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美国社会学家布劳和柯林斯关于权力冲突的理论深刻揭示了符号资源在冲突过程中的功能,但对于符号资源在组织中是如何生成与分化的,在引发被管理者产生普遍不服从过程中是否也成为冲突的根源两个问题上并没有予以深入的揭示。因此,他们的理论就无法对组织冲突发生的内在机制予以揭露,更无法对影响符号资源生成与更替的社会权力转移和变革的必然性作出有力地解释。本文采用个案研究方法,对于该个案所代表的“正式组织中被管理者群体不服从问题”从理论与研究方法上进行了一些突破,鲜明地揭示出有关符号资源的争夺是导致权力冲突的根源,符号资源的生成与分化是受现代化社会发展的特定背景条件制约和影响的,是整个社会权力转移和变革进程在组织中的内化,具有不可转移的趋势。
The theories of power conflicts between American sociologists Blau and Collins profoundly reveal the function of symbolic resources in the process of conflicts. However, how symbolic resources are generated and differentiated in the organization can lead to the widespread nonconformity of the managers, Whether it is also the root cause of the conflict has not been revealed in depth. Therefore, their theories can not reveal the inherent mechanism of organizational conflicts, but can not explain the inevitability of the social power transfer and transformation that affect the generation and replacement of symbolic resources. This article uses a case study approach to make some breakthroughs in theory and research methods on the “Obedience of Regulated Persons in Formal Organizations” represented by the case, revealing clearly that the scramble for symbolic resources is the root cause of power conflicts The generation and differentiation of symbolic resources are constrained and influenced by the specific background conditions of the development of modern society. They are the internalization of the power transfer and the process of change in the whole society, and have the tendency of non-transfer.