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題名：企業文化形成機制：從認知基模到共享價值觀的形成
書刊名：人力資源管理學報
作者：林家五 引用關係／彭玉樹 引用關係／熊欣華 引用關係／林裘緒
作者(外文)：Lin, Chia-wu／Peng, Yu-shu／Hsiung, Hsin-hua／Lin, Chiou-shiu
出版日期：2004
卷期：4:3
頁次：頁91-115
主題關鍵詞：組織文化；認知基模；質化研究；量化研究；Organizational culture；Cognition schema；Qualitative and quantitative research
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(6) 博士論文(2) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:6
  • 共同引用共同引用:100
  • 點閱點閱:78
長久以來組織文化一直是管理領域中一門重要的主題，在過去的研究中，大體上可細分為二。一為將組織文化視為影響績效的前置變項或脈絡性因素；另一方面則是探討組織文化形成歷程。其中，在組織文化形成的研究裡，多將焦點放在團體或組織層次。至於組織中的個人，如何去解讀企業的運作？如何形成自己的觀點？如何將組織標榜的價值觀收為己用的過程？則一直缺乏探討。因此，本研究將由個人層次認知的角度出發，探討認知基模在文化價值觀形成過程中的影響。本研究同時質化與量化的方式，先後進行兩個研究，研究一採採用單一個案／多層級分析方式分別找出個案公司之經營願景與價值觀以及各階層員工的認知基模。在研究二中，則根據研究一的結果編製問卷，以量化研究的方式，進行樣本調查。研究結果顯示，組織成員用來理解環境、工作、與企業運作的認知基模可以區分為四類，「自我認知」、「組織印象認知」、「工作認知」與「環境脈絡認知」，其中，自我基模是最重要也影響最深遠的因素。此外，企業內部各層級在這四類認知基模的內容上，皆有明顯的不同。而量化分析的結果亦驗證了，不同層級的認知基模會形成不同的文化價值觀。基本上，由研究結果可以得知，個體與群體的認知基模對組織文化的形成具有舉足輕重的地位。當企業主欲傳達企業價值觀時，需注意到員工的自我概念與管理者之間的差距，以避免產生文化價值觀背離的情況。這對員工的士氣、認同甚至組織績效上將會產生負面的影響。
Organizational culture is one of the most important issues on management and organizational behavior in the past decade. In these researches, one of them treats the organizational culture as an antecedent variable or contextual factor for organizational performance. Another of the study explores how the organizational culture being shaped, what is the critical mechanism of organizational culture formation. Therefore, this study adapt the individual cognition as one main concept, and try to declare the influence of the cognition schema of organizational culture formation. This is one single case research, which proceed with two studies and multiple levels of analysis. We use qualitative research in study one to find out what are vice CEO vision and the espoused value, and held five group interviews to collect the croup schemas and values. Finally we use the result in study two. In the result, we find out there are four categories of schema: self-related schemas, organization image schemas, work related schemas, and the environmental schemas. Beside, there are another interesting findings, different hierarchy of this company has different content of schemas, different organizational values, and the arguments were also verified by study two. In the following statistical analysis, we cross exam the influence of the values from cognition schemas. And all the findings have being supported. Basically, if managers have very different schema from subordinates, then they would have totally different perception and understanding about the job, company and environment. This will lead to negative consequences, which the espoused values from management would not penetrate very deep. In another words, managers should aware of the different schema between each level. Or they were forced to face the different organizational values, and also probably the negative morale, commitment and the performance.
