从冲突到融合:个性化交易改善个人−组织目标关系的理论构建

From conflict to integration:The theoretical construction of idiosyncratic deals to improve the relationship between individual and organizational goals

随着员工与组织的关系从标准雇佣走向互利共生,如何改善个人−组织目标关系成为组织管理的重要议题。现阶段建立在组织目标基础上的一致性及标准化人力资源管理实践,难以满足员工日益个性化、动态化的个人目标;越来越多员工主动与组织沟通或协商,获得满足个性化、差异化需求的人力资源安排,即个性化交易。本研究旨在将个性化交易引入个人−组织目标关系改善领域,并基于认知−情感系统理论探讨员工如何通过个性化交易主动改善两者关系:(1)辨析个性化交易提出的言语策略及达成条件;(2)厘清个性化交易在员工个人−组织目标冲突与融合感知间的作用机理;(3)阐明个性化交易改善两者关系的动态过程。研究成果将为改善个人−组织目标关系、促进组织−员工协同发展提供新的途径及对策建议。

As the relationship between employees and organizations transitions from standard employment to mutually beneficial and symbiosis,improving the relationship between individual and organizational goals has become essential in management.Nowadays,consistency and standardized human resource management practices based on organizational goals are challenging in satisfying employees'increasingly personalized and dynamic individual goals.More and more employees take the initiative to communicate or negotiate with the organization and obtain employment arrangements that satisfy their personalized and differentiated needs.That is usually known as idiosyncratic deals in academia.Therefore,by introducing idiosyncratic deals into individual-organizational goals relationship improvement,this study explores how employees can proactively enhance this relationship through idiosyncratic deals based on cognitive-affective system theory.Firstly,this study identifies the speech strategies of idiosyncratic deal requests and the conditions of idiosyncratic deal receipts.Secondly,this study clarifies the function mechanism of idiosyncratic deals between the perception of individual-organizational goals conflict and integration.Lastly,this study explores the dynamic effect of idiosyncratic deals.The results of this study provide new approaches and suggestions for organizations to improve individual-organizational goals relationship and promote organization-employee collaborative development.