刘军,朱征,李增鑫

• 1:中国人民大学商学院

摘要(Abstract)：

近年来,越来越多的管理学者呼吁"研究中国问题、讲好中国故事"。尽管一批学者对"本土管理研究"的基本问题(如对象、原则和方法论等)进行了探讨和澄清,但从研究实践的角度来看,我们仍不十分清楚中国管理好故事是什么,以及如何发现和讲述中国管理好故事。本文通过整理、归纳和剖析国内外期刊上呈现的优秀中国管理故事,针对以下三方面内容进行深入探讨:究竟什么样的故事是好的中国管理故事?在研究想法产生阶段,我们应该如何提出重要的、有价值的研究问题?在研究设计和执行阶段,我们应该如何选择合适的方法、规范的操作来提升研究的严谨性和可靠性?希望通过对管理研究案例的梳理和分析,激发研究者对本土现象的关注和兴趣,从研究实践的角度为国内管理学研究者讲好中国管理故事指明方向。

关键词(KeyWords)： 中国故事;中国管理;研究问题;研究设计;责任与行动方向

Abstract:

Keywords:

基金项目(Foundation): 国家杰出青年科学基金项目(71425003)

作者(Author): 刘军,朱征,李增鑫

DOI: 10.16538/j.cnki.fem.20200630.101

参考文献(References)：

• [1]艾尔·巴比著,邱泽奇译.社会研究方法[M]. 2版.北京:华夏出版社, 2018.
• [2]陈春花.管理研究与管理实践之弥合[J].管理学报,2017,(10):1421-1425.
• [3]陈维政,任晗.人情关系和社会交换关系的比较分析与管理策略研究[J].管理学报,2015,(6):789-798.
• [4]陈晔,白长虹,吴小灵.服务品牌内化的概念及概念模型:基于跨案例研究的结论[J].南开管理评论,2011,(2):44-51, 60.
• [5]高子茵,宋继文,欧阳林依,等.因时乘势,与时偕行——小米模式背后的时间领导力[J].管理学报,2019,(11):1581-1592,1600.
• [6]李海舰,李文杰,李然.中国未来养老模式研究——基于时间银行的拓展路径[J].管理世界,2020,(3):76-90.
• [7]李平.中国本土管理研究与中国传统哲学[J].管理学报,2013,(9):1249-1261.
• [8]李平,杨政银,陈春花.管理学术研究的“知行合一”之道:融合德鲁克与马奇的独特之路[J].外国经济与管理,2018,(12):28-45.
• [9]李志刚,许晨鹤,乐国林.基于扎根理论方法的孵化型裂变创业探索性研究——以海尔集团孵化雷神公司为例[J].管理学报,2016,(7):972-979.
• [10]刘超,刘军,朱丽,等.规则适应视角下辱虐管理的成因机制[J].心理学报,2017,(7):966-979.
• [11]刘军,吴隆增,林雨.应对辱虐管理:下属逢迎与政治技能的作用机制研究[J].南开管理评论,2009,(2):52-58.
• [12]刘军,吴隆增,许浚.政治技能的前因与后果:一项追踪实证研究[J].管理世界,2010,(11):94-104.
• [13]刘意,谢康,邓弘林.数据驱动的产品研发转型:组织惯例适应性变革视角的案例研究[J].管理世界,2020,(3):164-183.
• [14]陆亚东,符正平.“水”隐喻在中国特色管理理论中的运用[J].外国经济与管理,2016,(1):3-14.
• [15]莫申江,王夏阳,陈宏辉,等.由敬畏到人心:组织伦理系统破解员工离职困局的新视角——以山东老家饮食连锁公司为例[J].管理世界,2015,(2):137-152, 188.
• [16]潘安成,张红玲,肖宇佳.“破茧成蝶”:知恩图报塑造日常组织活动战略化[J].管理世界,2016,(9):84-101.
• [17]彭贺.管理研究与实践脱节的原因以及应对策略[J].管理评论,2011,(2):122-128.
• [18]施卓敏,郑婉怡.面子文化中消费者生态产品偏好的眼动研究[J].管理世界,2017,(9):129-140, 169.
• [19]斯蒂芬·P.罗宾斯,蒂莫西·A.贾奇著,孙健敏,李原,黄小勇译.组织行为学[M]. 14版.北京:中国人民大学出版社, 2012.
• [20]王建明,贺爱忠.消费者低碳消费行为的心理归因和政策干预路径:一个基于扎根理论的探索性研究[J].南开管理评论,2011,(4):80-89, 99.
• [21]王丽娟,高玉平.基于儒家价值观的顾客关系模型[J].管理世界,2013,(2):180-181.
• [22]王庆娟,张金成.工作场所的儒家传统价值观:理论、测量与效度检验[J].南开管理评论,2012,(4):66-79, 110.
• [23]武亚军.中国本土新兴企业的战略双重性:基于华为、联想和海尔实践的理论探索[J].管理世界,2009,(12):120-136.
• [24]徐细雄,龙志能,李万利.儒家文化与企业慈善捐赠[J].外国经济与管理,2020,(2):124-136.
• [25]张晓洁,王海珍.中国文化背景下管理中的“关系”研究综述[J].管理学报,2014,(7):1087-1094.
• [26]张亚军,张军伟,崔利刚,等.组织政治知觉对员工绩效的影响:自我损耗理论的视角[J].管理评论,2018,(1):78-88.
• [27]周文辉,邓伟,陈凌子.基于滴滴出行的平台企业数据赋能促进价值共创过程研究[J].管理学报,2018,(8):1110-1119.
• [28]周禹,刘光建,唱小溪.管理学“矛盾视角”的概念内涵与主要范式[J].管理学报,2019,(9):1280-1289.
• [29]朱秀梅,林晓玥,王天东.数字创业生态系统动态演进机理——基于杭州云栖小镇的案例研究[J].管理学报,2020,(4):487-497.
• [30]Baer M, Dhensa-Kahlon R K, Colquitt J A, et al. Uneasy lies the head that bears the trust:The effects of feeling trusted on emotional exhaustion[J]. Academy of Management Journal,2015, 58(6):1637-1657.
• [31]Becker T E. Potential problems in the statistical control of variables in organizational research:A qualitative analysis with recommendations[J]. Organizational Research Methods,2005, 8(3):274-289.
• [32]Bono J E, McNamara G. Publishing in AMJ-Part 2:Research design[J]. Academy of Management Journal,2011, 54(4):657-660.
• [33]Cao J, Hamori M. How can employers benefit most from developmental job experiences? The needs-supplies fit perspective[J]. Journal of Applied Psychology,2020, 105(4):422-432.
• [34]Chen M J. Competitor analysis and interfirm rivalry:Toward a theoretical integration[J]. Academy of Management Review,1996, 21(1):100-134.
• [35]Chen X W, Zhu Z, Liu J. Does a trusted leader always behave better? The relationship between leader feeling trusted by employees and benevolent and laissez-faire leadership behaviors[J]. Journal of Business Ethics,2019.
