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论文编号：	1349
作者编号：	2003002
上传时间：	2010/4/1 10:17:28
中文题目：	组织柔性化的影响因素
英文题目：	Research on the Influencing Factors and Systematic Solutions of Organizational Flexibilization
指导老师：	王迎军
中文关键字：	环境不确定性；组织柔性化；柔性衡量；柔性组织
英文关键字：	Environmental Uncertainty; Organizational Flexibilization; Flexibility Measurement; Flexible Organization
中文摘要：	在动态不确定环境下，柔性是成功组织的一个基本特征。尽管很多研究者对组织柔性进行了大量的研究，取得了丰富的研究成果，但是，现有关于柔性的研究还存在一些理论空白，也不能为组织的柔性管理实践活动提供系统的指导。本研究以组织层次的柔性化活动作为研究视角，希望深入揭示柔性的内涵，系统识别组织柔性的影响因素，构建可操作性的柔性衡量方法，并在此基础上提出组织柔性化的系统方案。 环境不确定性是研究组织柔性的起点，本研究首先对环境不确定性、组织柔性和组织绩效之间的关系进行了分析。本研究的分析表明，环境不确定性的不同维度要求不同类型的组织柔性与之匹配，环境不确定性的不同程度要求不同水平的组织柔性与之匹配，只有在满足这两个匹配要求的前提下，组织柔性才会对组织绩效产生积极影响。 在比较分析组织柔性内涵和组织柔性化演化过程以后，本研究提出了组织柔性化的概念性框架，这个框架集中论述了环境不确定性、组织柔性、组织资源与能力以及组织管理系统之间的关系。本研究认为，组织柔性化的基础是组织资源与能力柔性，而组织管理系统又会影响组织的资源与能力柔性。换言之，本研究将组织柔性的影响因素分为组织资源与能力和组织管理系统两大类。 本研究进一步将资源划分为物质资产、财务资产、无形资产、人力资源和社会关系资源五种类型，并分析了各类资源柔性的属性；而能力柔性则取决于组织拥有的动态能力。在比较相关组织模型的基础上，本研究提出了组织管理系统的五个核心要素：战略规划、组织设计、领导、人力资源政策和价值网络管理，并阐述了各个要素的内容及其对组织柔性化的影响。 组织柔性衡量是组织柔性化活动具体实施和组织柔性研究的基础，组织柔性的衡量也存在一定的困难。现有组织柔性衡量方法在指导思想和具体操作方法等方面都存在一定的不足，难以有效指导组织柔性管理活动。本研究尝试将战略与市场导向的理念和方法引入组织柔性衡量中，以期提供具有战略导向性和可操作性的组织柔性衡量方法。 在以上分析的基础上，本研究提出了组织柔性化的系统方案，阐述了组织柔性化的实施过程，并从资源与动态能力和管理系统两个角度系统论述了组织柔性增强途径。最后，本研究还对组织柔性化与组织稳定性之间的关系进行了分析，认为两者之间是悖论而非取舍的关系，并系统揭示了组织柔性化所需的组织稳定性基础。
英文摘要：	Under the uncertain environments, flexibility is one of the basic features of successful organizations. Many researchers have worked over organizational flexibility, and have achieved abundant research conclusions, but there are some theoretical gaps in the domain at present, and the theories cannot provide systematic guidance on the practices of organizational flexibility. On the perspective of organization-level flexibility, this paper wishes to open out the implications of flexibility, and identifies systematically the influencing factors of organizational flexibility, and designs the flexibility measurement method that is operational, and puts forward to the systematic solutions of organizational flexibilization. Environmental uncertainty is the starting point of researches on organizational flexibility. This paper analyzes the relationship among environmental uncertainty, organizational flexibility and organization performance at first. The analysis shows that the different dimensions of environmental uncertainty require the different types of organization flexibility to match with them, and the different degrees of environmental uncertainty command the different levels of organization flexibility to match with them. Only if the match is achieved, will the organizational flexibility put positive impact on the organizational performance. After comparing and analyzing the implications of organizational flexibility and the evolutionary context of organizational flexibilization, the present paper gives the conceptual framework of organizational flexibilization. This framework concentrates on discussing the relationship among environmental uncertainty, organizational flexibility, organizational resource and capability, and organizational management system. In the opinion of this research, organizational resource and capability are the basis of organizational flexibilization, and the organizational management system also works on organizational resource and capability. In other words, this paper classifies the influencing factors of organizational flexibility into organizational resource and capability and organizational management system. Organizational resource and capability can be classified into five types, which are physical asset, financial asset, intangible asset, human resource and social relationship resource, and this paper analyzes the attributes of each type of resource flexibility. At the same time, capability flexibility depends on the dynamic capabilities that the organization possesses. Based on the comparing various organizational models, this paper concludes five core elements of organizational management system, which are strategic planning, organizational design, leadership, human resource policy, and value network management, and clarifies the content of each element and its impact on organizational flexibilization. The measurement of organizational flexibility is the basis of organizational flexibilization activities and the research on organizational flexibility, but there are some difficulties in measuring organizational flexibility. The existing measurement methods have faults in guiding principles and operational methods, and it is difficult for them to give guidance on the organizational flexibility activities. This paper attempts to introduce the strategy-and-market oriented method into the measurement of organizational flexibility, and wishes to offer the organizational flexibility measurement method that is strategy-focused and operational. Based on the above analysis, this paper puts forward to the systematic solutions of organizational flexibilization. The present research explains the implementation process of organizational flexibilization, and clarifies the enhancement approaches of organizational flexibility from the two points of views of organizational resource and dynamic capabilities and organizational management system. Finally, the present paper analyzes the relationship between organizational flexibilization and organizational stabilizing base, and shows that it is dialectical relationship but not trade-off relationship between them. This paper also discusses the stabilizing base that supports organizational flexibilization
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