Theoretical introduction
Theoretical definition
Organizational behavior is a science that studies the psychological and behavioral manifestations of people in organizations and their objective laws, and improves managers' ability to predict, guide and control people's behaviors in order to achieve the established goals of organizations. Organizational behavior is an interdisciplinary and multi-level interdisciplinary subject, and it is also a dual and applied subject. (1) Marginality is interdisciplinary and multi-level; (2) Duality means that organizational behavior has both natural and social attributes; (3) Applicability shows that the direct purpose of organizational behavior research is to contact the work practice of organizational managers, improve their work ability and improve the performance of the organization.
Principle of doctrine
Organizational behavior is a science that studies the regularity of people's psychological activities and behavioral responses in organizations, the interaction between organizations and the environment, and books on organizational behavior. It studies the regularity of people's psychology and behavior in an organization by means of systematic analysis and comprehensive application of the knowledge of psychology, sociology, anthropology, physiology, biology, economics and political science, so as to improve the ability of leaders and managers at all levels to predict and guide people's behavior and achieve the predetermined goals of the organization more effectively.
The nature and characteristics of editing this paragraph theory
Organizational behavior is an interdisciplinary and multi-level interdisciplinary subject, and it is also a dual and applied subject. (1) Marginality is interdisciplinary and multi-level; (2) Duality means that organizational behavior has both natural and social attributes; (3) Applicability shows that the direct purpose of organizational behavior research is to contact the work practice of organizational managers, improve their work ability and improve the performance of the organization.
The development of editing this paragraph theory
Organizational behavior is produced and developed on the basis of the development of management science. Management is the eternal theme of human society and the driving force for the orderly development of books on organizational behavior in human society. Management is an activity process in which managers use certain functions and means to coordinate the activities of others, so that others can achieve the set goals with themselves efficiently. Although management activities have existed since ancient times, it didn't form an independent discipline until the end of 19 and the beginning of the 20th century. We all know that the publication of Taylor's book Principles of Scientific Management in 19 1 marked the birth of management as an independent discipline. People are the subject and object of management, so the study of human behavior has become an important part of management. The progress of society urges managers in organizations to attach importance to the management of people. Organizational management, personnel management and other branches of management science are increasingly showing their position in the management system, and organizational behavior is produced and developed on this basis.
stage of development
The development of management theory is restricted by social productive forces and the level of scientific and technological development, and has gone through different stages of development. According to the relatively accepted statement, it can be divided into the following four stages: 1 From the early 20th century to the 1930s, the stage of scientific management school was taken by Taylor of the United States, (F? W? Taylor), French Fa Yueer (H? Fa Yueer), German Weber (m? Weber) as the representative of the classical management school. Taylor is an advocate of scientific management and is known as the "father of scientific management". From the root, Taylor is the most important pioneer of organizational behavior. This period is a stage of rapid development of large industries, and people are concerned about the efficiency of production. Taylor studied the action and time of work, paid attention to the analysis and design of work, and conducted a series of experiments in iron and steel companies, such as carrying iron blocks and shoveling. , decomposed and designed human actions, and put forward labor quota, working hour quota, piece-rate wage system and so on. The management theory at this stage attaches importance to the study of things and ignores human factors. 2. Behavioral school stage Behavioral school came into being in the 1920s and 1960s. The representatives are Mayo and McGregor, who put forward the famous interpersonal relationship theory. The experiment called a milestone in the history of behavioral science is Hawthorne's experiment, which started at 1924. May 1927, a professor of psychology at Harvard University, took over and presided over Hawthorne's experiment. Hawthorne experiment refers to a series of psychological research in Hawthorne factory of Chicago West Electric Company. The experiment started at 1924 and continued at 1932. Mayo's important research results produced the interpersonal relationship theory. Hawthorne's experiment is divided into four stages: the first stage is called "lighting experiment". At that time, the experimental hypothesis was that increasing illumination would help to reduce fatigue and improve production efficiency. However, whether increasing or decreasing the light, the light of a group has dropped to the level of moonlight, while the output of workers is still increasing. Experts can't explain what prompted the increase in production. 1927, Mayo began to preside over Hawthorne experiment. Three experiments, including welfare experiment, tracking experiment and observation experiment, were carried out. 3. Management Science School Stage Management Science School came into being in 1960s and 1970s. Representative figures Chandler, Lawrence, etc. Its characteristic is to apply the theory of system science to management, that is, we usually say system theory, information theory, cybernetics and so on to the management field, forming new organizational management technologies and methods. 4. Comprehensive Modern Management School Management Science School came into being after 1970s. This stage integrates the research results of the first three stages, regards the organization as an open social model, and combines management science with behavioral science to create a new system engineering management theory. System engineering emphasizes the organization and planning of the system and solves the contradiction of various objectives.
