组织权力和地位层级作用机制的多层次研究:层级功能理论与冲突理论的整合视角
结题报告
批准号:
71972093
项目类别:
面上项目
资助金额:
50.0 万元
负责人:
卫旭华
依托单位:
学科分类:
组织行为
结题年份:
2023
批准年份:
2019
项目状态:
已结题
项目参与者:
卫旭华
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中文摘要
组织层级是一个多维度、多层面的复杂现象,能够对个体、团队内和团队间的交互过程与结果产生深远影响。组织层级包括正式的权力层级和非正式的地位层级,然而,目前组织内部不同层面权力和地位层级作用机制尚不明晰,且基于层级功能理论与冲突理论的实证结果表现出较大的异质性,这给层级管理实践带来诸多挑战。基于此,本研究尝试通过一系列的案例、调查和实验设计来考察不同层面权力和地位层级的作用机制。首先,从多层次视角探索组织层级在个体、团队内和团队间层面发挥的作用,揭示组织层级多层次的影响机理;其次,检验权力和地位层级对组织过程与结果的差异化影响,澄清二者在概念和作用机制上的差异;最后,检验个体、团队内和团队间层级合法性等权变因素在层级作用机制中所发挥的调节作用,并以此作为整合功能理论与冲突理论的关键。本研究期望这些尝试能加深学术界和实践界对组织层级作用机制的理解,并有助于实践者通过合理的层级管理来提升组织产出。
英文摘要
Organizational hierarchy is a multi-dimensional, multi-level complex phenomenon and can have profound impact on individual, intra-team and inter-team interactive processes and outcomes. Organizational hierarchy includes formal power hierarchy and informal status hierarchy and manifests itself at different levels within an organization (i.e., individual, intra-team and inter-team). However, it is unclear how organizational power and status hierarchy at various levels affect organizational processes and outcomes. Additionally, research conclusions of organizational hierarchy regarding its effect on employee, team and organizational outcomes are inconsistent. The functional theory of hierarchy endorses organizational hierarchy as being positive to organizational processes and outcomes, while the conflict theory of hierarchy deems it detrimental to those ends, which bring challenges to hierarchical management practices. To address these issues, the current study will attempt to explore the mechanism of organizational power and status hierarchy at different levels through a series of cases, surveys and experiment designs. First, the current study will examine the role of organizational hierarchy in the individual, intra-team and inter-team interactive processes and explore the multilevel mechanism of organizational hierarchy. Second, the current study will examine the differential effect of organizational power and status hierarchy on organizational processes and outcomes and clarify the concept and mechanism differences of power and status hierarchy. Finally, the current study will examine the moderating effect of contingency factors (e.g., hierarchy legitimacy at the individual, the intra-team and the inter-team level) in the relationship of organizational hierarchy with organizational processes and outcomes. We deem these contingency factors the key to reconciling the contradictory perspectives between the functional theory and the conflict theory. The current study aims to provide a clear account for the mechanism through which organizational hierarchy impacts employee and organizational outcomes. The findings will facilitate more effective practices in managing organizational hierarchy for sake of promoting organizational productivity.
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DOI:10.1007/s10490-022-09808-x
发表时间:2022-02
期刊:Asia Pacific Journal of Management
影响因子:5.4
作者:Xuhua Wei;Min Wang;Jianzu Wu
通讯作者:Xuhua Wei;Min Wang;Jianzu Wu
Examining the effects of male candidates' gender nonconformity on employment decisions
研究男性候选人的性别不一致对就业决策的影响
DOI:10.1111/1744-7941.12363
发表时间:2022
期刊:Asia Pacific Journal of Human Resources
影响因子:3.2
作者:Yingming Li;Xuhua Wei
通讯作者:Xuhua Wei
DOI:--
发表时间:2023
期刊:管理学报
影响因子:--
作者:卫旭华;陈义;汪光炜
通讯作者:汪光炜
DOI:--
发表时间:2022
期刊:心理学报
影响因子:--
作者:杨焕;卫旭华
通讯作者:卫旭华
DOI:--
发表时间:2022
期刊:心理科学进展
影响因子:--
作者:张超;卫旭华;黎英明
通讯作者:黎英明
团队间冲突的形成机理、影响效应与化解策略:基于群际接触理论的多层次研究
  • 批准号:
    72372063
  • 项目类别:
    面上项目
  • 资助金额:
    42万元
  • 批准年份:
    2023
  • 负责人:
    卫旭华
  • 依托单位:
组织内成员地位的形成及影响机制研究:基于中国文化的视角
  • 批准号:
    71602080
  • 项目类别:
    青年科学基金项目
  • 资助金额:
    19.0万元
  • 批准年份:
    2016
  • 负责人:
    卫旭华
  • 依托单位:
国内基金
海外基金