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论文编号：	8646
作者编号：	1120120803
上传时间：	2016/12/6 13:57:14
中文题目：	组织制度情境下员工注意力的解构与重塑及其行为特征研究
英文题目：	Research on the Destruction and Reconstruction of Attention and Its Influences on Behaviors under the Situation of Organizational Institutions
指导老师：	杨斌
中文关键字：	注意力；时空结构；阈限；制度情境；人力资源管理系统
英文关键字：	Attention; Space-time Structure; Threshold; Organizational Institutional Systems; HRM System
中文摘要：	当今我们正处在一个复杂动荡的时代。一般而言，在面对环境复杂性和不确定性压力时，个人与组织大致是遵循“刺激-注意-注意力-认知-选择-行为”这一程式，对环境变化的性质进行认知、选择，进而采取行动的。在这一过程中，注意力将主客互动产生的迷惑和紧张进行筛选或缩减，从而使个人和组织在维持其主体性的条件下，对有限信息进行认知和选择。所以，注意力担负着主体认知过程的枢纽和过滤器的重要功能，对个人与组织的生存发展具有重要价值。 然而，近年来，随着以互联网为代表的一系列“交通”技术的迅猛发展，全球范围内的经济和社会关系日趋网络化，使我们面临的外部环境的复杂性和不确定性急剧上升。互联网以其互通互联的特性，极大地拓展了信息收集和传播的范围、速度和量级，从而使人们跨越时空的局限，能够以更快的速度、更低的成本，与更广范围内的人们交流互动。但同时，网络中不同主体之间的理解认同依旧困难，其行为的约束机制仍然缺乏，开放vs封闭、平等vs层级、共享vs权责界限、共创vs利益纷争的矛盾难以消除，网络的系统性风险不断增大。更为深刻的是，网络化带来的时空压缩和碎片化共存的局面，使我们原有的“认知-选择-行为”程式面临重大挑战，即数据爆炸、信息膨胀对个体与组织的注意力形成巨大压力，甚至会导致其崩溃，从而使我们陷入面对无穷选项而“无法选择-认知漂移-行为混乱”的境地。 目前，企业普遍存在以下现象：战略难以确立、组织结构调整频繁、内部机制多重混杂、员工在虚实共存、多重交错的工作情境下身心疲惫……究其原因，就是网络化情境下的时空压缩和碎片化，对组织和个体注意力的稳定性及功能发挥形成严重冲击，使得大量混杂的信息缺乏过滤和缩减，从而直接威胁着组织原有的认知过程，造成企业经营管理的混乱。因此，如何在网络化时代维系组织与个人的注意力，使其对环境压力进行有效筛选，从而保证企业经营管理活动的有效实施，是当今管理学亟需深入探讨的重要课题。 注意力研究有着较为悠久的历史并涉及多个学科领域，例如心理学、社会学、经济学、管理学等。但迄今的研究大多局限于所在学科的视角，仅对其领域内感兴趣的话题进行探索，造成现有注意力研究维度众多，主题分散，缺乏体系性整合。具体而言：心理学侧重对注意机制和神经生理基础的探讨，关注个体层面影响因素的分析。但心理学家并未充分认识到注意与行为之间存在漫长的链条，简单的“刺激-反应”式注意并不能直接诱导个体的行为，中间还需要一种相对稳定的结构，将随机的注意缩减并安定下来。社会学则强调社会层面因素对个体注意力的制约或干扰，但未认识到注意力既受外部因素影响，又有主体自律成分，应该探讨注意力自律与他律间的平衡。经济学则从理性选择角度探讨注意力的经济稀缺性，主要关注个体层面和理性成分，忽略了社会情境的重要影响和注意力主体的价值取向。管理学对注意力的研究虽然在理论和方法上对以上学科不乏借鉴吸收，但由于研究主题极为分散，涉及战略、组织、任务情境、个体行为等多个层面，并且理论流派众多，亟待进一步整合完善。另外，值得提起的是，以上各学科都尚未将网络化时代组织与个人注意力在面临巨大压力下，可能导致的一系列个人心理、经济逻辑、社会关系和组织管理上的严重后果给予足够关注，亟需构建一个相对完整的研究框架，对各学科多维散在的研究进行系统整合，以提升注意力研究的广度、深度和体系化水平，有效回应网络化情境下个人、组织乃至社会面临的各种严峻挑战。 鉴于注意力研究具有重要的理论价值和现实意义，本研究首先从对主体“刺激-认知-行为”链条的梳理入手，将注意力与注意相区别，阐释注意力的独特功能。进而，基于对相关学科领域研究成果的梳理，构建注意力概念的理论模型，并阐释其各要素之间“异质共生”的结构和“互补-替代”的相互作用机制。在此基础上，提出注意力“阈限”的存在，并描述其随环境变化而涨落的动态过程。最后，关注组织制度情境下员工注意力特征，并以HRM系统为例，探讨组织制度体系设计与变革对员工注意力时空结构及行为的影响。具体内容如下： ①构建注意力概念的理论模型。本研究认为注意力是主体面对环境压力实施“认知-行为”过程的枢纽和过滤器，承担着缩减环境复杂性和不确定性的功能，能让我们在动荡复杂的环境中专注于有价值的行为。而这种功能的发挥需要一定的结构为支撑。对于注意力的结构，本研究在对各学科相关研究进行梳理借鉴的基础上，提炼出注意力的三个维度——兴趣、持续关注、潜在行动可能性，而注意力是三者合集之上的交集领域。 ②阐释注意力结构及各维度的相互关系。本研究在提出注意力是其各维度合集之上的交集基础上，进而认为其三维度之间是一种“异质共生”的关系：即每个维度能够独立存在，并具备各自的发展逻辑，但又必须在共存状态下才能产生稳定的注意力。进而，可认为三者之间存在“互补-替代”效应，即三个维度只有共同发展才能产生互补效应，促进注意力范围扩大，若某一维度过度发展，则会出现替代效应，抑制其他维度的发展，导致注意力萎缩。 ③关注注意力阈限及其动态变化。本研究认为注意力空间结构中最值得关注的是注意力阈限。阈限是对主体注意力如何随着外部环境变化而涨落的描述，表现为一个取值区间，意味着某一要素如要引起个体注意力，其强度需达到一个最低值。反之，若环境刺激强度和量级超出某一界限，则会引发注意力崩溃。所以，注意力是一个既相对稳定同时又很脆弱的结构，其阈限的存在意味着注意力是稀缺的，在注意力管理时应充分考虑经济效率原则。随后，本研究探讨了注意力的时间结构。注意力时间是对注意力空间中内容动态变化的描述。根据变化的不同情况，可将注意力时间划分为连续与断续、计划与涌现、紧凑与松弛、共时与历时四种相对照的情形。 ?探讨组织制度情境下员工注意力特征。本研究基于管理学视角研究行为主体的注意力问题，因此关注组织制度情境下员工注意力的特征。现实中，组织的制度体系在成员通过注意力对环境复杂性和不确定性进行缩减之前，已对环境中大部分复杂性和不确定性进行了缩减。但这套机制在当今复杂动荡环境冲击下面临巨大挑战，从而引发许多值得我们关注的问题。比如，组织制度还能否有效缩减环境复杂性和不确定性？如果缩减失效，员工注意力将会受何影响？其后果是否进而影响员工行为乃至组织绩效？基于此，本研究探讨了组织制度的功能与层次、组织制度对成员注意力的规定性、制度对环境复杂性的缩减程度对员工注意力的影响等问题。 ?检验HRM系统对员工注意力及其行为的影响。最后，本研究认为在所有组织制度中，HRM是距离员工最近的制度，其对员工注意力的影响也是最显著的。因此，本研究分析了工作管理流程、信息管理流程、绩效管理流程、薪酬管理流程设置及其变革对员工注意力时空结构的影响，并以绩效考评指标的设计与变革为例，通过实证检验揭示制度情境变化对员工注意力的作用。 综上所述，本研究以对注意力概念理论模型的构建为逻辑起点，以注意力的时空结构分析为入口，通过对注意力维度的建构及其相互关系的探讨，指出注意力是受主体自律和环境他律统合影响的产物。即注意力既受外部因素的影响而具有一定弹性，同时又受自身阈限的影响而具有稀缺性和脆弱性。当外部因素的影响突破阈限，将会引发注意力崩溃。而当今企业外部环境复杂动荡、组织制度和任务情境经常调整变化的局面，对员工注意力的维系形成了巨大压力，会诱发一系列严重后果。最后，本研究以HRM中的工作分析和绩效考评制度为例，验证了组织制度的设计会深刻影响员工注意力的时空结构，进而影响其行为取向。 本研究具有较重要的理论价值和实践应用性。首先，本研究通过注意力概念理论模型的构建，以及对注意力结构及各维度相互关系的阐释，构建了一个从主体自律到环境他律，从静态结构到动态演变，来研究注意力问题的相对完整的分析框架，对提升注意力相关研究的广度、深度和体系化水平具有积极促进作用。 其次，在阐释注意力阈限及其涨落机制的基础上，揭示了制度情境及变革对注意力的影响机制，为企业在复杂动荡环境下，如何以员工注意力的有效性为焦点进行有效的制度设计和调整提出了建议，以回应目前企业所面临的战略漂移、组织认同缺失和员工压力骤增等重要现实问题。 最后，在当前知识经济和市场-企业-社会系统日趋网络化的条件下，各类主体的注意力将日益成为最稀缺的资源，这就为我们突破传统企业理论（如厂商理论、契约理论、代理理论、交易成本理论等）的局限，构建一种基于注意力的企业理论提供了宝贵契机。即以各类经济主体的注意力为核心概念和出发点，探讨企业的本质是什么、企业组织的机能及生成机制是什么、企业的关键主体是谁、企业的组织结构和形态有何特征、企业如何生存演变等基础课题。而本研究对注意力概念模型的构建和对注意力时空结构特征的阐释，将为构建这一理论提供重要依据。
