企業文化形成機制：從認知基模到共享價值觀的形成

The Organizational Culture Formation Process: From Cognition Schema to Shared Values

林家五(Chia-Wu Lin) ； 彭玉樹(Yu-Shu Peng) ； 熊欣華(Hsin-Hua Hsiung) ； 林裘緒(Chiou-Shiu Lin)

《人力資源管理學報》 4卷3期 (2004/09) Pp. 91-115

https://doi.org/10.6147/JHRM.2004.0403.05

摘要

長久以來組織文化一直是管理領域中一門重要的主題，在過去的研究中，大體上可細分為二。一為將組織文化視為影響績效的前置變項或脈絡性因素；另一方面則是探討組織文化形成歷程。其中，在組織文化形成的研究裡，多將焦點放在團體或組織層次。至於組織中的個人，如何去解讀企業的運作？如何形成自己的觀點？如何將組織標榜的價值觀收為己用的過程？則一直缺乏探討。因此，本研究將由個人層次認知的角度出發，探討認知基模在文化價值觀形成過程中的影響。
本研究同時質化與量化的方式，先後進行兩個研究，研究一採採用單一個案／多層級分析方式分別找出個案公司之經營願景與價值觀以及各階層員工的認知基模。在研究二中，則根據研究一的結果編製問卷，以量化研究的方式，進行樣本調查。
研究結果顯示，組織成員用來理解環境、工作、與企業運作的認知基模可以區分為四類，「自我認知」、「組織印象認知」、「工作認知」與「環境脈絡認知」，其中，自我基模是最重要也影響最深遠的因素。此外，企業內部各層級在這四類認知基模的內容上，皆有明顯的不同。而量化分析的結果亦驗證了，不同層級的認知基模會形成不同的文化價值觀。
基本上，由研究結果可以得知，個體與群體的認知基模對組織文化的形成具有舉足輕重的地位。當企業主欲傳達企業價值觀時，需注意到員工的自我概念與管理者之間的差距，以避免產生文化價值觀背離的情況。這對員工的士氣、認同甚至組織績效上將會產生負面的影響。

關鍵字

組織文化 ； 認知基模 ； 質化研究 ； 量化研究

並列摘要

Organizational culture is one of the most important issues on management and organizational behavior in the past decade. In these researches, one of them treats the organizational culture as an antecedent variable or contextual factor for organizational performance. Another of the study explores how the organizational culture being shaped, what is the critical mechanism of organizational culture formation. Therefore, this study adapt the individual cognition as one main concept, and try to declare the influence of the cognition schema of organizational culture formation.
This is one single case research, which proceed with two studies and multiple levels of analysis. We use qualitative research in study one to find out what are vice CEO vision and the espoused value, and held five group interviews to collect the croup schemas and values. Finally we use the result in study two.
In the result, we find out there are four categories of schema: self-related schemas, organization image schemas, work related schemas, and the environmental schemas. Beside, there are another interesting findings, different hierarchy of this company has different content of schemas, different organizational values, and the arguments were also verified by study two. In the following statistical analysis, we cross exam the influence of the values from cognition schemas. And all the findings have being supported.
Basically, if managers have very different schema from subordinates, then they would have totally different perception and understanding about the job, company and environment. This will lead to negative consequences, which the espoused values from management would not penetrate very deep. In another words, managers should aware of the different schema between each level. Or they were forced to face the different organizational values, and also probably the negative morale, commitment and the performance.

並列關鍵字

organizational culture ； cognition schema ； qualitative and quantitative research

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