WSR方法论视角下环境不确定性对网络怠工的影响——高管团队冲突的中介作用

摘要/Abstract

摘要： 环境的变化会影响员工的工作行为。本文运用物理-事理-人理（WSR）系统方法论，对企业管理过程中的物理因素（W：环境不确定性）、事理因素（S：高管团队冲突）、人理因素（R：网络怠工）进行深入分析，探讨了环境不确定性对网络怠工的影响，以及高管团队冲突在两者之间的中介作用。实证分析结果表明：环境不确定性对网络怠工具有显著正向影响；高管团队冲突的两个维度（认知冲突和关系冲突）在环境不确定性和网络怠工之间起中介作用，其中认知冲突起部分中介作用，关系冲突起完全中介作用。根据研究结论，本文从物理、事理以及人理三个方面为企业管理实践提供启示和借鉴。

关键词: WSR方法论, 环境不确定性, 认知冲突, 关系冲突, 网络怠工

Abstract: Changes in the environment will affect work behavior of employees. Based on the Wuli-Shili-Renli (WSR) system approach, this paper analyzes the Wuli factor (W: environmental uncertainty), the Shili factor (S: TMT Conflict) and the Renli factor (R: cyberloafing) of the process of enterprise management. This study examines the influencing mechanism of environmental uncertainty on cyberloafing and the mediating mechanism of TMT Conflict. The results of study indicate that environmental uncertainty has a positive effect on cyberloafing; The two dimensions of top management team conflict (cognitive conflict and relational conflict) play a mediating role between environmental uncertainty and cyberloafing, among which cognitive conflict plays a partial mediating role and relational conflict plays a full mediating role. According to the research conclusions, this paper puts forward the corresponding management suggestions from the three aspects of Wu-li, Shi-li, Ren-li.

Key words: WSR system approach, environmental uncertainty, cognitive conflict, relationship conflict, cyberloafing

张生太, 张梦桃, 白少一, 仇泸毅, 刘娜. WSR方法论视角下环境不确定性对网络怠工的影响——高管团队冲突的中介作用[J]. 管理评论, 2021, 33(5): 208-216.

Zhang Shengtai, Zhang Mengtao, Bai Shaoyi, Qiu Luyi, Liu Na. The Influence of Environmental Uncertainty on Cyberloafing from the Perspective of WSR Methodology——The Mediating Effects of Top Management Team Conflict[J]. Management Review, 2021, 33(5): 208-216.

