组织情境中的影响策略研究述评

影响策略是指个体采取的旨在使他人态度和行为产生预期改变的行为方式。组织情境下的影响策略受动机、场控制和自我监控等因素的影响，对工作绩效、薪酬、晋升和一些积极组织行为有显著的预测作用。本文侧重介绍了影响策略的结构、测量、前因后果变量以及跨文化研究等方面内容，总结了已有研究为管理实践提供的有价值参考，并指出研究方法的有效互补、对基层职员影响策略的关注和基于中国人行为观念的本土化研究是今后探讨的主要方向。

A Review of Research on Influence Tactics in Organizations

This paper is a systematic review of the literature on organizational influence tactics.Influence tactics are skills which people use to influence others to obtain personal benefits or to satisfy organizational goals.Using influence tactics can be served as an indicator of individuals’interpersonal influence power and their career development in organizations.That’s the main reason why researchers mainly foused on the influence tactics for the past decades.The article reviewed the main aspects related to the influence tactics in organizations,which researchers most concerns.These aspects include structure,measurement,antecedents,and outcomes of the influence tactics,and cross-cultural studies on the influence tactics.A series of questionnaires to measure influence tactics according to different types of influence behavior were developed by organization scholars.Profile of Organizational Influence Tactics(POIS) was the first scale to measure influence tactics at work.It contains 7 dimensions,and the psychometric property testing of POIS showed that this scale had a good reliability and validity.Influence Behavior Questionnaire(IBQ) is another scale to measure the influence tactics.IBQ contains 8 dimensions.But its psychometric properties were better than POIS.Taking culture into account,the scale of Strategies of Upward Influence(SUI) measures the influence tactics across different cultures.SUI contains two clustered dimensions and 11 single dimensions.Psychometric property testing of SUI in different cultures shows that SUI has a more acceptable reliability.The review of previous research on the influence tactics indicated that motivation,self-monitor,and the locus of control were main antecedents of the influence tactics.These dispositional variables had significant effects on individuals’influence tactics.While performance evaluation,promotion,salary and,in recent years,positive organizational behaviors were main outcomes of influence tactics,they were found significantly impaited by the influence tactics.Reacently,researchers on the comparison studies of the influence tactics between Chinese culture and Western culture.They found significant difference of using the influence tactics between Chinese employees and Western employees.For instance,one study showed that Chinese managers gave"gift giving"a more effective evaluation,whereas American managers gave"reasonable persuasion"a more effective evaluation.Although there are many useful implications for personnel management,the notable drawbacks still exist in previous studies.First,most studies tend to use questionnaires as the primary research methods to collect data.That may cause some statistical biases such as self-report distortion and system bias.Second,the samples of most studies were limited to management employees.Only a few researchers selected their samples from both management and non-management employees.Third,the localized research of influence tactics in China needs to be improved,as those most localized studies of influence tactics in China rely on concept construction,theories and measurement tools that are adopted by Western studies.Up to now,few studies of the influence tactics have been concerned about traditional Chinese culture,such as Chinese interpersonal relationship,Chinese people’s etiquettes,and the culture of face dignity.These problems and drawbacks of the previous studies can also be considered as the directions for future research.