摘要
本文以"工作场所员工个体咨询网络"为研究对象,将该网络隐喻为CAS系统,构建了分析工作场所员工个体咨询网络绩效及其边界条件的理论框架。通过对23家企业中34个创新团队的全部418名员工的实证分析,结果表明:顺序/互动工作场所的员工个体咨询网络一致性对员工的工作绩效有负/正向影响,员工的个人-集体主义文化对顺序/互动工作场所的员工个体咨询网络一致性与员工工作绩效的关系有显著调节作用,顺序/互动工作场所的员工个体咨询网络一致性、员工个人-集体主义文化和工作任务多样性与员工工作绩效之间存在三重交互作用。该研究结论细化了工作场所中员工咨询活动影响其绩效的边界条件,从社会网络角度对"工作场所员工个体咨询网络"提供了理论基础和测量工具,并基于CAS理论为系统构建分析员工4.0时代的员工自组织咨询活动的理论框架提供了崭新视角。同时,本研究也为企业在工作场所中开展员工咨询活动提供指导。
With the advent of employee 4.0,advisory activities among colleagues in the workplace are increasingly prominent.Yet,the conclusions of related studies are still inconsistent,making it difficult to answer whether employees should ask their colleagues for advice when needed.Accordingly,this paper metaphorically refers to an employee’s"workplace advising ego-network"as a CAS(Complexity Adaptive System)and uses CAS theory to analyze employees’work performance and boundary conditions.Since the employee 4.0 era can attribute"self-organizer"and"social man"features to each one,the advice relationship among individuals has the characteristics of self-organization and self-adaptation of CAS.Hence,we consider this network system as a CAS for analysis.Specifically,we take all 418 employees of 34 innovation teams in 23 enterprises as the research sample and discuss the boundary conditions that the employee’s informal advising ego-network affects their work performance based on CAS theory.First,we refer to an employee’s"workplace advising ego-network"as a CAS centered on him/her and self-organized with other colleagues,and his/her work proficiency/proactivity as the different states of CAS.Based on CAS theory,the goal of a"legitimate network"system has supports(or oppositions)to the operation of"shadow network",we respectively analyze the relationship between employees’advisory activities and their work performance in the reciprocal and sequential workplaces.Second,the"shadow network"is the primary source of instability within the CAS system,and its efforts to support(or oppose)the"legitimate network"reflect the change of the shadow system.We thus choose the employee’s individualism-collectivism culture as the internal moderation and further analyze how it alters the decision of"shadow network"to support(or oppose)"legitimate network".This changeable could ultimately affect employees’CAS states(i.e.,work proficiency/proactivity).Finally,the"legitimate network"is the primary stable source of the system.Only when
作者
吕鸿江
张秋萍
周应堂
LV Hongjiang;ZHANG Qiuping;ZHOU Yingtang(School of Economics and Management,Southeast University,Nanjing 211189,China;College of Engineering,Nanjing Agricultural University,Nanjing 210031,China)
出处
《管理工程学报》
CSSCI
CSCD
北大核心
2021年第6期48-63,共16页
Journal of Industrial Engineering and Engineering Management
基金
国家自然科学基金资助项目(71872041、71472036、71832006)
江苏省重大应用研究课题(2021ZDIXM015)。
