社会生物学视角下的组织文化演化机制研究
摘要
近年来,越来越多的企业开始将组织文化视为企业发展的动力之源和核心竞争力,组织文化如何动态发展和演变成为了企业共同关心的问题。但在组织文化研究领域,依然是静态研究占据主导地位,演化研究依然匮乏。随着生物进化学的发展成熟,其大量新颖的动态演化思想广泛应用于社会文化发展和演化经济学研究等领域。如何将这些有价值的文化动态演化思想有效应用于组织文化演化研究中,是一个有挑战的理论探索。
本文以社会生物学中的文化演化相关思想为基础,初步分析了组织文化的选择、变革和保存的过程,构建了一个组织文化的动态演化模型,并通过开放式问卷调查探讨了文化演化过程的内部结构；通过跨案例研究初步分析了文化演化过程的动态过程；最后采用定量实证调查的方法对组织文化演化机制进行了验证。
通过理论分析和一系列实证研究,本文得到以下研究结论：组织文化的演化由文化选择、文化变异和文化保存三阶段构成；文化选择压和文化变异强度可以共同解释文化保存的效果；来自内部和外部的文化变异对文化选择压和文化保存效果之间的关系产生着不同的调节作用。
In recent years, organizational culture has been considered as the source of power for the development and core competitiveness by more and more enterprises. It's how organizational culture dynamically develop and evolve that has become the hotspots of common concern. However, the static study still plays a leading role in the organizational culture field, evolution study is still scarce. With the development of the theory of biological evolution, many novel thoughts of dynamic evolution have been applied in the study of the development of social culture and the evolutionary economics. It is a challenging theoretical exploration that how the valuable dynamic thoughts of culture evolution can be applied in the organizational culture field effectively.
We preliminary discuss the process of selection, revolution and retention of organizational culture on the basis of evolutionary thoughts of culture in sociobiology, and built a dynamic evolution model of organizational culture, then explore the internal structure of the process of the culture evolution through the open-ended questionnaire at first. Secondly, we analyze the dynamic process of culture evolution through case study. At last the evolution mechanism of organizational culture is tested by the method of quantitative empirical research.
On the basis of theoretical and a series of empirical research, this paper gets the following conclusion, the evolution of organizational culture is consisted of three stages including selection, variation and retention, selection pressure and variation intensity can be a common interpretation of retention effect, variation from internal and external play the different regulating role on the relation between selection pressure and retention effect.
本文以社会生物学中的文化演化相关思想为基础,初步分析了组织文化的选择、变革和保存的过程,构建了一个组织文化的动态演化模型,并通过开放式问卷调查探讨了文化演化过程的内部结构；通过跨案例研究初步分析了文化演化过程的动态过程；最后采用定量实证调查的方法对组织文化演化机制进行了验证。
通过理论分析和一系列实证研究,本文得到以下研究结论：组织文化的演化由文化选择、文化变异和文化保存三阶段构成；文化选择压和文化变异强度可以共同解释文化保存的效果；来自内部和外部的文化变异对文化选择压和文化保存效果之间的关系产生着不同的调节作用。
In recent years, organizational culture has been considered as the source of power for the development and core competitiveness by more and more enterprises. It's how organizational culture dynamically develop and evolve that has become the hotspots of common concern. However, the static study still plays a leading role in the organizational culture field, evolution study is still scarce. With the development of the theory of biological evolution, many novel thoughts of dynamic evolution have been applied in the study of the development of social culture and the evolutionary economics. It is a challenging theoretical exploration that how the valuable dynamic thoughts of culture evolution can be applied in the organizational culture field effectively.
We preliminary discuss the process of selection, revolution and retention of organizational culture on the basis of evolutionary thoughts of culture in sociobiology, and built a dynamic evolution model of organizational culture, then explore the internal structure of the process of the culture evolution through the open-ended questionnaire at first. Secondly, we analyze the dynamic process of culture evolution through case study. At last the evolution mechanism of organizational culture is tested by the method of quantitative empirical research.
On the basis of theoretical and a series of empirical research, this paper gets the following conclusion, the evolution of organizational culture is consisted of three stages including selection, variation and retention, selection pressure and variation intensity can be a common interpretation of retention effect, variation from internal and external play the different regulating role on the relation between selection pressure and retention effect.
