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本文介绍了当代经济学组织理论研究中引入准则的理论缘起,剖析了准则的引入在既有的理性选择分析框架中造成的理论困境和混乱。本文认为,第一,行动者的准则实际上是隐含在其既定的认知结构中的;第二,既定的认知结构反映着行动者身处其中的互动关系,含有自利与非自利两种雏度,而不是只有一元的自利雏度;第三,行动者个人的准则既不是由其自利理性计算支持的,也不是与其自利偏好无关的外生的社会参数,而是相反,它界定着行动者的自利偏好,是其理性计算的出发点。因此,当我们从个人理性选择的角度来把握一个组织的治理结构和协作状况时,必须首先考虑协作各方所达成的(或相互冲突的)互动准则构架。最后,笔者以上述结论为框架对一个组织中的协作关系进行了个案分析。
This paper introduces the theoretical origins of the guidelines introduced in the theoretical studies of contemporary economics and analyzes the theoretical difficulties and chaos caused by the introduction of the guidelines in the framework of the existing rational choice analysis. This paper argues that, first, the guidelines for actors are actually implicit in their established cognitive structure; second, the established cognitive structure reflects the interactive relationship among actors, including self-interest and non-self And not just a dollar of self-interest; Third, the individual norms of actors are neither supported by their own rational calculations nor are exogenous social parameters unrelated to their preferences On the contrary, it defines the self-interest preference of actors and is the starting point of its rational calculation. Therefore, when we grasp the governance structure and cooperation status of an organization from the perspective of individual rational choice, we must first consider the framework of the interaction rules (or conflicting) reached by all parties involved. Finally, based on the above conclusion, the author gives a case analysis of the collaborative relationship in an organization.