基于对和谐管理理论中几个关键概念的再解读,本文尝试从组织方向、和谐主题、和谐耦合及方向—主题—耦合(实践)关联的视角为理解组织管理勾勒一幅简洁画面.结合社会、组织实例阐释了和谐主题及选择,强调要把主题落实到"当务之急、按部就班、从长计议"的组织合作秩序中.论述了两个"社会优化—谐则"的成功案例以及和谐耦合的复杂性.提出了和谐管理理论应用的八项原则,即在脑海里勾勒一幅大图、有独特的问题意识、探索可行—可能的路径、沉浸于"在场性"、养成自反性审视的习惯、提升实践者和领导者的认知和行为、敬畏"不确定性"、反复迭代—试错,并希望通过这八条原则重塑人们的思维方式和工作习惯,从而对实践和学术界有所启发.

从历史视角出发,在考察中国传统社会情境特征的基础上,首先,提出了“情境人格”的核心概念;然后,分析了情境人格形成的深层动力;最后,剖析了具有情境人格的行动者的多重行动逻辑.研究结果认为,情境人格是一种在权力本位、儒家观念与差序格局等多重逻辑交织的情境中,行动者以权力运作法则为参照,围绕生存需要与价值判断平衡而不断建构并持续演化的底层心理图式.其中,多重逻辑交织的中国情境所衍生出的合法伤害可能性、价值规范诠释性和资源支配偏私性,共同催生了该情境下权力运作过程中广阔的模糊地带;其所引致的行动者情境认知及因应生存情境的“情境人格”形成了深层同构;在具体的行动逻辑上,则表现为权力本位逻辑、伦理本位逻辑与情法理混合逻辑的并生共存与动态演化,其中的价值坚守和情境适应策略也为特定约束下的历史变革提供了不同的想象空间与合法性基础.

在成员能动性与组织规定性之间的“辩证”关系视角下,基于和谐管理理论,结合能动性概念,发展出“和谐耦合”理论原型,将组织化概念化为“组织规定性与成员能动性”和“确定性与不确定性”的双重交互过程.然后,通过一个网络化组织的案例研究,进一步构建出“和谐耦合”中层理论,揭示了“和谐耦合”过程中“同化、问题化、标准化”3种交互机制,阐述了“问题化”机制的关键作用,并基于“问题化”机制深化了对组织结构类型和适应性的理解,以及讨论了其实践价值.

西方管理学界对何谓“理论”“理论贡献”多有讨论,但至今依然令人困惑.基于对理论的“谱系式”理解和提出的“理论建构影响因素模型”,以几篇中文论文为范本,重点剖析了有关研究在“问题意识、深描、情境解读、构念和机制”等方面的理论贡献.以期倡导更多中国管理学者从自己熟悉的组织生活而不是从西方概念和文献中去建构更有解释力的本土管理理论.

This paper discusses primary topics of studies on Chinese indigenous leaders and provides an inte -grated process to conduct indigenous leadership research in China .Reviewing the current status of Chinese in-digenous leadership researches , four critical research problems of Chinese indigenous leadership researches are identified.Moreover, research processes of diverse indigenous leaderships integrating multiple methodological paradigms are developed .These processes include three stages:description/interpretation/construction , cate-gorization/theorization , and comparative study .The paper argues that indigenous leadership research should not only rely on Chinese materials and subjects , but also choose methodology that can reveal indigenous lead-ership facts .

针对管理研究中广泛存在的“科学形式主义”偏好,通过对《管理学中的伟大思想》中24篇自传体文本及前言、结语的深入解读以强调“洞见”而非“修辞(表达)”在理论建构和管理研究中的重要性,提出了理论建构的影响因素模型,分析指出建构本土管理理论所面临的一系列重大挑战.

This paper argues and explains three perspectives.Firstly,all management research is context research.Secondly,researchers should primarily focus on the ‘ subjective context’ constituted and constructed by people's experience,perception and words.Detailed narrative and insightful speculation are thought as the more appropriate approaches to explore these phenomena.In the final,there are three crucial features in Chinese context,government-business relation,industrial norm,factual organization,which should not be excluded in indigenous management research.

基于对管理研究可能面向的探讨,意在凸显“非科学图景”的学术价值.首先,重新解读了《管理学报》2016年第8期刊发蔡玉麟先生的论文,并将其核心质疑引向对管理研究“单纯科学性”的反思;然后,剖析了IACMR主导范式的“合理性”,成功的情境因素和面临的挑战;再次,对多元范式给出更加“实用性”的讨论以强调问题决定方法;最后,展望了IACMR在学术评价和研究成员培养中的更有承担的角色,提出“徐淑英难题”并主张以诠释主义作为替代性的研究进路.

在回顾一场学术对话的基础上,描述并诠释了管理(社会科学)学者在中国本土管理若干重要议题上的共识和分歧.通过分析指出,反对实证主义/科学主义,重视(科学)哲学研究,鼓励多元范式探索已成为本土管理研究的共识.中国本土管理研究能否取得实质性进步,在很大程度上,需要当代管理(社会科学)学者深刻反思其学术信念、学术姿态、研究取向,积极承担其自身的社会责任.

