第一章组织管理研究中的去语境化问题

Gregory Jackson, Markus Helfen, R. Kaplan, A. Kirsch, Nora Lohmeyer
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引用次数: 7

摘要

本章解决了组织与管理(OM)研究中许多理论构建受到去语境化困扰的问题。作者认为,去语境化主要有两种形式:还原论和大理论。然而,还原论倾向于淡化背景,以支持个人行为,而大理论只在高度抽象的非历史术语中看待背景。这种去语境化是有问题的,至少有两个原因。首先,理论的边界条件仍未以威胁科学有效性的方式被探索。其次,去语境化限制了OM理论充分理解组织在社会中的作用,从而解决社会重大挑战的潜力。通过对管理学研究的四个领域——性别、员工声音、企业社会责任(CSR)和制度逻辑——的批判性回顾,这些主张得到了例证,并提出了可能有助于克服非情境化研究的对应物。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Chapter 1 The Problem of De-contextualization in Organization and Management Research
This chapter addresses the concern that much theory building in organization and management (OM) research suffers from de-contextualization. The authors argue that de-contextualization comes in two main forms: reductionism and grand theory. Whereas reductionism tends to downplay context in favor of individual behavior, grand theory looks at context only in highly abstract ahistorical terms. Such de-contextualization is problematic for at least two reasons. First, the boundary conditions of theories remain unexplored in ways that threaten scientific validity. Second, de-contextualization limits the potential of OM theory to fully understand the role of organizations in society and thereby address societal grand challenges. These claims are exemplified through critical reviews of four fields in OM research – gender, employee voice, corporate social responsibility (CSR), and institutional logics – and counterpoints that may help to overcome de-contextualized research are presented.
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