相关实验视频
Updated: Jul 9, 2025

The HoneyComb Paradigm for Research on Collective Human Behavior
Published on: January 19, 2019
内容和过程:组织冲突和决策
1Entrepreneurship and Family Enterprise, INSEAD Singapore, Singapore, Singapore.
组织冲突是固有的,并影响决策. 未来的研究应该探索冲突作为动态和定位,以更好地了解组织决策过程.
科学领域:
- 组织行为组织行为.
- 心理学 心理学 心理学
- 决策理论 决策理论
背景情况:
- 卡内基观点将冲突视为组织的固有现象,驱动行为和决策.
- 组织本质上包含潜在的目标冲突,因为相互依赖的个体具有不同的偏好和信息.
- 现有的心理学研究侧重于冲突类型及其对群体结果的影响.
研究的目的:
- 综合卡内基关于组织冲突的观点与现有的心理学研究.
- 突出组织决策中冲突的持久性.
- 确定未来的研究方向,以了解组织决策过程.
主要方法:
- 关于组织冲突的基础卡内基视角工作的审查和评估.
- 分析现有的关于冲突内容,强度和结果的心理学研究.
- 关于组织内部如何处理冲突的理论观点的综合.
主要成果:
- 冲突是组织的普遍和持续特征,源于不同的目标和观念.
- 组织通过非正式的过程来解决冲突,例如对目标的顺序关注,信息去中心化,资源积累和联盟形成.
- 在卡内基的冲突解决观点中,正式的调解程序不太强调.
结论:
- 组织冲突是一种潜在的,定位的,动态的现象,永远无法完全解决.
- 了解组织如何通过非正式流程解决冲突对于决策至关重要.
- 未来的研究应该侧重于组织冲突的动态性和定位性,以提高决策的清晰度.
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