基于研究者自身的成长经历、组织经验及社会观察,建构了一个阐释领导与下属互动机制的本土模型,并对几种典型的组织(社会)现象形成机理进行了剖析.研究认为:在中国当下的组织(社会)情境中,领导与下属互动关系的改善,首先需要激发下属(领导)个体自我意识效应以及对两种认知错误的抑制;其次需要个体自我意识的群体化扩展,以有效抵抗领导的决策错误和下属的错误行为;最后,长期而言,只有社会化重塑才能深层次地改变中国本土领导与下属的信念、认知和行为,从而尽可能规避不断反复的组织(社会)危机.

在管理学院的文化中存在两种核心价值观:高水平杂志上的发表记录代表学者的学术水平(价值观1);教学实质上(而非名义上)是教师的次要工作(价值观2).分析指出,价值观1在针对学者个人学术水平的评价上并不可靠,管理学院应该采用“回归常识”的学术评价方法,引导学者做出真正有价值的学术贡献;价值观2已在客观上严重削弱教师对教学工作的重视和投入,使学院逐步远离社会期望,需要引入博耶的“教学型学术”理念加以矫正.多数管理学院(包括那些高水平大学)的教师,应该把高质量的教学(学术型教学)作为努力的主要方向,而不是热衷于那些自娱自乐的所谓科研工作.

On the review of the strategic leadership,the paper clarifies three noticeable drawbacks of the extant researches:the confused definitions of the strategic leadership;lacking of being systematic and dynamic and irrelevance of academic researches and management practices.Based on the interpretations of leadership by the HeXie Management Theory,we propose the definition of strategic leadership,which emphasizes the coupling of theproviding guidanceandallocating resources,locates on the organizational level,emphasizes the long-term sustainable development of the organization and deploys current resources based on the future orientation.Finally,it argues that the introduction of the HeXie Management Theory can offset the drawbacks of the extant researches to some extent and accelerates the development of the strategic leadership research.

By literature review,this paper points out that because of over depending on the method of statistic analysis based on questionnaire measure,the leadership trait theory exists the fragment feature and that for ignoring the effect of individual socialization and native culture factors on leader,this theory couldn't tell the formulation of leadership trait.In the case study,leader traits are found by the analysis of the interaction between leader and counterparts in organizational events.Then,the formulation of leadership trait is demonstrated from the perspective of individual socialization and native culture factors,which are proved to be the sources of leader trait.This paper enriches the trait theory and contributes to Chinese native leader research.

Combining Prof.Li Huaizu's discussion on speculative research(SR) in management with a few deeper exploration on SR across other disciplines,this paper redefine SR as a method of theoretical research that focusing on the nature of phenomena or inner structure and mechanism of practice in management primarily by the way of abstraction,intuition(insight) and logic.SR is essential to the theory construction and should be accepted by management academia.In the final,this paper outlines the philosophical perspectives on management from Prof.Li Huaizu.

"管理是管理者的生活."面对"生活",只有"思想"而绝不是那些缺乏时间性、脱离现实情境和人文关怀的行动法则,会成为改变组织最强大的力量.然而,"思想"似乎从来不是中国管理实践者和管理学者的爱好和专长,而且在管理学者这个圈子里的人们更清楚,"思想"恰恰是中国管理学界长期以来鄙夷、排斥、围剿的对象.比如你偶尔去看一个叫做"爱思想"的网站,几乎看不到中国管理学者的影子,也很少听到管理实践者的声音,这算是一种经验证明吧!

This paper first outlines the mutual agreement on irrelevant relation between theory and practice,serving management practice,multiple-methodologies and academic assessment strategy primarily from the articles published in 'management in China',then offers a further analysis on several problems within them.In the final,a new framework epistemology in management is built,which could be beneficial to academic performance of Chinese management.

On one side,this paper echoes the main point from 'The Forecast: Facing the Chinese Management Practice' which stated a more practice-oriented shift in Chinese management,on another side,this paper offers the incisive critiques on the paper for its wrongness on the facts and logic,the author hopes the significant concerns be raised on the freedom of Academic publishing.

Starting from a few of questions on empirical research(ER),this paper argues that ER has some fundamental troubles by comments on the four well-known books of research methodology.Further,this paper discusses the limitation of ER in management research.The author hopes that the scholars in Chinese management community realize the crucial misleading of ER as the discourse hegemony.

Drawing on the discussion on many troubles facing Chinese management community(CMC),the authors profile the evolutional process of CMC,through a tentative argument on indigenous research of Chinese leadership,the authors declare that a significant reform on management community is needed and reasonable.

Dynamic capabilities have been considered as the most important factors for business firms to obtain sustainable competitive advantages.However,little consistent has been reached on what dynamic capabilities are and how they evolve over time.On an organizational learning perspective,we redefined organizational dynamic capabilities,analyzed how they evolve over time,and further identified determinants of dynamic capabilities based on the framework of HeXie Management Theory.We proposed that(1)Dynamic capabilities include organizations' cognitive capabilities to understand and interpret environment changes,and reconfigure capabilities of resources following the transformation of HeXie Theme.These two capabilities are mainly supported by organizational members' learning capabilities.(2)Dynamic capabilities emerge and evolve with the interaction of knowledge exploration and exploitation.Exploration mainly focuses on how an organization renews itself to reply to the changing environment,while exploitation mainly concerning to how an organization uses the knowledge explored.(3)Senior executives of organizations are critical factors influencing the evolution of dynamic capabilities.(4)Dynamic capabilities are critical sources of organizational sustainable competitive advantages.We contribute to dynamic capability theories by adding cognitive capabilities into the conception of dynamic capabilities,analyzing the evolving process of dynamic capabilities,and identifying determinants of the process.