参考文献

[1] Lim V. K. G. The IT Way of Loafing on the Job:Cyberloafing, Neutralizing and Organizational Justice[J]. Journal of Organizational Behavior, 2002,23(5):675-694
[2] Glassman J., Prosch M., Shao B. B. M. To Monitor or Not to Monitor:Effectiveness of a Cyberloafing Countermeasure[J]. Information & Management, 2015,52(2):170-182
[3] 李锡元,杨咸华,蔡瑶. 职场排斥与网络怠工:工作嵌入的调节作用[J]. 技术经济, 2019,38(6):37-45
[4] 刘宗华. 组织认同对网络怠工的影响:组织自尊和工作疏离感的不同作用[J]. 心理研究, 2019,12(5):432-438
[5] Zhou R., Long L., Hao P. Positive Affect, Environmental Uncertainty, and Self-Sacrificial Leadership Influence Followers' Self-Sacrificial Behavior[J]. Social Behavior and Personality:An International Journal, 2016,44(9):1515-1524
[6] Huang G., Lee C., Ashford S., et al. Affective Job Insecurity:A Mediator of Cognitive Job Insecurity and Employee Outcomes Relationships[J]. International Studies of Management Organization, 2010,40(1):20-39
[7] Dawkins S., Tian A. W., Newman A., et al. Psychological Ownership:A Review and Research Agenda[J]. Journal of Organizational Behavior, 2017,38(2):163-183
[8] 张文慧,王辉. 长期结果考量、自我牺牲精神与领导授权赋能行为:环境不确定性的调节作用[J]. 管理世界, 2009,(6):115-123
[9] 尚玉钒,李磊,席酉民. 组织不确定情境下领导主题框定及其相关研究启示[J]. 管理学报, 2010,7(9):1297-1302
[10] 邓新明,刘禹,龙贤义,等. 高管团队职能异质性与企业绩效关系研究:基于管理者认知和团队冲突的中介分析[J]. 管理工程学报, 2020,34(3):32-44
[11] Eisenhardt K. M. Building Theories from Case Study Research[J]. Academy of Management Review, 1989,14(4):532-550
[12] 高静美,袁桂林. 社会信息加工视角下"环境-个体-组织行为"三维框架的管理者意义给赋机制与过程——基于Y(中国)公司的案例研究[J]. 南开管理评论, 2018,21(3):152-164
[13] 顾基发,高飞. 从管理科学角度谈物理-事理-人理系统方法论[J]. 系统工程理论与实践, 1998, 18(8):3-5
[14] 顾基发,唐锡晋. 物理-事理-人理系统方法论:理论与应用[M]. 上海:上海科技教育出版社, 2006
[15] 顾基发,唐锡晋,朱正祥. 物理-事理-人理系统方法论综述[J]. 交通运输系统工程与信息, 2007, 7(6):51-60
[16] Milliken F. J. Three Types of Perceived Uncertainty about the Environment:State, Effect, and Response Uncertainty[J]. Academy of Management Review, 1987,12(1):133-143
[17] Wedel M., Kannan P. K. Marketing Analytics for Data-rich Environments[J]. Journal of Marketing, 2016,80(6):97-121
[18] 陈春花. 环境的不确定性与组织柔性化能力[J]. 清华管理评论, 2020,(4):42-46
[19] Zhou J., Shin S. J., Cannella A. A. Employee Self-Perceived Creativity after Mergers and Acquisitions:Interactive Effects of Threat-Opportunity Perception, Access to Resources, and Support for Creativity[J]. Journal of Applied Behavioralence, 2015,44(4):397-421
[20] Liu X., Yu K. Emotional Stability and Citizenship Fatigue:The Role of Emotional Exhaustion and Job Stressors[J]. Personality and Individual Differences, 2019,139(1):254-262
[21] 张亚军,张军伟,崔利刚,等. 组织政治知觉对员工绩效的影响:自我损耗理论的视角[J]. 管理评论, 2018,30(1):78-88
[22] 刘泽双,杜若璇. 创业团队知识异质性、知识整合能力与团队创造力关系研究[J]. 科技管理研究, 2018,38(8):159-167
[23] 刘鑫,李小玉,薛有志. 职能背景、团队冲突与企业创新[J]. 科学学研究, 2020,38(2):357-372
[24] Jehn K. A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups[J]. Administrative Science Quarterly, 1997,42(3):530-557
[25] Jehn K. A. A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict[J]. Administrative Science Quarterly, 1995,40(2):256-282
[26] Castrogiovanni G. J. Environmental Munificence:A Theoretical Assessment[J]. Academy of Management Review, 1991,16(3):542-565
[27] 陈建勋,郑雪强,王涛. "对事不对人"抑或"对人不对事"——高管团队冲突对组织探索式学习行为的影响[J]. 南开管理评论, 2016,19(5):91-103
[28] March J. G. Exploration and Exploitation in Organizational Learning[J]. Organization Science, 1991,2(1):71-87
[29] 张兆国,向首任,曹丹婷. 高管团队异质性与企业社会责任——基于预算管理的行为整合作用研究[J]. 管理评论, 2018, 30(4):120-131
[30] Demerouti E., Bakker A. B., Nachreiner F., et al. The Job Demands-Resources Model of Burnout[J]. Journal of Applied Psychology, 2001,86(3):499-512
[31] 王辉,常阳. 组织创新氛围、工作动机对员工创新行为的影响[J]. 管理科学, 2017,30(3):51-62
[32] Chen X., Liu J., Zhang H., et al. Cognitive Diversity and Innovative Work Behaviour:The Mediating Roles of Task Reflexivity and Relationship Conflict and the Moderating Role of Perceived Support[J]. Journal of Occupational & Organizational Psychology, 2019,92(3):671-694
[33] Sirmon D., Hitt M. A., Ireland R. D. Managing Firm Resources in Dynamic Environments to Create Value:Looking Inside the Black Box[J]. Academy of Management Review, 2007,32(1):273-292
[34] Simons T. L., Peterson R. S. Task Conflict and Relationship Conflict in Top Management Teams:The Pivotal Role of Intragroup Trust[J]. Journal of Applied Psychology, 2000,85(1):102-111
[35] Moothedath L., Pandey J., Palo S., et al. Influence of Organizational Climate on Prosocial Organizational Behavior[J]. Indian Journal of Industrial Relations, 2020,55(4):604-616
[36] Ashkanasy N. M., Humphery R. H., Quy N. H. Integrating Emotions and Affect in Theories of Management[J]. Academy of Management Review, 2017,42(2):175-189
[37] 卫武,黄昌洋,张琴. 消极情绪对组织公民行为和反生产行为的影响:自我控制视角[J]. 管理评论, 2019,31(12):146-158
[38] 王尧,章凯,张娇娇,等. 领导可信赖性:委派效应的分水岭及其消极面的形成机制[J]. 管理世界, 2019,35(2):185-196
[39] 魏巍,彭纪生,华斌. 资源保存视角下高绩效人力资源系统对员工突破式创造力的双刃剑效应[J]. 管理评论, 2020,32(8):215-227
[40] Chang Y. Y. High-performance Work Systems, Joint Impact of Transformational Leadership, Empowerment Climate and Organizational Ambidexterity:Cross Level Evidence[J]. Journal of Organizational Change Management, 2016,29(3):424-444
[41] Desarbo W. S., Di Benedetto C. A., Song M., et al. Revisiting the Miles and Snow Strategic Framework:Uncovering Interrelationships between Strategic Types, Capabilities, Environmental Uncertainty, and Firm Performance[J]. Strategic Management Journal, 2005,26(1):47-74
[42] 柳长森,郭建华,金浩,等. 基于WSR方法论的企业安全风险管控模式研究——"11·22"中石化管道泄漏爆炸事故案例分析[J]. 管理评论, 2017,29(1):265-272
[43] 刘家国,孔玉丹,周欢,等. 供应链风险管理的物理-事理-人理方法研究[J]. 系统工程学报, 2018,33(3):298-307
[44] 罗建强,李伟鹏,赵艳萍,等. 基于WSR的制造企业服务衍生状态及其评价研究[J]. 管理评论, 2017,29(6):129-140