<<ህ ีఒြࣩᆚ౦Бᇏ֥ಕุԊࠣࢳथࠏᇅ屈宝强ᇏݓ॓࿐ඌྐ༏࣮෮ Кࣘ1000381ᅋေ2群体冲突是企业竞争情报工作关系的重要表现形式之一b竞争情报工作中的群体冲突可以从冲突产生动因a内容和CI工作内容三个维度进行分析,产生冲突的原因主要包括各群体认知水平差异a竞争情报工作中的角色和工作任务差异a群体间利益均衡机制缺失a竞争情报组织机制不健全a竞争情报工作的方式和规模等b这些群体冲突可以通过群体重组a功能群体网络化a群体间凝聚力提升a群体间利益分配等解决b1ܱՍ2竞争情报 群体冲突 解决机制1ٳোݼ2G350GroupConflictsinEnterpriseCompetitiveIntelligenceProcessandtheSettlementMechanismQuBaoqiangInstituteofScientific&TechnicalInformationofChina,,-ducestheseconflictsmainlyincludesthedifferenceofgroupcognitionleve,lthedifferenceoftheroleandtasksduringtheCIworkpro-cedures,absenceofthebenefitbalancemechanism,flawofCIorganizingmechanism,,constructingthefunctiongroupnetwork,heighteningthegroupagglomera-tion, groupconflict settlementmechanismࣼ൞චٚࠇ؟ٚᆭࡗթᄝ҂,๙ӈऎႵअ૫ࣅᅦaᆚ1 ႄ ᆳ҂؎a౦࿂߄ࠣਆࠞ߄֩หᆘ,طᆃোԊ၂֊֤ܵ֒,߶۳ؒջটࠒ֥ࠞࢲݔb ఒြࣩᆚ౦Б۽ቔቔູఒြᅞथҦ֥ᇗေ၇ऌބٚم,ေട֥ࠣ۲۽ቔಕุ๙৯ކቔ,ൌགྷCIଢ2 ࣩᆚ౦Б۽ቔᇏ֥ಕุԊѓbᄝఒြࣩᆚ۽ቔൌᇏ,۲۽ቔಕุࡗ֥؛ބԊູࠞ௴ђ,ᆃᇕ؛ބԊ۳ఒြCI۽ቔջটਔ 群体冲突及其类型႕ཙ,൞ఒြсྶܱᇿ֥໙ีb ಕุԊ൞ఒြࣩᆚ౦Б۽ቔܱ༢֥ᇗေіགྷྙ ಕุ(group)൞ᆷູਔൌགྷหק֥ଢѓ,Ⴎਆ۱ࠇൔᆭ၂bࣩᆚ౦Б۽ቔླေ۲োಕุ๙৯ކቔ,ᆃུਆ۱ၛഈཌྷቔႨ,ཌྷ၇ঠ֥۱ุቆކӮ֥ࠢކุbಕุॖၛ൞ࣩᆚ౦Б҆ࠇః֥҆ದჴ,ॖି൞ࣩᆚ౦Б۽ቔᇏ֥ಕุᇶေႵ:ֻ၂,ଁಕุ,ᆷॴ֥҆၂۱ཬಕุ,ᆃུಕุၛປӮݺఒြࣩᆚ౦ऎႵᆰཌܱ༢֥ഈ༯ࠩჴ۽ࠢކ;ֻؽ,ༀಕБ۽ቔູ܋ଢѓ,ି৯აหӉҀbุ,ᆷູଖ၂ࣩᆚ౦Бሰༀط܋۽ቔ֥ಕุ,ॖၛ ࣩᆚ౦Б۽ቔᇏ֥ಕุԊॖିؿളᄝࣩᆚ౦БႮॴ҆ದჴቆӮ;ֻ,ܱྏ၂ଢѓ֥০ၭಕ۽ቔಕุაఒြః҆෮උಕุࡗ,္ॖିؿളᄝุ;ֻඹ,ႚႵ܋ห֥ׄႶၱಕุbԊ(conflict)ࣩᆚ౦Б҆ଽ҆۽ቔಕุ(ᇶေЇও:ࣩᆚ౦Б۽ቔᆷ۲ྛູᇶุູଔሱദ০ၭطაఃྛູᇶุᆭࡗܿ߃ಕุaࣩᆚ౦Бෆࠢಕุaࣩᆚ౦Бٳ༅ಕุaࣩ֥ؓ৫aؓॆބᆚ,০ၭᇶุ၂֥ٚ০ၭູਔЌሱᆚ౦Бബಕุaࣩᆚ౦Бః۽ቔಕุ[2])ᆭࡗ;ॖദ০ၭؓਸ਼၂ٚҐ౼ֱؓྛࣼܒӮਔԊ[1]bԊିؿളᄝਵ֝-ჴ۽֥ଁಕุᇏ,္ॖିؿള ൬۠ರ௹:2009-03-18 Ч໓ఏᆸ်:20-23,9 Ч໓ᄳщࠠ:ྞွ 2 0#LIBRARYANDINFORMATIONSERVICE#
>>ֻ53जֻ10௹ 2009୍5ᄅ ᄝࣩᆚ౦Б҆ଽຓ֥ྛᆟࠩљ֥০ၭಕุᆭ߶႕ཙಕุӮჴؓఃཌྷܱ༢֥ಪᆩ,֝ᇁܱ༢ಪࡗ,ߎॖିؿളᄝູղ֞၂ଢ֥֥ༀಕุᆭࡗ;ᆩԊ,ܱ༢Ԋ࠻ॖିؿളᄝෆࣩࠢᆚ౦Бభު(ॖॖି൞ࣩᆚ౦Б۽ቔᇏమᄝ֥ಕุԊ,္ॖି൞۲ି൞ࣩᆚؓ൭്љࢨ؍,ॖି൞౦Бٳ༅ࢨ؍),֝ᇁ۱۽ቔಕุۋत֞aุဒ֞aࠇૼ߄֥Ԋ;ॖିݖӱಪᆩԊbႮႿؓෆࣩࠢᆚ౦Бༀ֥҂ुم൞ࣩᆚ౦Б۽ቔᇏಕุᆭࡗࡎᆴࡎބ࿊ᄴٚ૫֥Ԋ෮֝ᇁ֥౦࿂ّႋ߶֝ᇁᄝఃປӮݖӱԛགྷ౦࿂Ԋ,္ॖି൞ࣩᆚ౦Б۽ቔᇏ۲۱ಕุࡗ֥ಃ৯aᆯି,ࣉطႄఏༀ౦࿂Ԋ,ؓෆࠢ౦БༀࠣႮՎႄ֥Ԋbؿ֥౦࿂ّႋ߶֝ᇁಕุࡗܱ༢ࣅᅦ,ႄؿܱ༢౦࿂ #ՖԊӁള֥ၹົ؇ु,ᇶေЇওࣩᆚ౦БԊ,ൈ߶֝ᇁؓෆࣩࠢᆚ౦Бༀ֥ݖӱࠣປӮ۽ቔݖӱᇏ֥ಪᆩԊބ౦࿂ԊbಪᆩԊᆷ۲۽ٚൔ֥ࢳ҂,ႄؿݖӱ౦࿂Ԋ[5]bၹՎ,ࣩᆚ౦ቔಕุჰႵ֥ۀࠇಪᆩࢲܒაCI۽ቔٚൔٚمaགྷБᇏಕุԊଽಸބԊӁളၹބཌྷ႕ཙ,ఃؿൌߌ֥҂ཌྷژطӁള֥Ԋ;౦࿂Ԋᆷ۲۱ಕุᅚࢌҭࣉྛ,طᄝࣩᆚ౦Б۽ቔᇏ,ૄ၂۽ቔଽಸᇏᄝࣩᆚ౦Б۽ቔᇏఃಕุླྀቔ҂৯ၛࠣຓ҆ߌՏ֥Ԋ߶႕ཙ֞ః۽ቔଽಸᇏ֥Ԋ,ଖ၂۱ࢨ؍ࠗӁളุ֥ဒ֝ᇁ֥Ԋb֥Ԋ߶აఃభުࢨ؍֥Ԋࢌҭ႕ཙb #ՖԊ֥ଽಸົ؇ु,ᇶေЇওࣩᆚ౦Б۽ቔ 