约稿启事“‘职场囚徒’困境及应对策略”专题研究

发布时间：2018-04-01 12:19

  本文选题：囚徒　切入点：组织行为理论　出处：《领导科学》2017年30期

【摘要】：正大量组织行为理论、激励理论都在探讨如何激励组织成员、提升工作效率,但这些理论往往关注位于组织绩效两极的成员,即激励高绩效成员和淘汰末位成员。在管理实践中,我们会发现还有这样一群组织成员:他们能够达到组织的绩效评估要求,但对进一步提升业绩没有动力;他们既不属于组织希望加强激励的高绩效员工,也没有位于需要淘汰的队列。他们对组织没有心怀不满,但也不会对组织存有很强的归属感。表面看来,这类成员能够胜任本职工作,但如果组织里全都是这样的成员,不仅会妨碍组织吸引新一批人才,还会削弱组织的竞争力,这类成员堪称"职场囚徒"。如何探寻"职场囚徒"产生的原因,建立相应的防范机制,防范组织成员陷入"职场囚徒"困境,同时激发"职场囚徒"的活力,推动单位健康发展,是一个值得探讨
[Abstract]:A large number of organizational behavior theories and incentive theories are exploring how to motivate organizational members to improve their work efficiency. However, these theories tend to focus on members who are located at the two poles of organizational performance. In the management practice, we will find that there is a group of organization members: they can meet the performance evaluation requirements of the organization, but there is no motivation to further improve performance; They are neither among the high performance employees who the organization wants to strengthen incentives, nor are they in the queue that needs to be eliminated. They are not disgruntled about the organization, but they do not have a strong sense of belonging to the organization. On the face of it, Such members are capable of doing their job, but if the organization is full of such members, it will not only prevent the organization from attracting new talent, but also weaken the competitiveness of the organization. This kind of members can be called "workplace prisoners." how to explore the causes of "workplace prisoners" and establish a corresponding prevention mechanism to prevent members of organizations from falling into "workplace prisoners" dilemma, and stimulate the vitality of "workplace prisoners" at the same time, It is worth discussing how to promote the healthy development of the unit.
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