组织惯例概念界定及其结构模型：基于扎根理论的研究

近年来，得益于组织惯例的再定义和惯例二维观的提出，组织惯例在组织任务完成以及组织创新和发展中的根本性作用已经得到广泛的认同，相关研究随之呈现繁荣景象。但组织惯例所代表的集体行为模式由哪些方面构成或组织惯例的具体内容是什么，尚未得以揭示，使整个研究领域呈现出根基不稳的状态。 在梳理有关组织惯例的基本概念及其二维构成理论的基础上，选择天地华宇定日达惯例、宏康针织订单完成惯例和上海移动投诉处理惯例作为研究对象，通过访谈、观察和文档资料等方式获取相关数据，采用扎根理论方法，按照开放性编码、主轴编码和选择性编码的路径，对组织惯例的概念进行有效界定，析出各维度之间的相互关系，并构建组织惯例结构模型。 研究具体化组织惯例概念的构成，得出组织惯例由显性规范、共享基模、共倾行动、专业能力和执行异动5个维度构成；构建组织惯例概念模型，验证组织惯例由启示面和执行面构成以及两者之间的互动关系，即代表执行面的执行异动和代表启示面的其他4个维度之间存在互动关系；代表组织惯例基本原则和思想的启示面除了已有研究提出的集体层面的共享基模和共倾行动，还包括组织层面的显性规范以及个体层面的专业能力，且4个维度之间相互依存。 研究旨在具体化组织惯例的概念，深化组织惯例二维观理论，为该领域的深入研究创建基础，改变该领域当前对组织惯例概念的理解仅停留在单一、抽象层面的局面，并指导组织实践者深入理解组织惯例的内涵和意义。受扎根理论编码过程主观性的限制，有必要对调研资料进行反复比较和编码对比，进一步完善和检验所构建的概念模型。

Definition of Organizational Routine and Its Construct Dimensions: A Grounded Theory Research

In recent years, inferable from the redefinition of organizational routines(i.e., stream of actions involving a series of activities which are repetitive, recognizable patterns of interdependent actions involving multiple actors) and further digging into organizational routines we come across two-aspects(i.e., organizational routines consist of the perfomative aspect and the ostensive aspect, with an interrelationship between the two), the fundamental contribution of organizational routines in organizational tasks undertaking as well as organization innovation and development has been acknowledged, accompanied by a prosperity in the research field of organizational routines. However, the issue that what the collective behavior model represented by organizational routines is or what organizational routines consist of still hasn''t been addressed, which opens a new dimension of research in this field. Based on a review of relevant research on definition of organizational routines and the two-aspect view, this paper selected the Definite-Day business routine of Arima World Group, the order completion routine of Hcoom, and the complaint settlement routine of Shanghai Mobile as samples. Going deeper to study their actions/tasks information is collected via face to face interviews, observations and archival data, and adopted the method of Grounded Theory with a process from open coding to axial coding and to selective coding, aiming to construct an operational concept of organizational routines, clarify the relationships among their dimensions and set up a construct model. The research specifies the construct of organizational routines and promotes a five-dimensional concept consisting of performance differentiation, explicit rules, shared schemata, common tendency and professional capability. It sets up a construct model of organizational routines and confirms the interactive relationship between the performative aspect and the ostensive aspect of organizational routines, i.e., the interaction between performance differentiation and the other four dimensions. Furthermore, the research indicates that, the ostensive aspect of an organizational routine consists of not only core dimensions of shared schemata and common tendency on the collective level of an organization proposed by existing research, but also explicit rules on the organizational level and professional capability on the individual level. Its four dimensions interact with each other. This research targets the deeper understandings of two dimensions of routines, to set up a foundation for systematical research in this field, to change the current situation that the understanding of organizational routines remains on an abstract and single-dimension-construct level, and also to further guide practitioners to better understand the meaning and value of organizational routines. Due to the subjectivity of Grounded Theory in coding process, it is necessary to further analyze the data and improve the set-up construct model.