Other
1.郭建志(1992)。組織價值觀與個人效能：符合度的研究。  延伸查詢new window
期刊論文
1.Marcoulides, G.、Heck, R. H.(1993)。Organizational Culture and Performance: Proposing and Testing a Model。Organizational Science，4(2)，209-223。  new window
2.Nicholson, N.、Johns, G.(1985)。The Absence culture and the psychological contract: Who's in control of absence?。The Academy of Management Review，10(3)，397-407。  new window
3.Schein, Edgar H.(1993)。On Dialogue, Culture, and Organizational Learning。Organizational Dynamics，22(2)，40-51。  new window
4.Calori, R.、Sarnin, P.(1991)。Corporate culture and economic performance: A French study。Organization Studies，12(1)，49-74。  new window
5.Jaworski, Bernard J.(1988)。Toward a theory of marketing control: environmental context, control types, and consequences。Journal of Marketing，52(3)，23-39。  new window
6.Enz, C. A.(1988)。The role of value congruity in intraorganizational power。Administrative Science Quarterly，33(2)，284-304。  new window
7.Ouchi, W. G.(1980)。Market, bureaucracies, and clans。Administrative Science Quarterly，25(1)，129-141。  new window
8.Fiol, C. M.(1991)。Managing culture as a competitive resource: An identity-based view of sustainable competitive advantage。Journal of Management，17，191-211。  new window
9.O'Reilly, Charles A. III、Chatman, Jennifer A.、Caldwell, David F.(1991)。People and organizational culture: a profile comparison approach to assessing person-organization fit。Academy of Management Journal，34(3)，487-516。  new window
10.Van Maanen, J.、Barley, S. R.(1984)。Occupational communities: Culture and control in organizations。Research in Organizational Behavior，6，287-365。  new window
11.Deshpande, Rohit、Webster, Frederick E.(1989)。Organizational culture and marketing: defining the research agenda。Journal of Marketing，53(1)，3-15。  new window
12.Meglino, B. M.、Ravlin, E. C.、Adkins, C. L.(1989)。A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes。Journal of Applied Psychology，74(3)，424-432。  new window
13.Scholz, C.(1987)。Corporate culture and strategy: The problem of strategic fit。Long Range Planning，20(4)，78-87。  new window
14.Jick, Todd D.(1979)。Mixing Qualitative and Quantitative Methods: Triangulation in Action。Administrative Science Quarterly，24(4)，602-611。  new window
15.鄭伯壎、郭建志(19931200)。組織價值觀與個人工作效能符合度研究途徑。中央研究院民族學研究所集刊，75，69-103。  延伸查詢new window
16.Wilkinson, A.(1992)。The other side of quality: 'Soft' €™ issues and the human resource dimension。Total Quality Management，3(3)，323-329。  new window
學位論文
1.鄭清祥(1991)。企業文化類型、企業策略與財務績效之關係研究--臺灣製造業實證研究(碩士論文)。國立中山大學。  延伸查詢new window
2.楊志輝(1994)。策略相關因素、企業文化類型、人力資源管理型態與人力資源管理績效關係之研究(碩士論文)。國立中山大學。  延伸查詢new window
3.丁虹(1987)。企業文化與組織承諾之關係研究(博士論文)。國立政治大學，臺北市。new window  延伸查詢new window
圖書
1.Merriam, S. B.(1998)。Case Study Research in Education: A Qualitative Approach。Jossey-Bass Publishers。  new window
2.Pettigrew, A. M.(1985)。The Awakening Giant:Continuity and Change at ICI。Oxford：Blackwell。  new window
3.Terrence E. D.、Kennedy, A. A.(1982)。Corporate cultures: The rites & rituals of corporate life。Addison-Wesley。  new window
4.Kotter, John P.、Heskett, James L.(1992)。Corporate Culture and Performance。New York：The Free Press。  new window
5.Sathe, V.(1985)。Culture and related corporate realities: Texts, Cases, and Reading on Organizational Entry, Estabishment, and Change。Homewood, IL：Richard D. Irwin。  new window
6.Enz, C. A.(1986)。Power and Shared Values in the Corporate Culture。Ann Arbor, MI：UMI Research Press。  new window
7.Yin, R. K.(1987)。Case Study Research: Design and Method。Sage Publications。  new window
8.Kilmann, Ralph H.、Saxton, Mary J.、Serpa, Roy(1985)。Gaining Control of the Corporate Culture。San Francisco, CA：Jossey-Bass。  new window
9.Sergiovanni, T. J.(1990)。Value-added leadership: How to get extraordinary performance in schools。San Francisco, California：Jossey-Bass。  new window
10.Selznick, Philip(1957)。Leadership in Administration: A Sociological Interpretation。Evanston, IL：Row, Peterson & Co.。  new window
11.Martin, Joanne(1992)。Cultures in Organizations: Three Perspectives。New York：Oxford University Press。  new window
12.Argyris, Chris(1990)。Overcoming Organizational Defenses: Facilitating Organizational Learning。Allyn and Bacon。  new window
13.Schein, Edgar H.(1985)。Organizational culture and leadership: A dynamic view。Jossey-Bass。  new window
14.Peters, Thomas J.、Waterman, Robert H. Jr.(1982)。In Search of Excellence: Lessons from America's Best-Run Companies。Harper & Row Publishers。  new window
15.Schein, Edgar H.(1992)。Organizational Culture and Leadership。Jossey-Bass。  new window
其他
1.Louis, M. R.(1983)。Organizations as culture-bearing milieux。  new window
2.黃子玲(1993)。人與組織的契合：組織價値觀的初步探索。  延伸查詢new window
3.Alvesson, M. & Lindkvist, L.(1993)。Transaction cost, clan and corporate culture。  new window
4.Atkison, P.(1990)。Gaining culture change: The key to successful total quality management。  new window
5.Bamett, G. A.(1988)。Communication and organizational culture。  new window
