同一屋檐下的不同感受:基层管理者与员工参与式管理感知差异研究

发布时间：2018-05-13 12:54

本文选题：参与式管理感知差异 + 组织承诺　；参考：《中国人力资源开发》2016年20期

【摘要】：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。
[Abstract]:Participatory management has attracted more and more attention from the theoretical and practical circles for its positive effect on the quality of employment relationship and organizational commitment. Based on the perspective of perceptual difference and social information processing theory, this paper analyzes typical cases by taking root theory, and on the basis of expounding the connotation of "participatory management perception difference", explores the perception difference between grass-roots managers and employees. Mining out the relationship models of participatory management perception differences: double high matching, double low matching, staff overestimation and employee underestimation, and explore the two key factors that affect organizational commitment. That is, the identity perception of insiders and superior trust, so as to build a participatory management perception differences on organizational commitment mechanism model. The research extends the existing research of participatory management from a single perspective to the perspective of perceived differences between grass-roots managers and employees, and provides useful reference for how to effectively implement participatory management in the industry.
【作者单位】：武汉理工大学管理学院;
【基金】：国家社会科学基金青年项目(12CGL052) 中央高校基本科研业务费专项资金(161403001)资助
【分类号】：F272.92

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