本文選題：組織變革 + 領(lǐng)導者　； 參考：《江海學刊》2016年05期

【摘要】：組織社會化是管理學領(lǐng)域的重要問題,但目前的實證分析主要基于新員工樣本,對領(lǐng)導者的再社會化問題仍缺乏深刻認識。在組織變革情境下,領(lǐng)導者可能面臨嚴峻的再社會化問題,其再社會化結(jié)果不僅決定領(lǐng)導者自身能否順利適應(yīng)新的組織環(huán)境,還關(guān)系組織的生死存亡。基于長期跟蹤調(diào)研和扎根理論的研究結(jié)果顯示,角色模糊和角色蛻變是組織變革情境下領(lǐng)導者再社會化面臨的主要問題,需要分別采用澄清策略和探索策略予以化解,而這兩種策略又會給組織變革帶來不同影響。
[Abstract]:Organizational socialization is an important issue in the field of management, but the current empirical analysis is mainly based on the sample of new employees and lacks a deep understanding of the problem of leaders' re-socialization. In the context of organizational change, leaders may face a severe problem of re-socialization. The result of re-socialization not only determines whether the leaders themselves can adapt to the new organizational environment smoothly, but also relates to the survival or death of the organization. The research results based on long-term research and rooted theory show that role ambiguity and role transformation are the main problems faced by leaders' re-socialization in the context of organizational change, and need to be resolved by clarifying and exploring strategies, respectively. These two strategies will have different effects on organizational change.
【作者單位】： 南京大學政府管理學院;南京大學商學院博士后流動站;南京大學商學院;
【基金】：國家自然科學基金項目“團隊知識共享跨層次研究:前因、結(jié)構(gòu)與有效性”(項目號:71272106)的階段性成果
【分類號】：C936
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本文編號：2053958