An Exploratory Study on Tao of Ren & Yi, Relational Interaction and Chinese Enterprises' Strategization

Abstract

Abstract: Over the past 40 years of reform and opening-up, Chinese enterprises have been growing up by "wading across the river by feeling for the stones", a practice typical of the Chinese culture, and have gradually formed a unique management mode of Chinese style. In the Chinese cultural settings, Tao of Ren & Yi functions as a standard of behavoir, which can improve interpersonal relationships by increasing everyday interaction among members and solve daily problems in the process of relational maintenance, so it can be used by enterprises for strategization purpose. A comparison of Chinese enterprise cases shows that daily organizational behaviors in compliance with Tao of Ren & Yi can maintain and enhance enterprises' identity as members in a corporate community. Meanwhile, the relational interaction behaviors of organizational members are conducive to the formation of long-term resource capabilities and competitive advantage in the process of enterprises' development, and promote enterprises' strategization in effectively resolving organizational problems. In addition, once interpersonal relationship is damaged, there will be personal behaviors detrimental to organizational orderly advancement, making organizational problems deadlocked and enterprises on the decline. The findings show that in the practise of Chinese enterprises where acquaintance plays a key role, relational communication behaviors in compliance with Tao of Ren & Yi are conducive to Chinese enterprises' strategization.

Key words: Tao of Ren & Yi, relational interaction, enterprises' strategization, daily organizational behavior, Chinese enterprises

Pan Ancheng, Chang Yufan, Cao Zhanfei. An Exploratory Study on Tao of Ren & Yi, Relational Interaction and Chinese Enterprises' Strategization[J]. Management Review, 2023, 35(11): 272-283.

