【作者】 刘越；

【导师】 范德成；

【作者基本信息】 哈尔滨工程大学 ， 管理科学与工程， 2011， 博士

【摘要】 组织冲突是任何组织都无法回避的问题。有统计表明,管理者至少要用20%以上的时间在处理冲突。尤其是在当前我国正处于政治、经济、文化三重转型时期,发生组织冲突的风险不断增加：组织冲突的原因更加复杂、表现形式日益多样化,破坏程度也更加严重。这种态势,在一定程度上影响了建设和谐社会的进程,并使组织蒙受巨大的损失。因此,必须从组织冲突形成的根本原因入手,厘清组织冲突各个因素之间的关系,才能有效地预防和管理组织冲突。本文从个人之间的资源交换行动入手,阐述了组织结构形成和分化的过程,论证了组织结构、组织过程与行动之间互相作用的机制以及话语建构的过程,从而建立了基于社会建构论的组织冲突的分析框架。首先,研究了组织冲突行动建构的过程。本文认为任何组织冲突都表现为行动冲突,而行动又受到一定组织结构和组织过程的影响和制约。因此,本文从组织结构和组织过程两个方面对组织冲突的成因进行分析。在组织结构方面,由于组织结构分化而导致了不同单元运行的内在逻辑不同,而内在的逻辑又在很大程度上决定着行动者的惯习和行动的策略,其现实表现就是不同组织的行动者的行动冲突。在组织过程方面,本文从组织的权力结构、资源分配、组织制度、组织文化等方面对组织冲突进行了系统的分析。其次,研究了组织冲突的话语建构过程。本文从语言哲学的角度论述了话语与认知作用机制,并在此基础上,从话语主体和话语策略两个方面阐述了话语对于人们如何认识和看待组织冲突具有较为重要的影响,话语建构在一定程度上左右着行动的意向性。冲突性的话语主体分为两类：一类是组织内的话语主体,包括利益相关者和差序相关者；另一类是组织外的话语主体,包括问题人群、专家学者、政府部门和大众传媒。每一个主体在话语建构的过程中都发挥着不同的作用。同时借鉴话语理论,阐述了体现话语真实性、真诚性和正当性的修辞策略。第三,对组织冲突的变量进行操作化处理,将组织冲突的结构性因素操作化为组织目标、组织价值观、组织对资源的争夺以及工作任务的相互依赖等四个因素；将组织冲突的过程性因素操作化为组织的权力结构、组织资源分配、组织制度以及组织文化四个因素；将组织冲突的话语建构操作化为,对话与主体的认同、话语的真实性、话语的真诚性、话语的正当性四个因素。在此基础上编制组织冲突的量表。通过对调查数据的分析,建立组织冲突的结构方程模型,并对结果进行分析。最后,根据组织冲突各因子的系数和权重,有针对性地提出组织冲突管理的对策和五种组织冲突管理的具体方法。更多还原

【Abstract】 Organizational conflict is inevitable for any organization.Some data shows that managers took more than 20% time to deal with all kinds of conflicts in organizations. Especially China is suffering the triple transition in politics, economy and culture, it increases the risk of the organizational conflict:the causes of organizational conflict are more complicated; the mode is more varied and the effects is more destructive.These conditions hinder the process of construction of Harmonious Society,and make organization be destructive.Therefore,we must analize the basic causes and relations between factors of organizational conflict to prevent and manage organizational conflict.The personal resource exchange actions is original analisis point.On this base, the process of organizational structure and polarization were disscussed,and the interaction which happened among organizational structure,organizational process and action was also proved,and the process of discourse constrution was described.Bsed on the above,an analisis framework of organizational conflict which based on social constructionism was established.First,researching the process of action construction in organizational conflict. This paper argues that any organizational conflict is the action conflict, and action and are subject to certain organizational structure and organizational processes.Therefore,the causes of organizational conflict were analized in two aspects organizational structure and organizational process.On the one hand,the organizational structure diversity leads to different logic in different unit,it determined habitus and action strategies,and its practical performance is action conflict which actors performed in different organization. On the other hand organization power,resourse distribution,organizational institution,organizational culture which could effect organizational coflict were analized systematically.Second,researching the process of discourse constrction in organizational conflict.lt stated the interaction mechanism between discourse and cognitive,and discussed the important effect of discourse subject and discourse strategies,then all based philosophy of language.Conflict discourse may divided into two types:one type is discourse subject within organization,including stakeholders and differential stakeholders;another type is discourse subject outside organization,including relevant group,expert and scholar,government,mass media.And different subjects act different effect.At the same time,stating the strategies of discourse reality,sincerity and legitimacy.Third,operating the variables of organizational conflict,and taking the organizational struture as oganizational goal,independence of organizational value,resourse competition between organization and dependence of work task;taking the organizational process as organizational power,resourse distribution,organizational institution and organizational culture;taking the discourse construction as identity of discourse subject,reality of discourse,sincerity of discourse and legitimacy of discourse. On this basis, the scale of organizational conflicts was established. Through the survey data analysis, structural equation model of organizational conflict was built, and the results were analyzed.Finally, according to organizational conflict coefficient of each factor, proposing the policy and specific 5 methodes for organizational conflict management.更多还原