引文
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[5]王效俐,安宁.企业生命周期与企业文化管理[J],经济管理,2002(12)
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[8]王丽娟.企业文化变革的自组织分析框架[J].管理世界,2006(6)：155-156
[9]Poole, M.S., Van de Ven, A. Handbook of Organizational Change and Innovation[M]. USA:Oxford University Press,2004.
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[24]靳涛.集体主义文化维系下的柔性组织与模糊契约——浙江民营企业发展的自组织模式揭示[J].中国工业经济,2003(11)：27-33
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[27]Kit-Fai Pun, Kwai-Sang Chin, Henry Lau. A review of the Chinese cultural influences on Chinese enterprise management[J]. International Journal of Management Reviews,2000
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[29]Sarros, J.C. Gray, J.H. Densten, I.L. Leadership and its impact on organizational culture[J]. International Journal of Business Studies,2002,10(2):1-26
[30]高波,张志鹏.文化成本约束与企业文化选择[J].南京社会科学,2004(3)：13-19.
[31]Carroll, G. R., Harrison, J. R. Come together? the organizational dynamics of post-merger cultural integration[J]. Simulation Modelling Practice and Theory,2002,10:349-368.
[32]刘光明.企业文化(第三版)[M].北京：经济管理出版社,2002
[33]杜漪,李真,马法洲.企业文化变革管控研究[J].科学学与科学技术管理,2007(11)：135-138.
[34]Hannan, M.T., Carroll, G.R., Polos, L. A formal theory of resource partitioning. research paper 1763[C]. Graduate School of Business, Stanford University,2002. 126-138.
[35]Aimin Yan, Huawei Xing,& Yuan Liu. An Empirical Study on Factors of the Evolution of Enterprise Culture Based on Coding Technique[C]. Wireless Communications, Networking and Mobile Computing,2008:1-5.
[36]哈耶克.哈耶克论文集(邓正来译)[M].北京：首都经济贸易大学出版社,2001
[37]Smircich, L. Concepts of Culture and Organizational Analysis[J]. Administrative Science Quarterly,1983,(9):339-358.
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[43]Arends-Toth, J., Van de Vijver, F.J.R. Domains and dimensions in acculturation: implicit theories of Turkish-Dutch[J]. International Journal of Intercultural Relations,2004,28:19-35.
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[45]Enquist, M., Ghirlanda, S. Evolution of social learning does not explain the origin of human cumulative culture[J]. Journal of Theoretical Biology 2007,246:129-135.
[46]Fog, A. Cultural selection[M]. Dordrecht:Kluwer,1999.
[47]Kashima, Y. A social psychology of cultural dynamics:examining how cultures are formed, maintained, and transformed[J]. Social and Personality Psychology Compass,2007(1):1-14.
[48]Henrich, J., Boyd, R.,& Richerson, P.J. Five Misunderstandings About Cultural Evolution[J]. Human Nature,2008,19(2):1-41
[49]俞吾金.当代中国文化的内在冲突与出路[J].浙江大学学报(人文社会科学版),2007(7)：6-13.
[50]王继平.中国近代文化导论[M].长沙：湖南人民出版社,2003.
[51]Weeks, J., Galunic, C. A theory of the cultural evolution of the firm:the intra-organizational ecology of memes[J]. Organization Studies,2003,24(8): 1309-1352.
[52]Harrison, J.R, Carroll, G.R. Keeping the faith:a model of cultural transmission in formal organizations[J]. Administrative Science Quarterly,1991,36:552-582.
[53]Van Maanen, J.E., Schein, E.H. Toward a theory of organizational socialization[J]. Research in Organizational Behavior,1979,1:209-264.
[54]Zollo, M., Winter, S.G. Deliberate learning and the evolution of dynamic capabilities[J]. Organization Science,2002,13(3):339-352.
[55]Odling-Smee, F.J., Laland, K.N.& Feldman, M.W. Niche Construction[J]. The American Naturalist,1996,147(4):641-648.
[56]Richerson, P.J., Boyd, R. Cultural inheritance and evolutionary ecology[J]. In Evolutionary ecology and human behavior, eds. E.A. Smith and B. Winterhalder. New York, NY:Aldine DeGruyter.
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