英文摘要：	We are in an era full of complexity and turbulence. In order to deal with this challenge, regardless of individuals or organizations, they follow the process of “stimulus-notice-attention-cognition-choice-behavior” to understand the environmental change, make some choices, and then take action. Attention plays an important role in this process. It can reduce the confusion and tension which produced during the interaction between subject and object and let the individuals or organizations make the decisions without loss of subjectivity. Therefore, attention is the filter of cognitive process and important for the development of individuals and organizations. However, great changes have taken place in the world economy and society recently, with the rapid development of a series of technology transportation, represented by the Internet. The Internet greatly expands the scope of information collection, and transmits the information at extremely high speeds, which makes people from all over the world breakthrough the space-time limitation to communicate with each other. But different subjects in the network still have difficulties in understanding each other and there are lack of mechanisms to restraint their behavior. We can’t eliminate contradictions between openness and closeness, equality and hierarchy, sharing and obligations, co-creating and interest disputes, which increase the systemic risk of network. More profoundly, network causes the time and space compression and fragmentation, challenging our original cognitive process of "cognitive-choice-behavior". In this situation, it is hard for us to decide, to know something, and to behave in order. Nowadays, the enterprises face with the following phenomena in common: it is hard to make a strategy, organizational structure adjustment is frequent, internal mechanisms are mixed multiply, employees are not only in an actual situation, but also in a virtual situation, employees are exhausted and so on. So what cause these phenomena? This paper thinks it is due to the time and space compression and fragmentation in networked situations. They play a serious impact on the organizational attention and individual attention, making them unstable, fail to filter a large number of mixed information, threat to the original cognitive process and result in confusion of business management. Therefore, how to maintain the organizational and individual attention in network era is an important subject for management research. Attention has a relatively long history, involving many disciplines, such as psychology, sociology, economics, management. But they are often based on their own perspectives to explore the topics they are interested in, causing the existing attention researches have wide dimensions and numerous themes, lack of systemic integration. To be specific, psychology places emphasis on attention mechanism and on neural physiological basis, explores the factors in individual level. But due to overemphasis on attention, not to know there is a long chain between attention and behavior, the attention researches in psychology have a weak relation with individual behavior. In addition, psychology only explains individual reduces the environmental complexity, not realizes social institutional systems have cut on the majority of environmental complexity and uncertainty before individual cuts. Sociology emphasizes the social factors can disturb the individual attention, but don’t realize that attention is actually influenced by external factors and individual factors. It should discuss how to balance between being influenced and self-dominating. Economics explores attention from the perspective of rational choice, focuses on