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参与式管理以其对雇佣关系质量与组织承诺的积极作用而越来越受到理论界与实践界的关注。基于感知差异和社会信息加工理论视角,本文运用扎根理论对典型案例展开分析,在阐述“参与式管理感知差异”内涵基础上,探索基层管理者与员工感知差异,挖掘提炼出参与式管理感知差异的关系模型:双高匹配型、双低匹配型、员工高估型和员工低估型,并探讨这四种关系模式影响组织承诺的两种关键影响因素,即内部人身份感知和上级信任,以此构建参与式管理感知差异对组织承诺的影响机理模型。研究将参与式管理现有研究从单一视角拓展到基层管理者-员工感知差异视角,对业界如何有效实施参与式管理提供有益借鉴。
Participatory management attracts more and more attention of theorists and practitioners with its positive effect on the quality of the employment relationship and organizational commitment. Based on the perspectives of perceived difference and social information processing theory, this paper uses grounded theory to analyze typical cases. Based on the connotation of “perceived difference in participatory management”, this paper explores the perceived differences between grassroots managers and employees, The relationship model of perceived difference: double high match type, double low match type, staff overvalued type and employee underestimated type, and explores the two key influencing factors of these four kinds of relationship modalities that affect organizational commitment, that is, internal person perception and superior trust , So as to construct a mechanism model of the impact of participatory management perception on organizational commitment. The research expands the existing research on participatory management from a single perspective to the perspective of grassroots managers and employees, and provides useful lessons for the industry on how to implement participatory management effectively.