群体冲突的产生原因ݖӱᇏ֥ༀԊaݖӱԊބܱ༢ԊbༀԊ ࣩᆚ౦Б۽ቔᇏಕุԊ֥ჰၹЇওၛ༯ٚ૫:ᆷࣩؓᆚ౦Б۽ቔଽಸaଢѓಪᆩ҂၂ᇁ֝ᇁ֥Ԋ, #۲ಕุᄝࣩᆚ౦Б۽ቔᇏ֥࢘a۽ቔༀބหљ൞টሱ۲۱֥҆Ӯჴؓༀ֥҂ुمطᅱᇁֹ໊֥҂bCIቆᆮࢲܒ֥ҵၳa۲ಕุٳ۽֥҂Ԋ[3];ݖӱԊᆷؓປӮༀ֥ӱaٚم҂၂ᇁ෮֤ᆃུಕุᄝఒြଽ҆Լᆰٚཟބඣٚཟ҂༢֝ᇁ֥Ԋ;ܱ༢Ԋᆷაದ֥ࣩᆚ౦Б۽ቔࡎᆴaҪՑa֥҆ٳ߄,֝ᇁಕุᆭࡗᄝଢѓ࠹߃aٚمܴa۱ྟ֥֩҂ژط֝ᇁ֥Ԋ[4]bൌീaིࠛࡎaሧჷٳaসБԏ֩ྸ؟໙ีഈ #Ֆࣩᆚ౦Б۽ቔଽಸु,ࣩᆚ౦Б۽ቔଽಸᇶ߶ӁളԊbေЇওಒಪ܄ඳ֥ࣩᆚؓ൭aෆࣩࠢᆚ౦Бa౦Бٳ #۲ಕุ֥ಪᆩඣҵၳb۲۱ಕุ֥ࢲܒaն༅aಒಪࣩᆚؓ൭֥ଢѓ/Ҧ/Ӊԩބ൝/ّႋଆཬၛࠣಕุӮჴ֥ഠ߶Мࣟa࢝ტӱ؇aളࠃᄇaൔaಒק܄ඳ֥Ҧbࣩᆚ౦Б۲۱ࢨ؍۽ቔ߶ၹᇗᇉྩအ֩֝ᇁಕุಪᆩඣթᄝሢ֥ҵၳ,Їওࣩᆚׄଽಸ҂aടࠣಕุቆކ҂ၛࠣ۽ቔੀӱ҂ط౦Бᆩ്aࣜဒaु໙ี֥࢘؇ބٚمa෮ԩ֥ߌ֩,Ӂള۲োԊb֤ఃؓ၂໙ีႵ҂ुمބԩٚൔ,ؓ၂ྐ ࣩᆚ౦Б۲۱ࢨ؍֥۲۱Ԋᆭࡗթᄝሢ֥༏Ⴕࢳഈ֥ٳఆbሇ߄ބ႕ཙݖӱb۴ऌఒြCIᇕಕุԊ֥ࢲݔaؓ #ಕุࡗ০ၭіղa০ၭनޙa০ၭሸކa০ၭҐའބCI۽ቔଽಸ۱ົ؇֥ཌྷࢲކ,ॖၛ֤֞ૄ۱ବࠏᇅ֩ಌാbࣩᆚ౦Б۽ቔᇏ۲ಕุՖᇏॖၛ֤֞ࢨ؍֥ੂᇕԊ,ೂ1෮ൕ:֥০ၭ,หљ൞ۋत֞ࠆ֤֥ᆰࢤ০ၭ֮Ⴟ෮ڱԛ֥୭৯,ᆃіૼఒြCI۽ቔߌࢫބᆜุथҦᇏؓ۲ಕุ০ၭіղa০ၭनޙa০ၭሸކa০ၭҐବࠏᇅ֥ॉ੮҂ᇛ,ࡆखਔཌྷࡗ֥Ԋb #ࣩᆚ౦Б۽ቔ֥ቆᆮࠏᇅ҂ࡲಆbఒြCIੀӱ҂ౢ༉aቆᆮุ༢ࠁ֝ᇁಕุࡗԊؿളbགྷൌᇏࣩᆚ౦Б҆ॖିഡᄝႏཧ҆a࠹߃҆a࣮აषؿ҆,္ॖିֆഡᇂbࣩᆚ౦Б҆ીႵؓః1 ࣩᆚ౦Б۽ቔᇏಕุԊ֥ົଆ[5]۽ቔಕุ֥ྛᆟಃ৯,ᆃུ۽ቔಕุ࠻ေປӮЧ҆ ২ೂ,ؓෆࣩࠢᆚ౦Бࢨ؍ༀЧദ֥ಪᆩԊ֥۽ቔༀ,ߎေ࡙ܤࣩᆚ౦Б۽ቔ,؟ᇗༀ൝с߶߶֝ᇁᄝఃݖӱᇏؓປӮༀ֥ٚمa҄ᇧၛࠣӱᄯӮࣩᆚ౦Бླྀቔݖӱᇏ֥Ԋb֥҂၂ᇁbൈ,ᄝՎࢨ؍ӁളಪᆩԊّݖট႕ཙ #ࣩᆚ౦Б۽ቔߌa۽ቔٚمa۽ቔܿଆ֥႕ಕุჰটؓෆࣩࠢᆚ౦Б֥ಪᆩ,Ֆط֝ᇁༀಪᆩཙb۲োఒြൌീࣩᆚ౦Б֥ଽຓ҆ߌaࣩᆚ౦Ԋbਸ਼ຓ,ෆࣩࠢᆚ౦БЧദࠣఃݖӱᇏ֥ಪᆩԊБ۽ቔٚمބඌَ֥ࡥၛࣩࠣᆚ౦Б۽ቔ఼؇္߶21
