本文選題：組織變革 + 領(lǐng)導(dǎo)者��； 參考：《江海學(xué)刊》2016年05期

【摘要】：組織社會(huì)化是管理學(xué)領(lǐng)域的重要問題,但目前的實(shí)證分析主要基于新員工樣本,對(duì)領(lǐng)導(dǎo)者的再社會(huì)化問題仍缺乏深刻認(rèn)識(shí)。在組織變革情境下,領(lǐng)導(dǎo)者可能面臨嚴(yán)峻的再社會(huì)化問題,其再社會(huì)化結(jié)果不僅決定領(lǐng)導(dǎo)者自身能否順利適應(yīng)新的組織環(huán)境,還關(guān)系組織的生死存亡�；陂L(zhǎng)期跟蹤調(diào)研和扎根理論的研究結(jié)果顯示,角色模糊和角色蛻變是組織變革情境下領(lǐng)導(dǎo)者再社會(huì)化面臨的主要問題,需要分別采用澄清策略和探索策略予以化解,而這兩種策略又會(huì)給組織變革帶來不同影響。
[Abstract]:Organizational socialization is an important issue in the field of management, but the current empirical analysis is mainly based on the sample of new employees and lacks a deep understanding of the problem of leaders' re-socialization. In the context of organizational change, leaders may face a severe problem of re-socialization. The result of re-socialization not only determines whether the leaders themselves can adapt to the new organizational environment smoothly, but also relates to the survival or death of the organization. The research results based on long-term research and rooted theory show that role ambiguity and role transformation are the main problems faced by leaders' re-socialization in the context of organizational change, and need to be resolved by clarifying and exploring strategies, respectively. These two strategies will have different effects on organizational change.
【作者單位】： 南京大學(xué)政府管理學(xué)院;南京大學(xué)商學(xué)院博士后流動(dòng)站;南京大學(xué)商學(xué)院;
【基金】：國(guó)家自然科學(xué)基金項(xiàng)目“團(tuán)隊(duì)知識(shí)共享跨層次研究:前因、結(jié)構(gòu)與有效性”(項(xiàng)目號(hào):71272106)的階段性成果
【分類號(hào)】：C936
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本文編號(hào)：2053958