【作者】 顾惊雷；

【导师】 徐金发；

【作者基本信息】 浙江大学 ， 管理科学与工程， 2004， 博士

【摘要】 “企业内外有别的人际关系使得经理人能力得不到发挥”这一问题在我国企业中相当突出，但研究相对不足。本论文以制度变迁理论为理论指导，提出职业经理人实施变革的一个框架性描述——蛙跳式制度变迁。按此框架步骤，首先用统计方法建立一个企业内部人际关系的表征模型，继而分析企业内部人际关系对职业经理人作用发挥所产生的影响性，在此基础上提出相应的对策，最终带动企业内部非正式制度的演进。全文共分八章。 1 绪论。回顾整理现有文献，指明本文研究的理论意义和现实意义，在此基础上，提出本文的研究目标、研究内容、研究框架和研究创新点。 2 职业经理人实施变革的一个框架性描述。首先2．1 对制度变迁理论中的一些相关研究成果作了总结和归纳；2．2 从静态的角度界定了企业内部存在的制度圈，并着重分析了属于非正式制度范畴的企业内部人际关系；2．3 以制度变迁理论为指导，从动态的角度提出了一个职业经理人实施变革的框架性描述——蛙跳式制度变迁，指出了蛙跳式制度变迁的概念和四个阶段，以后的各章节也都将在此基础上展开。 3～5 研究职业经理人实施变革的第二阶段：考察企业内部非正式制度安排对该正式制度变迁可能产生的影响。3企业内部人际关系的表征，在LMX理论第三种假设和guanxi的研究成果的基础上，提取出表征企业内部人际关系的四个关键维度，然后对这几个维度进行信度和结构效度分析，在此基础上建立起企业内部人际关系的表征模型，最后根据模型评测样本的总体特征。 4 企业内部人际关系的差异性研究。将在上一章基础上，进一步研究：一、有哪些因素影响到企业内部人际关系的强弱；二、有哪些因素使得职业经理人对企业内部人际关系在主观感知上产生差异性。 5 企业内部人际关系对职业经理人变革的影响性研究。主要针对两个方面展开研究：一是研究职业经理人在各个方面所能起到的作用的大小；二是研究企业内部人际关系对职业经理人变革的影响性。 6 在已有环境下职业经理人实施变革的对策性研究，研究职业经理人实施变革的第三阶段：对正式制度安排进行改造、创新、实施。在前面已有研究成果的基础上，共分三个方面展开论述：一、基于不同企业内部人际关系差异性分析的对策性研究；二、基于职业经理人对企业内部人际关系在主观感知上差异性分析的对策性研究；三、基于企业内部人际关系对职业经理人变革影响性分析的对策性研究。 7 职业经理人带动企业内部非正式制度演进的对策性研究，研究职业经理人实施变革的第四阶段。 8 结论与展望。更多还原

【Abstract】 It is a very serious problem in our country that the usage of manager is embarrassed by the interpersonal relationship in enterprises, but the correlated research is scarce. In this thesis, guiding of the institutional change theory, we put forward the frame description of the usage of manager: the leapfrog institutional change. Basing on it, firstly, a model about the interpersonal relationship in enterprises with statistic methods is established; secondly, it is analyzed about how the interpersonal relationship in enterprises influencing the usage of manager; then the countermeasures is advanced, and lastly the evolution of informal institution is driven. There are eight chapters altogether.In chapter 1, after reviewed correlated literature, we point out the academic meaning and practical meaning. Based on it, we put forward the research object, content, frame and innovation points.In chapter 2, we put forward a frame description of the usage of manager. Firstly, it is concluded about the production of the institutional change theory; secondly, the institution circle inside enterprises is defined from the static angle of view, and the interpersonal relationship in enterprises is emphasized which belongs to the informal institution category; lastly, guiding of the institutional change theory, the leapfrog institutional change: a frame description of the usage of manager is put forward from the dynamic angle of view. The concept and four phases of the leapfrog institutional change is defined in this chapter, and the latter chapters are deployed on it.In chapter 3 to 5, we research the second phase: seeing about the influences about the formal institutional change by the informal institution in enterprise. In chapter 3, based on the production of the third hypothesis of LMX theory and guanxi, we distill 4 key dimensions to express the interpersonal relationship in enterprises, and process the reliability analysis and structure efficiency analysis, then found the model of interpersonal relationship in enterprises, and lastly evaluate the collectivity characteristic of samples basing on the model.In chapter 4, we research the differences of interpersonal relationship in enterprises. Based on the front chapter, we keep on researching the contents as follows: Firstly, which factors influence the interpersonal relationship in enterprises; secondly, which factors make for the manager’s subjective differences about the interpersonal relationship in enterprises.In chapter 5, we research how the interpersonal relationship in enterprises influencing the usage of manager. There are mainly two sides: 1. The appearance degree of the manager’s function in different sides; 2. the influence of the usage of manager by the interpersonal relationship in enterprises.In chapter 6, we put forward the countermeasures of the usage of manager undercurrent circumstance, researching the third phase: the transform and innovation of the formal institution. Based on the front production, it is discussed in three sides: 1. the countermeasure research on the differences of interpersonal relationship in enterprises; 2. the countermeasure research on the manager’s subjective differences about the interpersonal relationship in enterprises; 3. the countermeasure research on the analysis of how the interpersonal relationship in enterprises influencing the usage of manager.In chapter 7, we research the fourth phase: the countermeasure of how the manager driving the evolution of informal institution in enterprises.In chapter 8, we summarize the conclusions and mention some valuable research aim in future.更多还原