<<ህ ีᄝ၂קӱ؇ഈ֝ᇁಕุԊbࣩᆚ౦Б۽ቔིݔbऎุଽಸЇও:ಕุᇗቆaۿିಕุຩ߄aಕุࡗୠऊ৯ิശaಕุࡗ০ၭٳb3 ࣩᆚ౦Б۽ቔᇏಕุԊ֥ࢳथࠏᇅ 群体重组 ࣩᆚ౦Б۽ቔ൞၂۱Їݣሢ؟০ၭಕุ֥ࠃ,ҕაᇶุ؟ဢaട֥ࠣ౦Б/ྐ༏ग़ุ ࣩᆚ౦Б۽ቔ֒ᇏթᄝ֥Ԋ൞ఒြളթؿᅚ֥؟ჭaཌྷႋ֥ࡎᆴѓሙ؟ᇗa໙ีࢳथࠏᇅ؟ົ,ᆃ۱ᇗေ่ࡱ,൞۲০ၭᇶุԉٳіղၩ჻ބු,ิۚथݖӱᇏ҂ေ֥ᇗྍձູࢳथԊ໙ีิ܂ਔࠏҦᇶބ॓࿐֥ᇗေၹbᄝࣩᆚ౦Б۽ቔᇏಕุԊ߶;ਸ਼ຓ,ࣩᆚ౦Б൞ఒြ֥ห൹۽ቔଽಸ,ྸ؟ఒြඣၛൡ؇ູၒ,ݖ֮ࠇݖۚ߶ࢆ֮CI۽ቔࠛؓః҆ഡᇂaۿି֩໙ีॉ੮҂ᇛ֤֩ᄝൌ࠽ᄎི,ೂ2෮ൕ:ቔݖӱᇏॖၛ๙ݖࡼགྷႵؿളԊ֥aࣩᆚ౦Б۽ቔട֥ࠣಕุյ҆ཋᇅ,ࣉྛᇗቆ,ࠇቆࡹྍ֥҆,ࠇቆࡹྍ֥ಕุ,ൌགྷ؛߄,Ԋࡨഒ,ࠧ๙ݖࣩᆚ౦Б۽ቔᇏಕุᇗቆটࢳथԊ໙ีb ಕุᇗቆ֥ଢѓ൞Ќᆣྍ۽ቔಕุ֥Ӯჴ:¹ཌྷܱ৳bྍಕุაఒြࣩᆚ౦Б۽ቔބࣩᆚ౦Бੀӱૡ2 ࣩᆚ౦Б۽ቔᇏಕุԊඣൡၒ؇్ཌྷܱ,ѩႵ܋ଢѓbºૼbᇗቆުಕุᄝࣩᆚ౦БࠃᇏЌӻૼ,ьႿఃಕุ֥ླྀטb»ᇹb ਅݺ֥ఒြࣩᆚ౦Б۽ቔߌ҂൞ေղ֞ਬԊᇗቆުಕุࡗႋࡹ৫ྍ֥ᇹܱ༢,ᆃ൞ඨ০ປӮCI,ط൞๙ݖ၂ק֥ࠏᇅཨࢳaЇಸ҂০ၭಕุᆭࡗༀ֥ࠎԤb¼ླྀטb๙ݖࡹ৫ॴ҆۽ቔჴ߶aഡ֥؛აԊbࣩᆚ౦Б۽ቔᇏ֥ಕุԊ൞ग़ܴ৫ࣩ҆ᆚ౦Б৳ದ֩ᆜކྟ࢘aࣩᆚ౦Б۽ቔಕ֥,൞ཌྷ֥ؓ,ླေ۲۱ട֥ࠣ০ၭཌྷܱಕุࣉྛᆜุ֥۽ቔט֩ٚൔটླྀטᇗቆު֥۽ቔಕุbކaޙb ࣩᆚ౦Б۽ቔᇏಕุᇗቆ൞۲۱০ၭಕุࠇ҆ 冲突解决机制ཌྷࡓaཌྷᇅჿ֥ᇗေൌགྷ൭؍,ᇗቆު֥ྍಕ TKIԊଆ(theThomas-KilmannConflictModeุऎႵหק֥࣯ொቔႨ,Ⴕ০Ⴟህြ߄۽ቔದჴ۷ࡆInstrument)൞ଢభੀྛ֥ԊܵҦ,ࢣൕਔ҂ԉٳؿߨሱദ֥Ⴊ൝,Ќᆣఒြࣩᆚ౦Бੀӱ֥э۪֥ԊԩනམbTKIԊଆЇওᇕҦ:ࣩބԷྍbಕุᇗቆᇏႋหљܱᇿᄝఒြࣩᆚ౦Бൌ࠽ᆚaކቔa߭хaథࣼaᅼᇓ[6]b¹ࣩᆚ۽ቔᇏྛᆟֹ໊ԩႿཌྷؓਜ൝֥ಕุb(competing)bᄝԊᇏ࿙۲ሱಕุ֥ડቀ,҂ॉ੮ 