组织惯性、激励机制与新型企业的治理实践

在新型公司的治理实践中，除了正式的激励机制之外，组织惯性作为非正式的激励机制发挥着关键的互补作用。组织惯性是企业的各利益群体之间形成并维系的一组关系合约集合，它反映了嵌入在组织内部的群体认知。组织惯性提供了正式激励机制所嵌入的组织社会情境，受正式激励机制影响的同时又对组织的正式激励机制产生影响。新型企业的治理实践必须保持两者的匹配与协同演化。

Organizational Inertia, Incentive Mechanism and the Governance Practice within New Enterprises

Within new enterprises, the critical knowledge is diversified among employees who are usually not managers. Those key employees as owner of human capital, which embedded in themselves, have the power to share organizational surplus. The scope of corporate governance is enlarged, it means that the job of governance is not only monitoring and incentive top manages, but also including monitoring and incentive the key employees. This paper argues that, in the governance practice of new enterprises, organizational inertia can be seen as informal incentive system, which is inevitable complement for formal incentive mechanism. Organizational inertia is a set of relational contract supported by different stakeholder in firms and it is representative of collective cognition embedded inside organizations. Inertia supplies the organizational social context for formal incentive mechanism and interacts with it. The governance practice must match the inertia with formal incentive mechanism.