组织性格决定组织命运?——以组织学习能力作为中介的模型

Research on the Relationship Among Organization Character,Organizational Learning Capability and Organization Performance

本文通过对来自238个企业高管的数据进行统计分析,对组织性格和组织学习能力之间的关系,及以组织学习能力为中介,组织性格、组织绩效的调节作用模型进行了检验。结果表明,组织性格对组织学习能力具有显著影响,E型(外向型)、N型(直觉型)、T型(理性型)、J型(判断型)组织性格与组织学习能力正相关,同时对组织绩效具有显著的正向影响。

How can we get out of this financial crisis？ Companies are busy dealing with complex and changing environment. Facing these difficulties and disadvantageous factors, they must find out reasonable solutions tosolve the problems of survival and development. Most people believed organizational learning capabilities are helpful for companies to constantly acquire knowledge, improve behaviors, and optimize systems, in order to survive and maintain sustainable development. So nowadays, scholars and entrepreneurs have no doubt whether companies should learn but pay more attention to how they can learn fast and effectively. Theoretically, few researchers have made studies of idiosyncrasyissues on the factors affecting organizational learning capabilities; practically, companies always focus only on the immediate or look into distance, but losing sight of themselves as well as missing a most attainable key. Bill Bridges firstly published a framework and an inventory, the Organizational Character Index （OCI） , to determine the character of organizations. Using personality type in organization development, the four pairs of opposing tendencies are the following： 1. Extraversion （E） or Introversion （I） the organization＇ s orientation, the location of its reality, and the source of its energy. Is the organization primarily outwardly oriented toward markets, competition, and regulations （Extraverted）, or is it inwardly oriented toward its own technology, its leaders＇ dreams, or its own culture （Intro- verted） ？ 2. Sensing （S） or Intuition （N） how it gathers information, what it pays attention to, how it ＂perceives＂ Is the organization primarily focused on the present, the details, and the actuality of situations （Sensing） or on thefuture, the big picture, and the possibilities inherent in situations （Intuition） ？ 3. Thinking （T） or Feeling （F） its way of processing information, its way of processing information, its manner of judging situations, its way of making decisions, Does the organization do these things by an impersonal process so that decision making happens on the basis of such principles as consistency, competence, and efficiency （Thinking）, or through a personal process that depends on values such as individuality, the common good, or creativity （Feeling） ？ 4. Judging （J） or Perceiving （P） does the organization tend to deal with its external world through one of the Judging functions （Thinking or Feeling） or through one of the Perceiving functions （Sensing or Intuition）？ Organizati issues, ons in which Judging predominates prefer to reach firm decisions, define things clearly, and get closure on Organization in which Perceiving predominates are always seeking more input, preferring to leave things loose, or opting to keep their choices open. Based on statistic analysis of executives from 238 companies, this paper explored the relationship between organization character and organizational learning capabilities, in the meanwhile, examined the mediating role of organizational learning between organization character and organization performance. Several enlightening conclusion are derived as follows： 1. Organization character has a significant influence on organizational learning capabilities. Those companies which can make a flexible use of two characters in each dimension have the best learning capabilities. Collectively speaking, E/N/T/J character types are closely linked to organizational learning capability; 2. Organizational learning capability has a direct positive impact on organization performance; 3. Organizational learning capability has a mediating effect on the relationship between organization character and organization performance. These statistic results enrich organizational learning capability, and also provide some valuable hints on human resources management. Through self-positioning, companies are able to capitalize their strengths and minimize their weakness in order to foster learning capability much effectively. It＇ s the very first time to apply OCI under the background of China＇ s companies, for foreign scalelocalization （development） process, needs to continue to accumulate empirical study experience, in the future, we should further expand the numbers of attendees, increasing its reliability, validity stability. Besides, take environment turbulence and enterprise life cycle into consideration may help company adjust or shape their character in favor of sustainable development.