功能群体网络化 ۿିಕุຩ߄ࠧ۴ऌࣩؓఃಕุࣩࠣᆚ౦Бᆜุଢѓ֥႕ཙbºކቔᆚ౦БଢѓބӱࡼऎႵࣩᆚ౦Б۽ቔ෮ླᆩ്aྐ(collaborating)bԊචٚन༐ຬղ֞ਅݺ֥CIଢѓ༏aඌ֥֩ህြಕุ৳ކఏটb๙ݖؓۿିཬቆࣉѩડቀҕაࣩᆚ౦Б۽ቔ֥۲ಕุ֥০ၭ,Ֆطࣉྛྛຩ߄aԷࡹಕุॖࢳथᆩ്ࠒऊ֥໙ี,ႚླྀቔ,࿙܋൳ၭ֥ࢲݔb»߭х(avoiding)bၩႵህြᆩ്֥ህࡅିᄝࣩᆚ౦Б۽ቔٓԐଽሱႮੀ്֞ਔԊ֥թᄝ,༐ຬฦхࠇၝᇅb¼థࣼ(ac-,ၛᆩ്aྐ༏aඌ֩ሧჷູۿିཬቆ֥৽ࢤׄ,ࡹcommodating)bູ་ႄ۲ಕุҕაሱ࠭ڵᄳ֥ࣩᆚ౦৫ఒြଽ҆ຩ߄֥ࣩᆚ౦Бቆᆮࢲܒ[2]bБሰༀ,ط჻ၩϜؓٚ০ၭ٢ᄝሱ࠭০ၭᆭഈb½ ۿିಕุຩ߄٤ӈᇗေ֥໙ี൞ࢳथ۲۽ቔಕᅼᇓ(compromising)bԊ۲ٚ٢ఙ၂ུת༆,Ֆطุࡗ֥๙໙ีb൮༵,۞ౢࣩᆚ౦Б҆აః҆܋ٳཚࣩᆚ౦Бջট֥০ၭbᆃུҦѩીႵݺߊᆭࡗ֥ြༀܱ༢b২ೂ,ᄝఒြᇏޓ؟֥҆۲ᇕᆭٳ,طᆺ൞҂֥๙ٚൔb۽ቔಕุބࣩᆚ౦Бܱ҆༢ޓࣅૡ,бೂᅞؿᅚ ۴ऌTKIܵҦ,ࡹ৫ࣩᆚ౦Б۽ቔᇏ֥ಕุ҆aఒ߃҆a൧ӆ҆a܄ܱ҆֩,ૌބࣩᆚ౦Б҆ऎԊࢳथࠏᇅ֥ᇶေᆷ֝නམ൞:Ֆಕุᆃ၂หק֥Ⴕྐ༏܋ཚބሧჷ܋ཚ֥ܱ༢,Ⴕ֥ߎିܔఏ֞౦Бቆᆮྙൔೆ൭,ၛิۚ۽ቔಕุᇏ֥ླྀቔၩ്aླྀቔࠏٳ༅֥ҕଔቔႨbఃՑ,ေ۞ౢ۲҆ᄝఒြࠇቆᆮ߶aၛࠣླྀቔି৯ູނྏ,՜ࣉ۽ቔಕุࡗ֥ਅྟࣩᆚᇏ֥ᆯିބק໊,ᄝൌ࠽۽ቔᇏ০Ⴈࣩᆚ౦Б۽ऎaູٚᇗׄ,థࣼބ߭хՑေԊູҀԉ,܋ٳཚ۽ቔಕمᆦӻఃྛ[2]bᄜՑ,ေ൱Ⴭࣩᆚ౦Б҆сေุ֥ླྀቔ෮ջট֥ࣩᆚ౦Б۽ቔ൬ၭ,Ќᆣ౼֤۷ݺ֥ᆯିಃ৯,ᇶေ൞൱Ⴭྐ༏֥ᆩ౦ಃބсေ֥॥ᇅಃ, 2 2#LIBRARYANDINFORMATIONSERVICE#
>>ֻ53जֻ10௹ 2009୍5ᄅ ೂႵсေॖཟᆰཌ҆ؿݼീၛቆࡹಕุຩbቋ౦Б۽ቔᇏࠆ֤હ(ॖି൞ྈԏٚ૫֥ࢂৣ,ॖି൞ުေࡹ৫ಕุࡗ֥ྛູܵᇅ؇,ၛՎЌᆣࣩᆚ౦Б۽ቔି৯֥ิശ,္ॖି൞ః֥০ၭ,ေᇿᇗࣩؓᆚ۽ቔಕุຩ߄ᄎቔ֥ܿٓྟb౦Бᆜุ০ၭ֥৳ކࢂৣ),ѩఒြۚҪഅק۲ಕุ 群体间凝聚力提升 