individual factors, and ignores the importance of the social situations. Management has learned from the theories and methods above, but the topics in it are also scattered, involving strategy level, task level, individual level. And there are many theories, remain to be further improved. In addition, it is worth mentioning that these disciplines don’t notice all kinds of subjects’ attention is facing unprecedented challenges in the network era, which may have a series of serious consequences in personal psychology, economic logic, social relations and organizational management. It is urgent to construct a relatively complete research framework to systematically integrate multidisciplinary researches and enhance the breadth, depth and systematization of attention researches. Given the attention researches have important practical significance and theoretical value, this article begins from the model of “stimulus-cognize-behavior”, distinguishes between notice and attention, and explains the unique function of attention. Then, based on the researches on related disciplines, we construct the theoretical model of attention, and elaborate the "heterogeneity" structure and the "complementation-substitution" mechanism among the elements. We also put forward the existence of the attention "threshold", which describes the dynamic process of the fluctuation with the change of environment. Finally, we focus on the characteristics of staff attention in the organizational institutions. And take HRM system as an example to discuss how institution system influences on employees’ attention and behaviors. First, this article constructs the theoretical model of attention. Attention is the hub and filter of cognitive process when the subject faces with the environmental stress, bears the responsibility of reducing environmental complexity and uncertainty, and make us focus on valuable behaviors in the turbulent environment. And certain function needs certain structure to support. For attention structure, we refer to previous studies and clarify three dimensions of attention, namely interest, sustained attention, potential action possibility, and think attention lie in the intersection of the three fields. Secondly, this article explains attention structure and the relationship between the dimensions. Based on the theoretical model of attention, we think the relation between these three dimensions is a kind of heterogeneous symbiotic relationship. Each dimension can exist independently, have its own development logic, but must be together to be effective. Therefore, three dimensions only develop commonly to have a complementary effect, enlarge the scope of attention. If one dimension develops excessively, there will be a substitution effect, other dimensions’ development will be restrained, shrink the attention scope. Thirdly, this article is interested in attention threshold and its dynamic change. As to attention spatial structure, the most notable factor is attention threshold. Attention is influenced by environment, threshold is to describe how attention changes with the development of environment, characterized by a range of values. It means that a particular environmental element wants to get someone’s attention, its strength must reach a minimum. If environment stimulation intensity and magnitude exceed a certain level, attention would trigger a collapse. So, attention has both relatively stable and very fragile structures. Threshold means that attention is a kind of scarce resources, we should consider the economic principles when distributing it. Then, we discuss attention time structure, which describes the contents’ changes in the attention spatial structure. According to different situations, we subdivide attention time into four aspects, namely continuous and discontinuous attention, planning and emergent