The Dark Side of Organizational Paradoxes: The Dynamics of Disempowerment
指出组织悖论理论忽视了权力不平等，提出“组织实用悖论”概念，分析权力关系如何限制员工应对矛盾的自主性，并给出缓解措施。
The idea that interdependent and persistent tensions are intrinsic to organizing is now well accepted. Organizational paradox theory has further stressed the importance of accepting such paradoxes, to convert them into generative forces. However, this recommendation assumes actors have full agency in responding to paradoxes and, therefore, overlooks the role of power dynamics. We expand on paradox theory by drawing attention to organizational pragmatic paradoxes: contradictory demands received within the context of an intense managerial relationship, such as when a subordinate is ordered to “take initiative.” Our model highlights how organizational pragmatic paradoxes derive from power relations restricting actors’ capacities for enacting legitimate responses to tensions. Specifically, we link different organizational power dimensions to various manifestations of pragmatic paradoxes. We further outline concrete actions for mitigating the occurrence of these pathological phenomena. Our conceptualization contributes to a critical reading of paradox theory that is sensitive to power inequalities.