集成突变论和演化博弈的企业员工冲突行为研究

对企业员工冲突行为的动态分析是开展冲突管理的前提和关键。本文从突变理论和演化博弈相结合的全新视角,构建了企业员工冲突突变行为演化模型,解释了员工冲突行为在利益与情感两类至因变量的作用下变化过程。随后在此基础上结合演化博弈理论,探讨了组织与员工冲突决策的演化规律及冲突局势的发展特征,提出了冲突管理的策略及措施。研究结果表明:员工冲突行为在利益和情感影响下可能发生突变,利益因素决定是否发生突变,情感因素决定发生突变的时间点及突变程度;企业对员工群体的合理诉求采取强硬态度是一种短视行为,应本着人本管理思想让利于员工;在极端冲突事件出现后,企业即便将冲突得益全部让给员工也不可能平息争端,必须付出额外的代价;在员工出现极端行为后,企业应依照法规按原则处理,若为了消除影响而一味退让反而会使恶性冲突趋于扩大;企业倡导积极统一的文化价值观对冲突管理是十分有益的。

Research on Conflict Behavior between Enterprises and Employees Based on Catastrophe Theory and Evolutionary Game

To make dynamic analysis of conflict incidents between enterprises and employees is the premise and key for conflict management. From the new perspective of catastrophe theory and evolutionary game, this article constructs the Cusp Catastrophe evolutionary Model of enterprises-employees' conflict behaviors and reasonably explains the employees' conflict behaviors' change process under the influence of the two dependent variables: interest and emotion. According to the theory, we discuss the evolution rules of conflict decisions between enterprises-employees and developmental characteristics of the conflict situations, thereby putting forward measures of conflict management. The research reveals the main results as follows. Firstly, employees' conflict behaviors may occur under the influence of interest factors and emotional factors. Interest factors decide whether the conflict will happen and emotional factors decide when it will happen and its degrees. Secondly, it is short-sighted for enterprises to adopt a tough attitude to the employees' reasonable claim On the contrary, it is better for the enterprises to give benefits to employees from the view of humanism management. Thirdly, in the extreme conflict, if the full benefit the enterprises give to employees still cannot quell the dispute, they need to pay more additional cost. Finally, when employees show extreme behaviors, they should be dealt with according to relevant laws and regulations. Otherwise, the vicious conflict incidents tend to be expanded if the enterprises try to eliminate its effects by blind concession. However, it is very effective for the enterprises to cope with conflict by advocating positive and unified corporate values.