组织文化演变驱动力的实证研究

An Empirical Research on Driven Force of Organizational Cultural Evolution

组织文化是组织战略性竞争优势的重要组成部分。在前人研究的基础上,本文首先区分了组织文化变革两种类型——"改革"与演变,并以组织文化演变为研究对象,进一步提出驱动组织文化演变的三种驱动力——组织任务环境变化、组织内部环境变化和组织成员参与程度,通过结构方程模型就三种驱动力对组织文化演变的作用及三种驱动力之间的关系进行实证研究。研究结论表明,组织内部环境变化对组织文化演变起正向作用,组织任务环境变化对组织文化演变起负向作用,组织员工参与程度通过组织内部环境变化这一中介变量,对组织文化演变起正向作用。

Organizational culture is one of the most important parts consisting organizational strategic competitive adventure.Based on previous research,this article firstly divided organizational cultural change into organizational cultural revolution and organizational cultural evolution.The former one is a kind of planed change to satisfy needs of organizations,while the latter one is non-planed change and unintentional but happened spontaneous.Because of its importance and lack of enough attentions,this paper focuses on organizational cultural evolution and explores its driven force.Three kinds of forces,including organizational task environmental change,such as changes of competitors,supplier and customers;organizational inside environmental change,containing changes of organizational structure,power and control system;and employee involvement,which driving organizational cultural evolution are identified.And this paper believes that all three kinds of forces would be positively related to organizational cultural evolution.What＇s more,these forces are not independent,in a way that employee involvement and task environmental change making contri-bution to organizational inside environmental change.A sample of 287 organizations is used to test related hypothesis,and data was collected from top managers.With help of SEM and multiple linear regression equation,this paper finds that along with our hypothesizes,organizational inside environmental change positively related to organizational cultural evolution,and both task environmental change and employee involvement positively related to inside environmental change.In contrast with hypothesizes,organizational task environmental change negatively related to cultural evolution,and there is no relationship between employee involvement and cultural evolution.Future explorations reveal that organizational inside environmental change mediating positively relationship between employee involvement and organizational cultural evolution.Results show that organizational inside environment is important and could impact organizational cultural evolution directly.Thus,managers must pay close attention to possible evolution of organizational culture,especially when there are changes of organizational institutions or structure.Interestingly,because of culture inertia,organizational culture seems intend to remain the same while facing task environmental changes,and push from managers is needed under such conditions.As a key factor influencing inside environment,emphasis should be also put on employee involvement,although it could only impact organizational culture indirectly.