References

[1] 潘安成. 企业日常交往的战略实践观:中式管理理论初探[M]. 北京:经济科学出版社, 2018
[2] 潘安成,王莹,常玉凡. "勤俭持家"之下的中国传统企业成长模式研究[J]. 管理学报, 2020,17(6):824-832
[3] 潘安成,刘泱君. 尊卑有序与中国传统企业师徒制知识传承——以中华老字号"杏花村"汾酒集团为例[J]. 南开管理评论, 2020,23(5):173-184
[4] 张文歌,买忆媛,叶竹馨. "审时度势、架桥过河"——农民合作社市场进入过程中的制度逻辑与社会拼凑行为探析[J]. 管理评论, 2022,34(10):341-352
[5] 郭霞. 治生祖白圭经营方略新探[J]. 江苏商论, 2017,(9):17-20
[6] 梁漱溟. 中国文化要义[M]. 上海:上海人民出版社, 2011
[7] Risberg A., Romani L. Underemploying Highly Skilled Migrants:An Organizational Logic Protecting Corporate "Normality"[J]. Human Relations, 2022,75(4):655-680
[8] Heise D. R., Mackinnon N. J., Scholl W. Identities, Roles, and Social Institutions:An Affect Control Account of Social Order[M]. Cambridge:Cambridge University Press, 2015
[9] 费孝通. 乡土中国[M]. 上海:上海人民出版社, 2006
[10] Ghoshal S. Bad Management Theories Are Destroying Good Management Practice[J]. Academy of Management Learning & Education, 2005,4(1):75-91
[11] Priem R. L., Butler J. E. Is The Resource-Based "View" a Useful Perspective for Strategic Management Research?[J]. Academy of Management Review, 2001,26(1):22-40
[12] Newman A., Le H., North-Samardzic A., et al. Moral Disengagement at Work:A Review and Research Agenda[J]. Journal of Business Ethics, 2019,167(1):535-570
[13] Krishnan R., Cook K. S., Kozhikode R. K., et al. An Interaction Ritual Theory of Social Resource Exchange:Evidence from a Silicon Valley Accelerator[J]. Administrative Science Quarterly, 2021,66(3):659-710
[14] 王利平. "中魂西制"——中国式管理的核心问题[J]. 管理学报, 2012,9(4):473-480
[15] Kremser W., Sydow J. When Practices Control Practitioners:Integrating Self-reinforcing Dynamics into Practice-Based Accounts of Managing and Organizing[J]. Organization Theory, 2022,3(3):1-23
[16] 杨国枢. 中国人的心理与行为:本土化研究[M]. 北京:中国人民大学出版社, 2004
[17] Floris M., Grant D., Cutcher L. Mining The Discourse:Strategizing During BHP Billiton's Attempted Acquisition of Rio Tinto[J]. Journal of Management Studies, 2013,50(7):1185-1215
[18] Beaton E. E., Dejordy R., Foster P. The Lived Experience of Managerialization:Understanding Values Conflict in Non-Profits through a Pragmatic Institutionalism[J]. Journal of Management Studies, 2021,58(6):1471-1506
[19] Willer R. Groups Reward Individual Sacrifice:The Status Solution to the Collective Action Problem[J]. American Sociological Review, 2009,74(1):23-43
[20] Bruhn J. G., Lowrey J. The Good and Bad about Greed:How the Manifestations of Greed can Be Used to Improve Organizational and Individual Behavior and Performance[J]. Consulting Psychology Journal:Practice and Research, 2012,64(2):136-150
[21] Toscano M. Human Dignity as High Moral Status[J]. The Ethics Forum, 2011,6(2):4-25
[22] Kunze F., Menges J. I. Younger Supervisors Older Subordinates:An Organizational-Level Study of Age Differences Emotions and Performance[J]. Journal of Organizational Behavior, 2017,38(4):461-486
[23] 中根千枝. 纵式社会的人际关系[M]. 东京:讲谈社出版社, 1988
[24] Balogun J., Best K., Lê J. Selling the Object of Strategy:How Frontline Workers Realize Strategy through Their Daily Work[J]. Organization Studies, 2015,36(10):1285-1313
[25] Nelson M., Tan H. T. Judgment and Decision Making Research in Auditing:A Task Person and Interpersonal Interaction Perspective[J]. Auditing:A Journal of Practice & Theory, 2005,24(S-1):41-71
[26] Blagoev B., Costas J., Kärreman D. We Are All "Herd Animals":Community and Organizationality in Co-Working Spaces[J]. Organization, 2019,26(6):894-916
[27] Thye S. R., Lawler E. J., Yoon J. The Emergence of Embedded Relations and Group Formation in Networks of Competition[J]. Social Psychology Quarterly, 2011,74(4):387-413
[28] Hays N. A., Bendersky C. Not All Inequality Is Created Equal:Effects of Status versus Power Hierarchies on Competition for Upward Mobility[J]. Journal of Personality and Social Psychology, 2015,108(6):867-882
[29] Denis J. L., Langley A., Rouleau L. Strategizing in Pluralistic Contexts:Rethinking Theoretical Frames[J]. Human Relations, 2007,60(1):179-215
[30] Vaara E., Whittington R. Strategy-as-Practice:Taking Social Practices Seriously[J]. The Academy of Management Annals, 2012,6(1):285-336
