCI
北大核心
2003年第4期85-93,共9页
Journal of Renmin University of China