ಕุࡗୠऊ৯ᆷ۲۽ቔಃၭࠆ֤ٚൔ;ᄜՑ,ࣩؓᆚ౦Бݖӱᇏ۲ಕุ֥ି৯aಕุᆭࡗ֥ཌྷ་ႄ৯ၛࠣૌ჻ၩູࣩᆚ౦Б۽ቔಃၭaᆯᄳa۽ቔིࠛࣉྛ,ࡹ৫ૌᆭࡗ֥႘ഝܱቓԛ܊ང֥ӱ؇,္ॖӫູಕุཟྏ৯,൞۲ಕุົӻ༢,ՖطЌᆣᄝࣩᆚ౦Б۲۱ࢨ؍۲ಕุԩႿቋൡ֥֒ᄝࣩᆚ౦Бݖӱᇏ֥ކ৯,౼थႿھಕุؓҕაఒြ໊ᇂ,ିၛቋն֥ࠒࠞྟೆࣩ֞ᆚ౦Б۽ቔᇏbࣩᆚ౦Б۽ቔ֥ᇗ൪ӱ؇[8],ೂ3෮ൕ: ఒြࣩᆚ౦Бቆᆮᆀေಪ്֞۲ಕุ֥ᆯᄳބಃၭӯྟ,ૌ൞ཌྷ৳༢aཌྷ႕ཙ֥,ࣩᆚ౦Б۽ቔༀaߌaܿଆ֥֩ັཬэ߄,ႄఏ۲ಕุᆯᄳބಃၭ֥э߄,ႋϜࣩᆚ౦Бݖӱᇏ۲ಕุ֥ᇶေࡎᆴ֝ཟ 群体冲突决策方案选择3 ࣩᆚ౦Б۽ቔᇏടࠣಕุᆭࡗ֥ୠऊ৯ ሸഈ෮ඍ,ఒြࣩᆚ౦БᇏಕุԊॖၛ๙ݖၛ༯ࣥ࿙ࢳथࠇൿ֝,ೂ4෮ൕ: ิശಕุࡗ֥ୠऊ৯ࣼ൞ေ၇ऌ۲۱ಕุ֥หྟaᄝࣩᆚ౦Б۽ቔᇏֹ໊֥aቔႨ֩,๙ݖಕุࡗ۽ቔܿٓaᇅ؇ჿඏ,ิശఃᄝCIᇏ۲ሱླ֤֞ડቀ֥ཌྷ၇ঠྟ,ߏބಕุࡗ֥Ԋܱ༢,ၛՎղ֞ఒြᅞေ༯֥ࣩᆚ౦Бଢѓ,ડቀ۲ြༀ֥ࣩ҆ᆚ౦Бൌ࠽ླ,ൌགྷ۲ಕุ֥০ၭbਸ਼ຓ,ᄝࣩᆚ౦Б۽ቔಕุᆭࡗק௹ބ҂ק௹֥๙൞ิശಕุࡗୠऊ৯֥ᇗေ൭؍,ऎุծീЇও:ࡹ৫ሙಒaॹ֥ྐ༏ࢌੀ༢aᅺषಕุࡗ֥৳߶aಕุӮჴᆭࡗ֥ದࢤԨ֩٤ᆞൔ๙aಕุҕაࣩᆚ౦БथҦ֩b ಕุࡗୠऊ৯ิശ֥ࠎԤ൞ཌྷྐbᄝቆᆮܱ༢ᇏթᄝᇕো֥ྐ:ࠎႿຯഞ֥ྐ,ᇶေᆷؓᆰཌܵᆀ֥ڛՖ,ൡႨႿଁಕุࡗୠऊ৯ิശ;ࠎႿਔࢳ֥ྐ,ᆷؓఃಕุ۽ቔࣜ֩ಪॖࠎԤ4 ࣩᆚ౦Б۽ቔݖӱᇏ֥Ԋࢳथࠏᇅࠣٚσഈ֥ྐ,ൡႨႿ০ၭಕุࡗୠऊ৯ิശ;ࠎႿಪ ေ۴ऌ҂֥ࣩᆚߌ,ҐႨ҂֥ԊࢳथҦ֥ྐ,ᆷࢳ۲ሱၩ,ൡႨႿༀಕุࡗୠऊ৯,ѩ࿙ھҦॿࡏ༯֥ቋႪ֥ಕุԊࢳथٚσ,ิശ[9]bࢳथಕุԊࣼ൞ᄝྐ֥ࠎԤഈ࿙ᅳࣩᆚၛ߄ࢳಕุࡗ֥؛ބԊ,թၳ,ٳ۽ކቔ,܋౦Б۽ቔട֥ࠣ۲۱ಕุࡗ০ၭaଢѓ֥ఔކׄa჻ຬᇁ৯Ⴟఒြࣩᆚ౦Бଢѓb২ೂॖၛ۴ऌ҂োٓຶaԊЕؿࡗ,ѩࡆၛྟႄ֝bॖၛ๙ݖᄹࡆ֥Ԋ࿊ᄴ҂֥Ԋࢳथٚσࠇᆀٚσቆކ,ਵ֝۲ಕุᆭࡗᄝ၂ఏ۽ቔ֥ൈࡗ,෪ཬಕุܿଆaؓކቔࠩ-ჴ۽֥ࠩഈ༯ԊॖၛҐႨಃຯ֥ٚൔࢳथ;ࣩಕุࣉྛࢂৣ֩൭؍ൌགྷbᆚ౦Б҆ଽຓࠩಕุᆭࡗ֥ԊॖၛႨླྀט 群体间利益分配 ࢳथࣩᆚ౦Бݖӱᇏಕุ๙a౦ۋ֩ٚൔࢳथbԊ֥ܱ໙ี൞ࡹ৫ބປཌྷႋ֥০ၭٳაҀӊࠏᇅb൮༵,ࡼگᄖ֥ࣩᆚ౦Бༀ༥߄,ཌྷႋֹؓ۲4 ࢲ ეಕุ֥࢘ބᆯିࣉྛٳ༅,ࢲކ۲۱۽ቔಕุ෮ᄝ֥ြༀ҆,ಒק۲۱ಕุିܔቓહ,ቋӉહ; ᄝఒြࣩᆚ౦Бൌᇏ,ࣩᆚ౦Б۽ቔᇏಕุԊఃՑ,ࡹ৫ಕุ۽ቔི֥ࠛܙ߭ঌ༢ၛࠣಕุҕ֥܄षіղ,൞ఒြᇍ֥ᇗေࠎԤ,൞Ќᆣఒြࣩაࣩᆚ౦Б֥ࠗৣaႺ֝ᇅ؇,ಒק۲ಕุିܔՖࣩᆚ(༯ሇֻ9်)23
