A Study on the Hesitance in Organizational Spirituality Adoption

10.30132/JER.201203.0004

胡哲生(Jer-San Hu)；黃浩然(Haw-Ran Wong)

靈性 ； 組織靈性 ； 風險 ； 認知風險 ； 使命 ； Spirituality ； Organizational Spirituality ； Risk ； Perceived Risk ； Mission

創業管理研究

7卷1期（2012 / 03 / 01）

83 - 106

英文

組織靈性對以價值和使命為導向的組織由其重要，特別是在互動的層次上，更涉及個人價值與組織價值的交換。雖然過去的研究對於組織靈性的重要性都予於肯定，但都以員工接納為前提而忽略了交換過程中可能出現的消極反應。因此，本研究希望探討在一個多元文化與多元宗教情況下，可能阻礙組織靈性傳遞的消極現象。本研究使用了深度訪談及扎根理論等質性研究的方法，並發現認知風險概念，其中時間、社會、心理、功能和虔敬五個構面由其有用。本研究認為認知風險的概念有助於對組織靈性猶豫的瞭解並提出五個構面和屬性的架構。

Organizational spirituality, critical for value and mission oriented organizations, on the interactive level involves the exchange between personal values and organizational ones. Though past studies affirmed the importance of organizational spirituality, an assumption was made on the acceptance of the employees, where the passivity in the interaction was neglected. This research aimed to understand the phenomenon of hesitation that hindered the interaction of organizational spirituality, in a multi-culture and multi-religion context. This research employed the qualitative method, particularly the in-depth interviews and the grounded theory method and found that the multi-faceted perceived risk concept was useful, where five dimensions of perceived risks were involved: time, social, psychological, functional, and devotional dimensions. Also, believing the perceived risk concept might be extended into organizational spirituality, this research proposes a framework that consists of the five dimensions and properties.