[31] Jarzabkowski P., Lê J. K. Triggers, Traps, and Disconnect:How Governance Obstacles Hinder Progress on Grand Challenges[J/OL]. Academy of Management Journal, 2022, DOI:10.5465/Amj.2020.1716
[32] Knight A. P., Menges J. I., Bruch H. Organizational Affective Tone:A Meso Perspective on the Origins and Effects of Consistent Affect in Organizations[J]. Academy of Management Journal, 2018,61(1):191-219
[33] 晁福林. 先秦时期"德"观念的起源及其发展[J]. 中国社会科学, 2005,(4):192-204
[34] 沈毅. "仁""义""礼"的日常实践:"关系""人情"与"面子"——从"差序格局"看儒家"大传统"在日常"小传统"中的现实定位[J]. 开放时代, 2007,(4):88-104
[35] Farh J. L., Hackett R. D., Liang J. Individual-Level Cultural Values as Moderators of Perceived Organizational Support-Employee Outcome Relationships in China:Comparing the Effects of Power Distance and Traditionality[J]. Academy of Management Journal, 2007,50(3):715-729
[36] Highhouse S., Brooks M. E., Wang Y. Status Seeking and Manipulative Self-Presentation[J]. International Journal of Selection and Assessment, 2016,24(4):352-361
[37] Bouilloud J. P., Deslandes G., Mercier G. The Leader as Chief Truth Officer:The Ethical Responsibility of ‘Managing the Truth’ in Organizations[J]. Journal of Business Ethics, 2018,157(4):1-13
[38] Anicich E. M., Fast N. J., Halevy N. When the Bases of Social Hierarchy Collide:Power Without Status Drives Interpersonal Conflic[J]. Organization Science, 2015,27(1):123-140
[39] 黄光国,胡先缙. 面子-中国人的权力游戏[M]. 北京:中国人民大学出版社, 2004
[40] Sun S., Burke M., Chen H., et al. Mitigating the Psychologically Detrimental Effects of Supervisor Undermining:Joint Effects of Voice and Political Skill[J]. Human Relations, 2022,75(1):87-112
[41] Zeelenberg M., Seuntjens T. G., Van De Ven N., et al. When Enough Is Not Enough:Over-Earning as a Manifestation of Dis-Positional Greed[J]. Personality and Individual Differences, 2020,165(15):1-11
[42] Decoster S., Stouten J., Tripp T. M. When Employees Retaliate Against Self-Serving Leaders:The Influence of the Ethical Climate[J]. Jounal of Business Ethics, 2021,168(1):195-213
[43] Yin R. K. Case Study Research and Applications:Design and Methods[M]. London:Sage Publications, 2017
[44] 祝继高,齐肖,汤谷良. 产权性质、政府干预与企业财务困境应对——基于中国远洋、尚德电力和李宁公司的多案例研究[J]. 会计研究, 2015,(5):28-34
[45] 唐朝永,林琳,蔡瑞林. 失败学习对衰落企业低成本创新的影响:有调节的中介模型[J]. 管理评论, 2021,33(9):97-109
[46] Eisenhardt K. M., Graebner M. E. Theory Building from Cases:Opportunities and Challenges[J]. Academy of Management Journal, 2007,50(1):25-32
[47] Schwandt T. A., Lincoln Y. S., Guba E. G. Judging Interpretations:But Is It Rigorous? Trustworthiness and Authenticity in Naturalistic Evaluation[J]. New Directions for Program Evaluation, 1986,1986(30):73-84
[48] Stephens J. P., Heaphy E. D., Carmeli A., et al. Relationship Quality and Virtuousness:Emotional Carrying Capacity as a Source of Individual and Team Resilience[J]. The Journal of Applied Behavioral Science, 2013,49(1):13-41
[49] Wu X., Murmann J. P., Huang C., et al. The Transformation of Huawei:From Humble Beginnings to Global Leadership[M]. London:Cambridge University Press, 2020
[50] Carmeli A., Dutton J. E., Hardin A. E. Respect as an Engine for New Ideas:Linking Respectful Engagement Relational Information Processing and Creativity Among Employees and Teams[J]. Human Relations, 2015,68(6):1021-1047
[51] Pirson M., Turnbull S. Corporate Governance Risk Management and the Financial Crisis:An Information Processing View[J]. Corporate Governance An International Review, 2011,19(5):459-470
[52] 徐明强. 中国科层制的情感属性:源流、定位与比较[J]. 政治学研究, 2022,(5):127-137
[53] Sajko M., Boone C., Buyl T. Ceo Greed, Corporate Social Responsibility and Organizational Resilience to Systemic Shocks[J]. Journal of Management, 2021,47(4):957-992
[54] Khademi M., Schmid Mast M., Frauendorfer D. From Hierarchical to Egalitarian:Hierarchy Steepness Depends on Speaking Time Feedback and Task Interdependence[J]. Group Dynamics:Theory, Research, and Practice, 2020,24(4):261-275
[55] To C., Kilduff G., Rosikiewicz B. When Interpersonal Competition Helps and When It Harms:An Integration Via Challenge and Threat[J]. Academy of Management Annals, 2020,14(2):908-934