6.Dobson, J.(1990)。The role of ethics in global corporate culture。  new window
7.Du Gay, P. & Salaman, Q.(1992)。The culture of the customer。  new window
8.El Sawy, O. A.(1985)。Implementation by cultural infusion: An approach for managing the introduction of information technologies。  new window
9.Eisenhardt, K. M.(1989)。Building theory from case study research。  new window
10.Feldman, S. P.(1986)。Culture, charisma, and the CEO: An essay on the meaning of high office。  new window
11.Gephart, R. P.(1978)。Status degradation and organizational succession: An ethnomethodological approach。  new window
12.Gioia, D. A. & Simms, H. P.(1986)。Introduction: Social cognition in organization。  new window
13.Goll, I. & Sambharya, R. B.(1990)。The effect of organizational culture and leadership on firm performance。  new window
14.Gordon, G. C. & DiTomaso, N.(1992)。Predicting corporate performance form organizational culture。  new window
15.Harris, S. G.(1994)。Organizational culture and individual sense making: A schema-based perspective。  new window
16.Isenberg, D. J.(1986)。Thinking and managing: A verbal protocol analysis of managerial problem solving。  new window
17.Lee, A. S.(1991)。Intergrating positivist and interpretive approaches to organizational research。  new window
18.Lei, D., Slocum, J. W. & Slater, R. W.(1990)。Global strategy and reward systems: The key roles of management development and corporate culture。  new window
19.Louis, M.(1980)。Surprise and sensemaking: What newcomers experience in entering unfamiliar organization setting。  new window
20.Louis, M. R.(1981)。A cultural perspective on organizations: The need for and consequences of viewing organizations as culture-bearing milieux。  new window
21.Lucas, R.(1987)。Political-cultural analysis of organizations。  new window
22.Lundberg, C. C.(1985)。Toward a contextual model of human resource strategy: Lessons from the reynolds corporation。  new window
23.McDonald, P & Grandz, J.(1992)。Identification of values relevant to business research。  new window
24.Meglino, B. M., Ravlin, E. C. & Adkins, C. L.(1992)。The measurement of work value congruence: A field study comparison。  new window
25.Morgan, G.(1997)。Imagination of organization。  new window
26.Morgan, G & Smircich, L.(1980)。The case for qualitative research。  new window
27.Norbum, D., Birley, S., Dunn, M & Payne, A.(1990)。A four nation study of the relationship between marketing effectiveness, corporate culture, corporate values, and market orientation。  new window
28.Ouchi, W. G.(1981)。Theory Z。  new window
29.Pacanowsky, M. E. & O'Donnell-Trujillo, N.(1982)。Communication and organizational culture。  new window
30.Poole, R. P., Gioia, D. A. & Gray, B.(1989)。Influence modes, schema change, and organizational transformation。  new window
31.Posner, B. Z., Kouzes, J. M. & Schmidt, W. H.(1985)。Shared values make a difference: An empirical test of corporate culture。  new window
32.Saffold, III, G. S.(1988)。Culture traits, strength, and organizational performance: Moving beyond "strong” culture。  new window
33.Schultz, M. & Hatch, M. J.(1996)。Living with multiple paradigms: The case of paradigm interplay in organizational culture studies。  new window
34.Sheridan, J. E.(1992)。Organizational culture and employee retention。  new window
35.Shrivastava, P.(1985)。Integrating strategy formulation with organizational culture。  new window
36.Siehl, C.(1985)。Culture and related corporate realities。  new window
37.Siehl, C. & Martin, J.(1990)。Organizational culture: A key to financial performance?。  new window
38.Singhapakdi, A.(1991)。Ethical perceptions of marketers: The interaction effects of Machiavellianism and organizational ethical culture。  new window
39.Syphher, B. D., Applegate, J. L. & Sypher, H. E.(1985)。Culture and communication in organizational contexts。  new window
40.Tricer, H. M. & Beyer, J. M.(1993)。The cultures of work organizations。  new window
41.Wilkins, A. L & Ouchi, W. G.(1983)。Efficient cultures: Exploring the relationship between culture and organizational performance。  new window
圖書論文
1.Smircich, L.(1983)。Organization as Shared Meanings。Organizational Symbolism。Greenwich, Connecticut：JAI Press。  new window
2.Tunstall, W. Brooke(1985)。Breakup of the Bell System: A Case Study in Cultural Transformation。Gaining Control of the Corporate Culture。San Francisco：Jossey-Bass。  new window
3.Frost, P. J.、Morgan, G.(1983)。Symbols and sensemaking: The realization of a framework。Organizational Symbolism。Greenwich, CT：JAI Press。  new window
4.Denison, D.、Spreitzer, G. M.(1991)。Organizational culture and organizational development: A competing values approach。Research in organizational change and development。London：JAI Press。  new window
5.Quinn, Robert E.、McGrath, Michael R.(1985)。The Transformation of Organizational Cultures: A Competing Values Perspective。Organizational Culture。Sage Publications。  new window
 
 
 
 
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