目标互依在组织管理领域的研究评述与展望

Goal Interdependence in Organization and Management:A Literature Review and Prospects

目标互依是群体成员对彼此目标之间的相关性作出的主观评价,包括合作目标、竞争目标和独立目标三个维度。目标互依对防范与化解组织管理活动中的机会主义行为,提高团队和组织协作效率具有重要作用。尽管学术界很早就意识到目标互依对指导企业实践的重要性,但受限于不同研究领域学者对目标互依认识存在的差异及研究方法的单一性,相关理论及实证研究有待进一步深入和拓展。为未来研究提供有价值的借鉴,文章系统梳理目标互依研究在组织管理领域的主要成果和最新进展,探索相关文献的发展脉络。文献回顾结果表明:第一,价值观、任务结构设计、领导行为和共同愿景等是影响目标互依的关键因素;第二,目标互依对信任、绩效、创新及资源互换等会产生重要影响;第三,未来研究要关注多种研究方法的使用,考察目标互依新的前因、后果及其关系的动态演化路径。

Individuals,groups and organizations work to further their self-interests by developing and striving to reach their goals. Goals are both the causes and the results of these subjects’ striving,so goals can stimulate motivation for satisfying their requirements,and meanwhile guide and adjust their activities. Besides,the prevalence of self-interests has been debated by theorists. Some theorists believe that self-interests can facilitate opportunism,but others assert that self-interests can also be the basis of effective collaboration. It depends on how partners understand their goals which are set for attaining their self-interests to be related to each other,that is to say,it depends on goal interdependence.The term "goal interdependence" was developed from the theory of cooperation and competition by Deutsch in 1949. It plays an important role in education,social relationship,organization development and so on. Some primitive researches concentrated mainly on education in order to solve the problems generated from collaborative learning. Afterwards,it expanded to the field of organizational behavior. In recent years,most researches about goal interdependence emerged in strategic management. But so far,because different scholars hold different views about the dimensions, scales, antecedents and consequences of goal interdependence,it is still fragmented about these researches in organization and management. So it is urgent to systematically review, integrate and structure the past researches on goal interdependence in the field of organization and management. As thus,it will be very clear about the future research directions of goal interdependence in this field.According to the relevant literature,the present research clarifies and defines the concept and dimensions of goal interdependence in the organization and management field,and believes that it is the way goals are perceived to be structured that determines how people,groups and companies interact,and these interaction patterns,in turn,determine outcomes. At the same time,through a systematic review of existing research,this paper finds that goal interdependence results from people’s subjective estimation on the nature of relationships of their goals,and is composed of cooperative goals,competitive goals and independent goals. With cooperative goals,people consider their goal achievements to be positively correlated;as counterparts move toward reaching their goals,they also reach their goals. In competition,people believe that their goal achievements are negatively correlated;each perceives that the achievement of one makes it less likely that others will achieve their goals. With independent goals,achievements are thought to be unrelated;one’s goal attainment neither assists nor frustrates others’ goal achievements.