>>ֻ53जֻ10௹ 2009୍5ᄅ [11]ਞਞ,ٚ৫ྍ,ܤࡹྍ.ࡹᇽഽຩᅟ֥ྐ༏ܒࡹ࣮.౦Бฐ2008(9):199.෬,2008(4):60-62.[24]഻֬০.ࢌൔྐ༏ڛༀᇏ֥Ⴈุဒٳ༅.ܶંฆ,2008[12]༟ङ.০ႨIAྐ༏ܒࡹંؿᅚᇶีሧჷൔ࢝ტຩᅟ.ೈࡱ(2):88-91.़֝,2008(3):78-80.[25]Ⴟ໓৴.ຩߌ༯֥ྐ༏ݖᄛ࣮.୪ြ౦Б࿐़,2008[13]ਾ࿒ଫ.ܶຩᅟ֥ྐ༏ܒࡹ(IA)࣮.གྷս౦Б,2008(11):51-54.(6):164-166.[26]ᇛࣣ.ྐ༏ܒࡹ༯֥თࠢӮ߄ྐ༏ॢࡗܿ߃࣮.ଘօࡾ࢝[14]ᆢჭౢ.ܶຩᅟྐ༏ܒࡹགྷሑࠣః໙ี.॓౦Бषؿაࣜტ࿐ჽ࿐Б,2008(4):162-163.࠶,2008(3):6-7.[27]ਾٙ.ྐ༏ܒࡹᄝᆩ്ܵൌགྷᇏ֥ႋႨ࣮.ა౦Б,[15]ࣁᶈ,ޣ༩.ࠎႿྐ༏ܒࡹ֥ຩᅟڿᄯݖӱٳ༅.അӆགྷս2008(2):50-53.߄,2008(5):384-385.[28]ઔٮӮ,ਾ࠺.ߌ༯֥ྐ༏ܒࡹ.౦Б࿐Б,2008[16]഻,ᅦᇆܻ,ᇛᄪޢ,֩.ؓݓസਟြ๏ຩᅟࡗ၂ᇁྟ֥ൌ(5):683-690.ᆣ࣮.ࡾ༆୪ြ࿐Б,2008,20(2):142-143.[29]ᠷ,ਾ࠺,ۚ࣡.ߌ༯֥ྐ༏ܒࡹ࣮)))ຩᅟ[17]נѢ.ݓྐ༏ܒࡹ࣮ሸඍ.౦Бฐ෬,2008(3):ഡ࠹ٳ༅(3).౦Бᆩ്,2008(5):75-77,100.[18]ᅦზধ,ᆢԽި.ࠎႿྐ༏ܒࡹ֥ඔሳܶࡎุ༢࣮.[30]ဗќ,ದћ,ਾ࠺.ഠ߶ྐ༏ܒࡹ࣮.౦Б۽ቔ,2008ܶ࿐࣮,2008(3):40-43.(6):79-82.[19]રօ.ྐ༏ܒࡹؿᅚؓຩྐ༏ቆᆮ֥ྍ႕ཙ.॓౦Бषؿ[31]ઔݓׯ,ᆽݓ.ܶ༯षᅚडग़ྐ༏ڛༀ.ܶ۽ቔაࣜ࠶,2008(29).ა࣮,2008(6):83-86.[20]ӧޣྒ.ྐ༏ܒࡹࠣఃᄝྐ༏ള༢ᇏ֥ቔႨ.౦Бฐ෬,[32]ܤल,ဇྮ,ᅦᆽૅ.ܶඔሳ߄ҕॉሦ࿘ڛༀᇏ֥Ⴈุ2008(3):9-11.