【摘要】 本文采用多案例研究探索人力资源咨询项目中多元制度逻辑的矛盾及其应对机制。首先识别了人力资源咨询项目中的专业逻辑和商业逻辑及其矛盾并发现：不同的社会化会引发个体不同的身份工作，影响团队身份建构，进而影响多元逻辑矛盾的解决及其关系状态。最终归纳出多元逻辑矛盾应对的新路径：“混合-匹配”型雇佣加过程与结果并重的社会化。研究结论拓展了制度逻辑理论在团队和个体微观层面的研究，也回应了学界对于推进制度逻辑实例化研究的呼吁。更多还原

【Abstract】 This paper adopts multiple case study to explore the multiple competing institutional logics in HR consulting projects and management of tensions. First of all, this study identifies the competing institutional logics in the local human resource management consulting projects, namely, professional logic and commercial logic, and the types of tensions in the projects. Then, this paper studies the management of tensions and finds that different socialization triggers different identity work of individuals. This will affect the construction of organizational identity, relevant tension management and corresponding logics relationship states. Finally, A new approach of tensions management is found, namely, mix-and-match hiring along with end-and-means-focused socialization. The findings extend the relevant researches at both individual and project levels and serve as a tentative attempt to explore the instantiation of institutional logic multiplicity in response to academic calling.更多还原