宝剑锋从磨砺出，梅花香自苦寒来。经过在DBA的课程学习与实践，2022年12月15日，DBA四期班同学、山东魏桥创业集团有限公司董事长、中国宏桥集团有限公司董事会主席兼行政总裁张波迎来了他的最终答辩时刻。张波同学在答辩现场阐述了《工作岗位、员工心理所有权与变革承诺》，成果丰硕，最终顺利通过答辩。恭喜张波同学，让我们一起回顾他的高光时刻。

企业家学者项目（DBA）整合全球优质教育资源，打造极具前沿性和系统性课程，在框架模块、聚焦模块、专题研究+实践课堂这三大核心课程中，涵盖2大金融主题与4大微观主题，探索6大宏观方向，定制化行业专题，走访行业内领军企业。张波同学正是在理论与实践的碰撞中，收获了应对新商业文明下新问题与新挑战的能力。“理解 - 判断 - 实践 - 引领”的DBA学习之旅，让他在企业家学者项目中历经了新商业文明的一次次洗礼，完成了跨越式的思想“突围”。 

本次论文答辩，来自长江商学院和新加坡管理大学（SMU）的教授们共同见证了张波同学的学术成果。

Lily KONG

President;Lee Kong Chian Chair Professor of Social Sciences,SMU

Yijiang WANG

Professor of Economics,CKGSB

Roy CHUA

Professor of Accounting,SMU

 

张波 | 工作岗位、员工心理所有权与变革承诺

张波同学答辩中

▇ 论文摘要：

组织变革对企业发展至关重要，组织要顺利实现重大变革，员工的支持是重要保障。然而企业在实施重大变革的过程中，不同岗位的员工对变革的态度和行为存在较大差异，但学者对此探索不足。为此，本研究探索企业实施组织变革过程中的员工承诺问题，致力于回答为何不同级别、职能的员工会产生不同程度的变革承诺，以及岗位特征影响员工变革过程中心理所有权的作用。

本文认为，岗位级别和管理岗位通过拥有空间、追求功效和自我识别三个方面影响员工的心理所有权，岗位级别越高，或者越是管理岗位，员工的心理所有权越大；心理所有权与持续、情感和规范变革承诺之间，分别呈倒U型、U型和U型关系。

本研究采用定量与定性研究结合的方法，以山东魏桥创业集团2019年的工厂搬迁为研究情境，通过问卷调查收集样本数据，实证检验支持上述假设。针对实证研究无法体现数据背后的过程机制的问题，本研究采用案例研究方法，以魏桥创业2003年铝电协同变革作为研究对象，进一步检验了实证研究结论的稳健性。本研究不仅丰富了组织变革、变革承诺和心理所有权的研究，对于企业变革实践也具有重要的借鉴意义。

答辩现场

▇ ABSTRACT：

Organizational change is crucial to the development of enterprises. If an organization is longing for a major change, it must obtain support from its employees first. However, when enterprises are implementing major changes, there are great differences in the attitudes and behaviors of employees in different positions toward changes, but scholars' research in this respect is insufficient. Therefore, this paper aims to research the problem of employee commitment amid enterprises' organizational change. It is committed to answering why employees at different levels and functions have different degrees of commitment to change, and confirming the role of position characteristics in affecting employees' psychological ownership in the change process. 

According to this paper, the impact of the position level and the managerial position on employees' psychological ownership lies in three aspects—having space, pursuing efficacy and self-identity. The higher the level or the managerial position is, the higher employees' psychological ownership is. There is an inverted U-shaped relationship between psychological ownership and continuance commitment to change, a U-shaped relationship between psychological ownership and affective commitment to change and a U-shaped relationship between psychological ownership and normative commitment to change. 

张波同学在长江DBA课堂上

Using both quantitative and qualitative research methods, the above assumptions have been tested through empirical research targeting the relocation of the factory of Shandong Weiqiao Pioneering Group Company Limited (hereinafter referred to as WEIQIAO PIONEERING) in 2019. Given that the empirical research fails to show the process mechanism behind the data, the case study method has also been adopted to further test the robustness of the empirical research conclusion by taking the aluminum-electricity collaborative reform of WEIQIAO PIONEERING in 2003 as the research object. In addition to enriching the studies on organizational change, commitment to change and psychological ownership, this study is also of important reference significance for enterprises' change practice.

合影

论文答辩圆满结束，但作为终身学习者，这是张波同学的又一个起点。未来，他将带着对中西方管理学理论的认知与思考，继续践行新商业文明；用独到的洞见不断为中国经济注入新动力，引领行业的发展方向。