ဒ.౦Бฐ෬,2008(6):11-12.[21]ౢ.โӄவࠎႿಪᆩྏ࿐֥ྐ༏ڛༀЧᇉฐ࿙.ᇗ౩۽[33]ݢಆ༔,ᢅٙٙ,ਾ݉ਪ.ྐ༏ॖ൪߄ᄝඔሳܶྐ༏ܒࡹᇏഅն࿐࿐Б(ሱಖ॓࿐ϱ),2008(4):380-384.֥ႋႨ࣮.གྷս౦Б,2008(10):95-96,107.[22]ӧប.ࠎႿྐ༏ܒࡹ֥ࣩᆚ౦Бڛༀંุ༢࣮.౦Бᄖᆽ,[34]ᇛཫႇ,ᅦօօ,ᇛᇚ,֩.ྐ༏ܒࡹ8୍ࣉᅚࠣః႕ཙ࣮.౦2008(1):89-92.Б࿐ࣉᅚ(ֻज):ݓٝ۽ြԛϱഠ,-81.[23]ў.ྐ༏ڛༀ۱ྟ߄൞ܶؿᅚٚཟ.ᇏݓྍඌӁ,(ഈࢤֻ23်)[3]AmasonAC,,ᆚ౦Бݖӱ۲۱ಕุࠒࠞྟ֥ᇗေ൭؍bࣩᆚ౦Б۽Strategicdecisionmaking,-ቔᇏ֥ಕุԊྐ༏ൈႻ൞ఒြࣩᆚ౦Б֥ᇗေଽtionalJournalofConflictManagement,1994,5(3):239-253.ಸ[4]અџථ,ࡉఅ.ቆᆮྛູ࿐(ֻؽϱ).ჰ,ࡲૹ,ၲ.К,ุགྷਔఒြଽ҆ཌྷ႕ཙaཌྷቔႨ֥൝,Ќᆣࣘ:ᇏݓದն࿐ԛϱഠ,2008:430.ਔఒြथҦݖӱ֥॓࿐aᇶaᆞಒb[5]ႃტݴ,ྷౡ,ဗౝ.ႏఒြۚܵؒົԊଆ࣮. Ќӻࣩᆚ౦Б۽ቔᇏಕุ֥ൡ؇Ԋ,൞бࢠ॓Էြᄅ़,2008(8):101-103.མ֥ሑ,࠻ॖٝᆸݖࠗԊ,Ⴛტਔ۲ಕุᆭࡗ֥[6]DunnetteMD,-ࣩᆚაކቔ֥ቆᆮߌ,ॖࠗؿ۲োಕุ֥CI۽ቔԷtionalpsychology(2nded).PaloAlto,CA:ConsultingPsychologistsྍమ৯Press,1992:668.,۷Ⴕ০Ⴟࣩᆚ౦Б۽ቔषᅚၛࠣఒြᅞ֥ൌགྷb[7]ӧᦹ.ఒြࣩᆚ౦Бᄎሇა๙ࠏᇅ.ࣩᆚ౦Б,2005(B06):ҕॉ໓ང32-34.:[8]KeytonJ,[1]ᇍᆟ.၄࿐ህြ૫ਢ֥າࠏ:০ၭԊ-ᄜં၄࿐ህြࣚപ.groupresearch,1990,21(2):234-254.၄࿐აᅽ࿐(ದ໓ഠ߶၄࿐ϱ),2007(7):15.[9]SharpiroD,SheppardBH,-[2]ᡀ.ࠎႿᆩ്֥ܵఒြࣩᆚ౦Б۽ቔቆᆮࢲܒԷྍ.॓ࣉ҄აؓҦ,l1992,8(4):365-377.,2008(9):ቔᆀࡥࢺ2屈宝强,男,1980年生,博士,在站博士后,发表论文10余篇b9
