绩效落差是指企业的实际绩效与其期望水平的差距。虽然绩效落差是企业经常面临的现实问题,但是企业在出现绩效落差时是否需要重新调整其组织要素和架构?相关的实证研究并没有取得一致的结果。其原因可能在于,企业对绩效落差的反应不仅与某个时点的绩效落差强度有关,而且与绩效落差持续的时间有关。本文基于威胁刚性理论,认为企业在面临持续的绩效落差的威胁时,管理者会产生心理压力和焦虑,降低其灵活应对组织困境的意愿和能力,采取更保守的管理措施,从而抑制了组织重构。本文根据中国化学制药行业2007—2017年81个上市公司的454个有效观测值和手工收集的组织重构数据,研究证实企业绩效落差持续时间的增加会抑制其组织重构活动;并且在纳入企业绩效落差持续时间变量后,本来显著的绩效落差强度变得不再显著。这表明企业绩效落差持续时间是影响组织重构的一个更重要的因素。进一步的研究发现,组织冗余和行业成长能够缓解企业绩效落差持续时间对组织重构的抑制效应。事实上,在高组织冗余的情形下,持续的企业绩效落差对组织重构的抑制效应转变成了促进作用。本研究从动态的视角为企业绩效落差如何影响其组织响应行为提供了更具整合性的解释。
绩效落差与组织重构
摘要
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江诗松, 毛栋哲, 龚丽敏, 等. 绩效落差与组织重构[J]. 外国经济与管理, 2021, 43(5): 77-90.
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