组织中的冲突回避:弊端、缘由与解决方案  

Conflict Avoidance:Malfunctions,Sources,and Solutions

作　　者：张志学[1] 魏昕[2] 

机构地区：[1]北京大学光华管理学院,北京100871 [2]对外经济贸易大学国际商学院,北京100029

出　　处：《南京大学学报（哲学．人文科学．社会科学）》2011年第6期121-129,157,共9页Journal of Nanjing University(Philosophy,Humanities and Social Sciences)

基　　金：国家自然科学基金面上项目(70872002);国家自然科学基金杰出青年科学基金(70925002)

摘　　要：尽管冲突回避是中国组织中常见的冲突处理方式,但它并不能有效地解决冲突,反而会造成溅溢效应,给组织成员的互动、团队合作带来不利影响。冲突回避可以分为结构性和过程性的冲突回避,前者源于组织结构上的屏障,后者则因为受到文化价值观的制约,而且这种制约以人们的负面预期为中介。针对不同类型的冲突回避,可能的解决方案是:以分权化的组织结构破解结构性冲突回避,并从负面预期入手改善过程性冲突回避。一方面,负面预期在相当程度上是由于人们认知偏差导致的负面臆想,可以通过换位思考的方式予以削弱或扭转;另一方面,经公开讨论的规则和管理开放性有助于营造良好的组织氛围,弱化价值观对负面预期的影响,推动组织成员采取直接的冲突处理方式,促进组织有效性和创新。Conflict avoidance,though frequent in organizations here in China,fails to settle conflicts effectively.Rather,it casts negative effects on interactions and teamwork among insiders.Conflict avoidance can be categorized into two types: structural and process.While the former originates from structural barriers in organizations,the latter is due to the constraints of cultural values mediated by individuals’negative anticipations of the outcomes of directly dealing with conflicts.There are several solutions that may weaken the tendency of conflict avoidance.Decentralized organizational structure would break down the barriers that result in structural conflict avoidance,and process conflict avoidance would be ameliorated by decreasing negative anticipations.For one thing,perspective taking reduces misperception bias between the involved parties that exaggerates individuals’ negative anticipations.For the other,open to discussion norm and management openness build up favorable climates that undermine the effect of cultural values on negative anticipations.These approaches promote organization members to resolve conflict in a more direct way,and ultimately contribute to organizational effectiveness and creativity.

关 键 词：冲突回避 组织结构 表面和谐 权力距离 负面预期 

分 类 号：C936[经济管理—管理学]