Dynamics of organizational culture: Individual beliefs vs. social conformity.
Dynamics of organizational culture: Individual beliefs vs. social conformity.
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DOI：
10.1371/journal.pone.0180193
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发表时间：
2017
期刊：
影响因子：
3.7
通讯作者：
Johansson A
中科院分区：
文献类型：
--
作者：
Ellinas C;Allan N;Johansson A
组织文化的复杂性挑战了我们从观察研究中推断其潜在动力的能力。最近的计算研究采用了一种截然不同的观点，提出了合理的机制来描述广泛的社会现象，包括组织文化的发生和演变。本着这种精神，这项工作引入了一个基于代理的模型，它放松了一组假设，描述了过去的工作-（a）省略个人的努力实现认知连贯性;（B）有限的整合重要的上下文因素，利用网络的信念，并将社会等级的动态。因此，我们说明：（一）一个组织可能会出现越来越连贯的组织文化，但由个人的一致性水平降低;（二）的组件的社会一致性同侪压力和社会排名是有影响力的不同聚集水平。
The complex nature of organizational culture challenges our ability to infer its underlying dynamics from observational studies. Recent computational studies have adopted a distinctly different view, where plausible mechanisms are proposed to describe a wide range of social phenomena, including the onset and evolution of organizational culture. In this spirit, this work introduces an empirically-grounded, agent-based model which relaxes a set of assumptions that describes past work–(a) omittance of an individual’s strive for achieving cognitive coherence; (b) limited integration of important contextual factors—by utilizing networks of beliefs and incorporating social rank into the dynamics. As a result, we illustrate that: (i) an organization may appear to be increasingly coherent in terms of its organizational culture, yet be composed of individuals with reduced levels of coherence; (ii) the components of social conformity—peer-pressure and social rank—are influential at different aggregation levels.