The Development of Organizational Behavior in China
Although China's traditional culture contains rich thoughts of management psychology, these thoughts basically stay on experience and simple understanding. As an independent discipline, organizational behavior was introduced from the west. 1935 ——1937 Zhou Xiangeng cooperated with Chen Li in the Institute of Psychology, Academia Sinica, and made an investigation on the rationalization suggestions put forward by the employees of Beiping Nankou Locomotive Factory, trying to explore ways to arouse the enthusiasm of employees from a psychological perspective. This is the earliest experimental study of industrial psychology in China. 1935 Chen Li, a well-known domestic psychologist, wrote and published an introduction to industrial psychology. For the first time, he systematically discussed the basic issues of China's industrial psychology and management psychology from such important aspects as environment, fatigue, rest, working methods, accidents and efficiency, as well as industrial organization, motivation and encouragement. Since 1950s, China has gradually carried out research on engineering psychology and labor psychology, but management psychology started late. Due to the influence of "Cultural Revolution", the academic circles in China knew little about the rapid development of industrial and organizational psychology in the 1960s. Until the end of 1970s, when China turned to economic construction as the center, the industry felt it necessary to use the knowledge of psychology to arouse the enthusiasm of enterprise managers and employees, and psychologists also felt it necessary to carry out research on psychological problems in production management. It is in this situation of reform and opening up that management psychology has gradually developed. 1980 The establishment of the Professional Committee of Industrial Psychology of Chinese Psychological Society marks the beginning of organizational behavior in China. China Behavioral Science Society was founded in 1985, which is actually an organizational behavioral science society. At this point, all provinces and cities have basically established behavioral science societies. Since 1980s, there have been two specialized industrial psychology research institutions in China engaged in the research of organizational behavior. One is the Social Economy and Psychological Behavior Research Center of the Institute of Psychology, Chinese Academy of Sciences (formerly the Industrial Psychology Research Office), and the other is the Engineering Psychology of Zhejiang University (formerly the Industrial Psychology Major of Hangzhou University). They are all doctoral degree-granting units. After 1990s, with the upsurge of human resource management in China, some teachers of management schools in many universities in China began to teach and study organizational behavior, and a group of master students and doctoral students took the field of organizational behavior as their dissertations. Since 1980s, China has translated and published a number of influential foreign works, such as Organizational Psychology by Shein (1987), Motivation and Personality by Maslow (Maslow, 2005) and Industrial and Organizational Psychology by McCormick. 1985, the first management psychology textbook written by Chinese scholar Lu came out, and then many books on management psychology and organizational behavior came out. Among them, more influential ones are Management Psychology (Gansu People's Publishing House, 1988), Industrial Management Psychology by Chen Li (Shanghai People's Publishing House, 1988), Management Psychology by Xu Liancang and Chen Long (Guangming Daily Publishing House, 1988). According to incomplete statistics, there are currently more than 100 kinds of such works. Many studies have been carried out in this field, including motivation, personnel evaluation, post competency characteristics, job performance evaluation, management training and development, CPM leadership theory, transformational leadership, management decision-making, cross-cultural research, organizational climate and culture, organizational citizenship behavior and so on. , and achieved gratifying results. However, compared with western developed countries, especially the United States, there is still a big gap in the number of research and practitioners, the number of achievements, innovation and social impact in China.
