文化雙融視角下的組織悖論多元范式整合

摘要： 文化雙融作為根植于中國(guó)傳統(tǒng)哲學(xué)并融貫東西方管理實(shí)踐的范式整合工具,為組織悖論研究提供了洞見(jiàn)?；谖幕p融視角,針對(duì)組織悖論涌現(xiàn)、組織悖論應(yīng)對(duì)與組織悖論動(dòng)態(tài)演化3個(gè)方面的基本范式分歧,識(shí)別并剖析了多元范式整合的理論可能性。研究發(fā)現(xiàn):組織悖論可同時(shí)性涌現(xiàn)于客觀感知與社會(huì)建構(gòu);權(quán)變性策略與平衡性策略對(duì)于組織悖論應(yīng)對(duì)都具有成效;經(jīng)由組織悖論獲取正向的組織可持續(xù)性,既可依賴于動(dòng)態(tài)均衡反饋環(huán)路,亦可依賴于偏差放大反饋環(huán)路。
Ambiculturalism,which is rooted in traditional Chinese philosophies and helps integrate the East-West management practice,has provided notable insights for organizational paradox studies.Based on ambicultural perspective,this paper focuses on the three aspects of fundamental paradigm divergence including organizational paradox emergence,organizational paradox address and organizational paradox evolution to identify and analyze the possibilities of multi-paradigm integration.It finds that organizational paradox can both emerge from perception and social construction simultaneously;contingent strategy and balance strategy can be both effective to paradox coping;positive organizational sustainability via paradox can not only originate from dynamic equilibrium feedback loop but also amplify deviation feedback loop.