Abstract:

 Since 1980s and 1990s, organizational behavior has faced unprecedented challenges. In the system of external environment, appears a tendency to the fact that variability and complexity increase while stability and certainty decrease, which, on the one hand, shakes the principles and methods of attaching importance to strict division of work by traditional organizational design; and, on the other hand, comprehensively updates value criteria and value orientations of organizational development, requesting organization to establish the concepts of a new effectiveness and a new ecology. At the same time, for people in the organization, also appears a tendency to workvalues diversity, structural differentiation, and diversification of workassignment and worknature, requesting organization to respond to this tendency by way of ensuring the stability of workers. Moreover, the extensive application of information technology is changing and will further change organization' s managing technologies and acting processes, promoting organization' s change from constructing a clear, rigid boundary to establishing no border management or border infiltration management. The challenges face by organizational behavior raise new demands for research for organizational behavior, thus causing a series of changes in the study of organizational behavior from positions to objects, even to methods. Since each period' s theories and methods of management inherit and develop previous period' s exploration and study, the research for organizational behavior will inevitably have a constant innovation and development with the historical change of the theory and practice of management.

Key words: organizational behavior; the organizational concept of development; positive organizational behavior