【作者】 钱勇； 曹志来；

【Author】 QIAN Yong~a,CAO Zhilai~b (a:Center for Industrial and Business Organization,DUFE;b:Research Academy of Economic and Social Development,DUFE)

【机构】 东北财经大学产业组织与企业组织研究中心； 东北财经大学经济与社会发展研究院；

【摘要】 摘要:中国渐进式体制改革与双轨制过渡,形成了多元组织模板共存的环境,这种环境下进行的资源型国有企业改革为组织转型研究提供了合适的案例。本文拓展了波拉尼所提的"嵌入"概念,在铁煤集团主辅分离改革启动过程、动态循环转型过程描述与分析基础上,构建出一个以组织嵌入机制互动与状态转换为核心的组织转型过程模型。研究表明:通过外部环境因素产生较强转型动力来克服阻力以启动组织转型时,转型速度则快;之后通过政治、文化与经济三种嵌入机制之间的互动来逐步打破组织转型力场平衡时,快速组织转型难以实现;当利益因素成为关键组织变革阻力因素,且组织模板容易从外部引进时,应从组织外围开始组织转型;当认知与价值观因素成为关键组织变革阻力因素,且组织模板只能从内部建立时,应从高影响力部门开始组织转型。更多还原

【Abstract】 Incremental reform and dual-track transition in China,has formed the institutional environment with multiple organizational templates coexisting.The reform of resource-based SOEs under this institutional environment,provide suitable cases for studies of organizational transformation.This paper develops the concept of"embeddedness"which was put forward by David Polanyi,and constructs a model for the process of organizational transformation,based on the description and analysis of the starting and dynamic loop process of Tiefa Coal Industry Group Corporation Limited’ main-supplement separating reform.The core of the model is interactive of the mechanisms of organizational embeddedness and state transition of organizational embeddedness.The research shows:when the powerful transformation forces driven by contexts overcomes the resistance forces to start the transformation,the speed of transformation is fast;then through the interactive of three mechanisms of organizational embeddedness to break the balance of force field gradually,fast transformation is difficult to realize;when factor of interest becomes the key resistance force and suitable organizational templates can be imported from outside easily,should start the organizational transformation from the more peripheral parts of an organization;when factor of value and cognition becomes the key resistance force and the organizational templates can only build from inside,should start the organizational transformation from high-impact elements of organization.更多还原