创新情景下组织情绪形成与转化机制研究  

Research on the Penetrating and Transformation Organizational Emotion based on Innovation

作　　者：梁阜[1] 李树文[1] 孙锐[2] Liang Fu;Li Shuwen;Sun Rui(Department of Business Management,Shandong University of Finance and Economics,Ji'nan 250014,China;Chinese Academy of Personnel Science,Beijing 100101,China)

机构地区：[1]山东财经大学工商管理学院,山东济南250014 [2]中国人事科学研究院,北京100101

出　　处：《科技进步与对策》2018年第20期24-29,共6页Science & Technology Progress and Policy

基　　金：山东省自然科学基金项目(ZR2017MG003)

摘　　要：组织层次情绪理论关注近期国际上逐渐兴起的新型情绪研究主题,是对组织层次情绪理论和情绪构面组织能力理论前沿的补充。但目前组织情绪资源传递机制尚未明晰,阻碍了情绪理论深入发展。基于组织情绪能力形成与转化视角,首先结合中国本土文化情境,将组织内领导-成员互动分为角色获得、角色扮演和角色习惯化3个阶段;组织内部场景情绪互动可以分为情绪刺激、情绪认知和情绪反应3个阶段;情绪资源螺旋分为个体单元内、单元间、组织行动体系内、体系间4个阶段和5个阶点;然后进一步从塑造、渗透与转化3条路径分析情绪资源转化为创新智力资源的动态机制;最后,对组织情绪研究结论与启示进行总结,并从前因、测量及文化等方面提出未来研究方向。The research of organizational emotion is a new research topic of emotion rising gradually in the world recently.According to conservation of resource theory and resource based view,organizational emotion is an important organizational resource.But there is no clear explanation about resource transfer mechanism of organizational emotion,and this seriously influence intensive study of emotion theory.This paper,based on the perspective of formation and transformation of resource in the context of Chinese local culture,reveals leader-member exchange needs to go through three stages of role acquisition,role play and role habituation;Emotional interaction of internal scene of organization needs to go through three stages of emotional stimulus,emotional organism and emotional response;emotional resource shutting needs to go through four stages of individual unit,between unit,in organizational system and between system.And then,it explores the mechanism of transforming emotional resources into innovative intellectual resources.Finally,it points out future directions in organizational emotion research.

关 键 词：组织情绪 资源转化 动态螺旋 情绪分流 

分 类 号：C936[经济管理—管理学]