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随着信息技术的不断革新和组织环境复杂动态性的不断加强,高管团队对组织问题进行决策是降低环境复杂性、模糊性及缓解企业决策压力的有效途径。然而传统的纵向组织结构权力配置方式已经无法适应现在团队的工作模式,决策权的分配已经由过去的纵向分权转变为横向权力的配置,高管团队内部决策权的横向配置更有利于保证企业决策的有效性。本文引入高管团队横向集权和团队认同的概念,构建横向集权、团队认同和团队决策效果的关系模型,通过实证分析得出以下结论:(1)高管团队横向集权对(高层管理团队)团队认同、决策速度和决策效果存在显著的消极影响;(2)高管团队认同对决策效果的提升具有积极影响;(3)高管团队认同在决策权横向配置对决策效果的影响路径中存在中介作用。
With the continuous innovation of information technology and the ever-increasing complexity of the organizational environment, senior management team decision-making on organizational issues is an effective way to reduce environmental complexity, fuzziness and ease pressure on corporate decision-making. However, the traditional configuration of vertical organizational structure power has been unable to adapt to the current team’s work mode, the allocation of decision-making power has been transformed from the vertical decentralization of power in the past to horizontal power allocation, the horizontal allocation of senior management team internal decision-making power is more conducive to ensure that enterprises The effectiveness of decision-making. In this paper, we introduce the concept of horizontal centralization and team identity of senior management team to construct the relationship model between horizontal centralization, team identity and team decision-making effect. The following conclusions are drawn from the empirical analysis: (1) Identity, speed of decision-making and decision-making effect; (2) the senior management team agree positively to the improvement of the decision-making effect; (3) the senior management team agree that there is an intermediary in the path of influence of the decision- effect.