New development of organizational behavior
(A) the new development of the traditional orientation of organizational behavior Since the 1990s, there have been some new trends in organizational behavior, mainly in the following aspects (Shi Kan, Lu Jia, 200 1): First, organizational change has become the primary issue in organizational behavior research in global economic competition. With the trend of economic globalization and the adjustment of economic structure, the research on enterprise reorganization, strategic management, management of multinational companies or international joint ventures has shown a strong momentum, and the increase in complexity has led to the overall shift of research attention to the entire organizational level. This study mainly discusses the analytical framework, ideal organizational model, intervention theory and the role of change promoter of organizational change. Closely related to organizational change is the study of leadership behavior. Influenced by contingency theory, various leadership theories have emerged. In organizational change, management decision is very important. At present, at the individual level, organizational behavior pays more attention to the cognitive strategies and judgment decisions adopted in decision-making and judgment; On the organizational level, organizational behavior mainly analyzes the decision-making mode, right structure and participation system under different backgrounds, paying special attention to the development and utilization of decision-making skills. Closely related to organizational change are incentive mechanism and corporate culture, which have also become the focus of organizational behavior research. Second, organizational behavior emphasizes the systematic development of human resources. Organizational behavior pays more attention to the competence that managers must have in decision-making, technological innovation and employee adaptation, and how to make full use of and develop human resources. The corresponding organizational behavior research has also changed from local and decentralized to holistic and systematic. At present, human resources issues such as competency evaluation, individual adaptability to organization and intervention are developing in depth. Third, organizational behavior research pays more attention to national goals. In the comparative study of transnational corporations and international joint ventures, the research of scientific and technological investment behavior, unemployment guidance, labor diversification, national financial security and other aspects, objective economic and social benefits have been achieved. At present, organizational behaviorists regard organization as an open social-technical system, and the research field has broken through the traditional framework, involving new fields such as management training and development, industry performance evaluation, management decision-making, organizational climate and organizational culture, and cross-cultural comparison. Fourthly, besides adhering to the tradition of emphasizing productivity, organizational behavior research pays more attention to the quality of work and life. According to organizational behavior, productivity and quality of work and life are not mutually exclusive. If the quality of work and life is not satisfactory, it is difficult to achieve high productivity. On the contrary, high productivity is a prerequisite for having the necessary resources to improve the quality of work and life. Organizational behavior pays more and more attention to the research on job satisfaction, employee safety and health, organizational culture, organizational commitment, psychological contract, stress management, work-family balance and so on. (2) The rise of active organizational behavior. Traditional organizational behavior pays more attention to solving negative obstacles such as organizations, teams, managers and employees. It is better to study how to guide and motivate passive and lazy employees. Study how to solve conflict, stress and job burnout more effectively; Improve bad attitudes and resistance to organizational change. The proposal of positive organizational behavior makes up for the deficiency of traditional organizational behavior. The theoretical basis of positive organizational behavior comes from the research results of positive psychology. The development of western positive psychology began in the 1960s, and in the 1990s, a large number of research results of positive psychology emerged. Seligman-Sikh town Mikhail (seligman, 2000) formally put forward the concept of positive psychology. Influenced by the theory of positive psychology, Rusens (2002) put forward the concept of positive organizational behavior. Positive organizational behavior is the research and application of the measurement, development and effective management of positive psychological quality and ability to improve the performance of individuals, groups and organizations. It emphasizes the measurability, development and performance correlation of positive psychological quality and ability. Self-efficacy, hope, optimism, subjective well-being and resilience are considered as typical representatives of positive psychological ability in positive organizational behavior.