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基于网络结构对组织行为的影响,运用图论以及社会网络理论模拟员工间的关系网络结构,借助主方程理论建立员工间影响力的状态转移方程,构建员工对组织转型决策认同度的演化机制,运用数值仿真方法,研究员工网络结构对企业转型决策认同度的影响作用。结果表明:员工对企业转型决策的认同度受员工网络、员工心理状态等因素的作用。具体表现为:在全连通网络结构下,所有员工对组织转型决策的认同度将趋于一致;若员工网络中存在孤立节点,其对组织转型决策的认同度将不受任何员工影响;若员工网络中存在对其他员工有负面作用的节点,员工对组织转型决策的最终认同度将受到该节点出度的作用,稳定状态下的认同度随着出度的增加而减少;不论网络结构怎么变化,随着时间的演化,员工对组织转型决策的认同度将趋于稳定。
Based on the influence of network structure on organizational behavior, graph theory and social network theory are used to simulate the relationship network structure among employees, and the master equation theory is used to establish the state transition equations of employee influence, and the evolution mechanism of employee recognition of organizational transformation decision is constructed. Using numerical simulation methods, the effect of employee network structure on the recognition degree of enterprise transformation decisions was studied. The results show that employees’ recognition of corporate transformation decisions is influenced by factors such as employee networks and employees’ psychological status. The specific performance is: Under the fully connected network structure, the recognition of all employees on the organization’s transformation decisions will tend to be consistent; if there is an isolated node in the employee network, its recognition of organizational restructuring decisions will not be affected by any employees; if employees In the network, there are nodes that have negative effects on other employees. The final recognition of employees’ decision-making on organizational transformation will be affected by the degree of out-degree of the node. The degree of recognition in the steady state decreases with the increase of degree of out-degree; no matter how the network structure changes With the evolution of time, employees’ recognition of organizational transformation decisions will tend to be stable.