王莉;劉昕;蘇斯君;

• 1:蘭州交通大學經濟管理學院
• 2:中國人民大學公共管理學院
• 3:蘭石集團蘭石換熱設備有限責任公司

摘要(Abstract)：

組織惰性是組織創新和組織變革的執行梗阻。如何克服組織惰性?組織學習、創業導向、企業家精神等被證明是降解組織惰性的關鍵要素。以結構化理論為思維框架,采用單案例研究策略,從"結構"再生產和重構的視角,捕捉企業最高領導者如何驅動和促進組織惰性的消解。通過對西部一家國有制造企業的深度研究發現:企業最高領導者的雙元領導行為,從資源和規則兩方面重構了企業內部主體能動行為的社會結構,打破了組織惰性的生存路徑。領導者的雙元領導行為包括:集權與分權、法治與人治、內部取向與外部取向、個人導向與團隊導向。領導者通過采取這4種相互博弈的領導行為再構了組織的決策結構、控制機制結構、戰略思維結構和文化結構,改變了原有個體、團隊和組織的行動邏輯基礎,進而對抗了企業中存在的認知惰性、行動惰性、資源惰性和程序惰性。

關鍵詞(KeyWords)： 組織惰性;雙元領導;結構化理論;案例研究

Abstract:

Keywords:

基金項目(Foundation): 蘭州交通大學“百名青年優秀人才培養計劃”資助（152022）

作者(Author): 王莉;劉昕;蘇斯君;

Email:

DOI:

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• (1)“寬和法治”一詞借鑒了孟德斯鳩關于“寬和”（moderation）的使用。