• [36]Colquitt J A, Conlon D E, Wesson M J, et al. Justice at the millennium:A meta-analytic review of 25 years of organizational justice research[J]. Journal of Applied Psychology,2001, 86(3):425-445.
• [37]Colquitt J A, George G. Publishing in AMJ-Part 1:Topic choice[J]. Academy of Management Journal,2011, 54(3):432-435.
• [38]Colquitt J A, Scott B A, Rodell J B, et al. Justice at the millennium, a decade later:A meta-analytic test of social exchange and affect-based perspectives[J]. Journal of Applied Psychology,2013, 98(2):199-236.
• [39]Creswell J W, Clark V L P. Designing and conducting mixed methods research[M]. 2nd ed. Thousand:SAGE Publications Inc., 2010.
• [40]Fan X L, Wang Q Q, Liu J, et al. Why do supervisors abuse subordinates? Effects of team performance, regulatory focus, and emotional exhaustion[J]. Journal of Occupational and Organizational Psychology,2020.
• [41]Hofmann D A, Morgeson F P, Gerras S J. Climate as a moderator of the relationship between leader-member exchange and content specific citizenship:Safety climate as an exemplar[J]. Journal of Applied Psychology,2003, 88(1):170-178.
• [42]Hu J, Erdogan B, Jiang K, et al. Leader humility and team creativity:The role of team information sharing, psychological safety, and power distance[J]. Journal of Applied Psychology,2018, 103(3):313-323.
• [43]Huang X, Chen X P, Hitt M, et al. Management and Organization Review special issue on ‘Responsible leadership in China and beyond:A responsible research approach’[J]. Management and Organization Review,2020, 16(1):215-220.
• [44]James L R. The unmeasured variables problem in path analysis[J]. Journal of Applied Psychology,1980, 65(4):415-421.
• [45]Lin K J, Savani K, Ilies R. Doing good, feeling good? The roles of helping motivation and citizenship pressure[J]. Journal of Applied Psychology,2019, 104(8):1020-1035.
• [46]Matta F K, Scott B A, Colquitt J A, et al. Is consistently unfair better than sporadically fair? An investigation of justice variability and stress[J]. Academy of Management Journal,2017, 60(2):743-770.
• [47]Qin X, Ren R, Zhang Z X, et al. Fairness heuristics and substitutability effects:Inferring the fairness of outcomes, procedures,and interpersonal treatment when employees lack clear information[J]. Journal of Applied Psychology,2015, 100(3):749-766.
• [48]Qin X, Huang M P, Johnson R E, et al. The short-lived benefits of abusive supervisory behavior for actors:An investigation of recovery and work engagement[J]. Academy of Management Journal,2018, 61(5):1951-1975.
• [49]Tsui A S. Editor’s introduction-autonomy of inquiry:Shaping the future of emerging scientific communities[J]. Management and Organization Review,2009, 5(1):1-14.
• [50]Tsui A S. GUIDEPOST:Responsible research and responsible leadership studies[J]. Academy of Management Discoveries,2019.
• [51]Wee E X M, Liao H, Liu D, et al. Moving from abuse to reconciliation:A power-dependence perspective on when and how a follower can break the spiral of abuse[J]. Academy of Management Journal,2017, 60(6):2352-2380.
• [52]Yao J J, Zhang Z X, Brett J, et al. Understanding the trust deficit in China:Mapping positive experience and trust in strangers[J]. Organizational Behavior and Human Decision Processes,2017, 143:85-97.
• [53]Zhang X N, Liao H Y, Li N, et al. Playing it safe for my family:Exploring the dual effects of family motivation on employee productivity and creativity[J]. Academy of Management Journal,2019.
• [54]Zhang Y, Waldman D A, Han Y L, et al. Paradoxical leader behaviors in people management:Antecedents and consequences[J]. Academy of Management Journal,2015, 58(2):538-566.