考虑组织学习的组织惯例变化研究

Research on Change in Organizational Routines Considering Organization Learning

组织惯例是构成组织能力的重要方面,对于其变化性的研究近年来成为管理领域的研究焦点。聚焦于分析组织惯例形成和变化的微观过程,组织记忆构成了惯例的明示例证,而惯例的表述行为体现在组织对于重复性任务的执行,从个体和组织层面同时研究惯例的变化,既需要研究个体关于惯例的陈述性知识的变化,也需要获知组织解释图式的形成和发展。根据组织学习的经典模型,组织筛选优秀个体并进行知识编码以及个体对于组织已编码知识的学习分别表示惯例认知被精炼和社会化的过程。组织惯例明示例证变化的内在推动力是组织学习的持续进行,模拟组织知识精炼和个体社会化过程同时作用下的组织惯例变化情况。通过计算实验的方法,构建Multi-Agent仿真模型,研究多主体参与下组织惯例对于外部环境的适应性变化。用一个有先后执行次序的行动序列表示组织惯例,异质性个体对于子任务的执行顺序有差异化的认知,个体对于已编码知识的学习是陈述性知识趋同的过程,放缓个体对于组织知识的学习速度,可以给组织保留更多的变异,有利于组织的探索式学习。用个体和组织主观认为的最优任务执行顺序与环境要求的最优任务执行顺序的匹配度反映组织知识水平,任务序列匹配度的改变用来表征组织惯例的变化情况。不同的组织学习模式下,个体陈述性知识和组织解释图式呈现不同的变化特征,组织惯例的优化速度和优化程度也会表现出差异性。研究结果表明,当现有组织惯例与环境不匹配时,个体向组织的编码学习速度过快(利用式学习),无益于与组织惯例相关的组织解释图式和个体的陈述性知识的发展;降低个体向组织的编码学习速度(探索式学习),有助于保留惯例的有利变异。提高组织向个体编码学习的速度,有利于组织惯例的改进。当组织采用"先探索、后利用"的组织学习策略时,组织知识水平和个体平均知识水平增长幅度最大,组织惯例的优化最为明显。组织人员流动可以帮助组织获取对惯例进化有利的变异,此时应该加快组织编码学习的速度。频繁的人员流动会影响群体中与组织惯例相关的陈述性知识的发展,此时组织应强化利用式学习行为。

Organizational routines are made up of important aspects for organizational capabilities,and the studies on their variability are becoming the focus of academic research in recent years. This study focuses on the micro process of the formation and change of organizational routines. Organizational memory constitutes the ostensive aspect of organizational routines,and performative aspect embodies performing repetitive tasks. The change in organizational routines should be studied from both the level of individuals and organization. So we need to study the declarative memory built up by experienced agents,and to observe the formation and development of organizational interpretive schema. Based on the MARCH’s classical model in organizational learning,organization chooses excellent individuals and adapts to the beliefs of them,and individuals modify their beliefs into the organization,these two processes represent refinement and socialization of cognitions about organizational routines respectively. The inner motivation of the change in ostensive aspect of organizational routines is ongoing process of organizational learning. Our aim is to simulate the changes of organizational routines under the influence of organizational knowledge refinement and individual socialization.Using computational experiment method and constructing the multi-agent simulation model,we study the adaptability of organizational routines to a new environment with the participation of multiple individuals. We portray organizational routines as sequences of actions with priorities. Heterogeneous individuals have different cognition about the priority of subtasks. Individual learning of organizational codified knowledge is a process of homogenizations. Slower socialization is conducive to preserving variation and may benefit explorative learning for organization. We use matching levels between individuals’ perceived optimal execution sequence of subtasks and that meets environmental requirements to reflect knowledge of individuals and organization. The change of matching levels about subtasks execution sequence can be used to reflect the change of organizational routines. Individual declarative knowledge and organizational interpretive schema presents a diversification change characteristic in different learning modes. The speed and effect of optimization for organizational routines is also influenced by different methods of organizational learning.Results show that when existing organizational routines do not match the environment,and if individuals modify their beliefs into organizational code at high speeds,it does not help to the development of organizational interpretive schema and declarative knowledge of individuals. Reducing the speed in which individual belief changes to the organization,beneficial mutations can be effectively retained. Increasing speed in which organizational code adapts to the beliefs of those outstanding individuals is helpful for the improvement of organizational routines. If the organization adopts the way in which they explore first,and then exploit,largest increases of knowledge level in organization and individuals will come,and most obvious optimization of organizational routines can be be achieved. Personnel turnover can help organizations to get variation advantages to the evolution of routines.Frequent turnover isn’t good for the development of individuals’ declarative knowledge related to organizational routines and exploitation should be fortified in this case.