attention, compactness and flaccid attention, synchronic and diachronic attention. Fourthly, this article discusses the characteristics of employees’ attention under organizational institutional systems. In reality, organization has its own mechanisms, namely institutional systems, to reduce environmental complexity and uncertainty, which is ahead of staffs’ attention. But these mechanisms suffer a big challenge in the turbulent environment, causing many problems worthy of our attention. For example, the institutional systems can effectively reduce environmental complexity and uncertainty today? If reducing improperly, what will happen to employees’ attention? How does it affect employees’ behavior and organizational performance? So, this paper discusses the function and structure of the organizational institutional systems, how institutional systems influence employees’ attention, how the reducing degree and institutional changes influence employees’ attention. Finally, this article examines the impact of HRM systems on employee attention and behaviors. In all of the organizational institutional systems, HRM system is closest to employees. By analyzing the work management process, information management process, performance management process, salary management process, and their impacts on employees’ attention, taking performance evaluation system as an example for empirical testing, we reveal institutional systems’ changes can influence employees’ attention. To sum up, based on the construction of the theoretical model of attention, taken the space-time structure of attention as the breakthrough point, this article constructs attention’s dimensions, discusses the relationships between the dimensions, and points out attentions is influenced by external factors, with the character of certain elasticity, and is affected by their own threshold, with the character of scarcity. When external factors breakthrough the threshold, attention will collapse. Therefore, attention is the product of environment and its features. Today, organizational environments changes a lot, organizational institutional systems often adjust, employees’ attention gets shock. Through the analysis of performance evaluation system’s influences on employees’ attention, we verify these relations. This study has relatively important theoretical value and practical applications. Based on the theoretical model of attention and attention space-time structure, it firstly discusses the problems from subject self-discipline to environmental constraints, from static structure to dynamic evolution, which constructs a relatively complete analysis framework for attention research and enhances the breadth, depth and systematization of attention-related research. Secondly, on the basis of attention threshold and fluctuation mechanism, this article reveals the influence of institution and its change on attention, which gives us some advices on how to design or adjust effective institutions to solve the problem in the turbulent environment based on the attention theory, such as strategy drift, lack of organizational identity, employee work pressure. At last, such a study also lays a foundation for breaking the limitations of traditional corporate theory and building an attention-based enterprise theory. In the conditions of knowledge-based economy and market-enterprise-social systems increasingly networked, attention becomes a kind of scare resources. We can continue to explore 5W1H of the enterprise based on attention: what is the nature of enterprises? What is the function of enterprises? Who are the masters of enterprises? What are the characters of enterprises’ space? How do enterprises change? How to manage the enterprises? When we answer such questions, we will enrich the existing enterprise theories.
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