人力资源管理张力的应对：基于悖论视角

Responding to Tensions in Human Resource Management: Based on a Paradox Lens

张力通常由组织中多种竞争性目标引起,在人力资源管理实践活动中广泛存在。本文具体阐述了张力的内涵与表现,从早期组织理论、权变和悖论三种视角对比分析了个体如何认识和应对张力,其中悖论视角超越并补充了权变理论,可有效用于张力的应对。基于此,本文提出人力资源管理张力应对的基本框架,描述了行动者应对人力资源管理张力问题的动态过程,并以工作性通信工具使用为示例,来表明悖论视角在组织管理实践中的应用。最后,从促进悖论协同效应发挥、悖论与组织可持性发展的关系以及研究设计三个方面对未来研究方向展望,以期能够促进悖论视角在人力资源管理理论和实践研究中的应用。

Tensions arc usually caused by multiple competitive goals in the organization, and their existence within human resource management practice is widespread. This study elaborates thc connotations and expressions of tensions, also makes a comparative analysis on how individuals respond to tensions from the perspectives of early organizational theories, contingency theory and paradox theory. The analysis shows that the paradox lens can be used to respond to tensions effectively and such lens surpasses and complements the perspective of contingency theory. Based upon this analysis, this study describes a paradox HRM framework which depicts the dynamic process of actors＇ response to the tensions, besides, ＂W ICTs＂ is adopted as an example to illustrate the application of paradox theory in management practice. Finally, this study proposes future research possibilities from the aspects ofparadox＇s synergistic effect, the relationship between paradox and organizational sustainability as well as the research design on paradoxical tensions. Such proposition is aimed to promote the application of paradox lens into the human resource management research and practice.