Abstract

The significance of an organization is to achieve its goals，and the purpose of organizational development is to improve actual effectiveness. In reality，the organizational environment and organizational form are becoming more and more complex，and organizational goals and effectiveness show many new characteristics. Existing organizational theories based on reductionism and general system theory are difficult to explain the similarities and differences between complex organizations and simple organizations in goal management and effectiveness evaluation，and the impact of complex organizational characteristics on organizational goal and effectiveness evaluation. Based on the theory of complex organization and the practice of complex enterprise organization，this study systematically discusses the related issues of complex organization’s goals and effectiveness evaluation.

First，according to the change of the external environment and internal structure of the organization，this paper divides the evolution process of the organization into stages and compares theirs characteristics. Mechanical organization，organic organization and complex organization are the three main stages of organizational development. U-type organization，M-type organization and N-type organization are three typical organizational forms that appear in the process of organizational evolution. And there are obvious differences among them in structure complexity，power and responsibility arrangement，organizational efficiency and adaptability. Complex organizations include both the new development of traditional U-and M-type organizations and the new N-type organizations that emerging under complex conditions.

Second，according to the methodological differences of organizational research，this paper sorts out the development process of organizational theory，and makes a brief comment on the research results of each stage. Classical paradigm，system paradigm and complex paradigm are the three main stages of the development of organizational theory，and each stage has its own schools of organizational theory. Although the perspectives of different schools of organizational theory are different，the development of organizational theory generally presents the trend of correlation and promotion，inheritance and development. Complex organization theory is the product of the fusion of complex theory and organizational theory，and is a new stage in the development of organizational theory under complex conditions. Complex organization theory mainly studies the essential characteristics of complex organization，the basic attributes of complex environment and the interaction between complex organization and complex environment.

Third，this paper reviews the research status of organizational goals and effectiveness evaluation. The existing researches on organizational goals and effectiveness evaluation take simple organization as the research object. Existing researches explore the definition of organizational goals and effectiveness，goal classification and effectiveness evaluation criteria，the influencing factors of goal complexity and effectiveness from a single perspective or a single level. Existing researches haven’t to explore issues related to organizational goals and effectiveness assessment under complex conditions from a multi-dimensional or multi-view perspective.

Fourth，this paper explores the evolution of complex organizational goals. The longitudinal case study shows that：With the complexity of organization and it’s environments，organizational goal evolves from simple goal to complex goal system，including content，structure，and relationship among sub-goals；the goal system of complex organization，crucially influenced by requirements from internal and external environments，presents the feature of multiple “leader-member” pattern，and shows the characteristics of diversity，network hierarchy，co-competition，synergy，dynamic adaptability and the like；the growth of complex organization is a co-evolutionary and interactive process of organizational goal system with key external environment forces，internal organizational resources and capabilities. The process that complex organization constantly amends the contents and structure of goal system and the relationships among sub-goals is essentially the process to extend ecological business space，enhance survival strength，and improve organizational legitimacy；under China’s special circumstance，the evolution of goal system for complex organization shows special complexity，such as coexistence of path dependence and path innovation，coexistence of market mechanism and non-market mechanism，and the like.

Fifth，this paper builds a five-dimension model about goal system of complex organization oriented by sustainable development. On this basis，it calculates weights of every goal with GANP method. The results of empirical analysis maintains that：The goal system of complex organization is composed of both expressive and reflective goals，the former contains the goals of profitability，innovation and welfare and the latter includes the goals of cooperation and legitimacy. These five interrelated and interacted key dimensions represent the physical，intellectual and social foundations which drive the sustainable development of complex organization. Further studies show that：Expressive goals with internal orientation and coping goals with external orientation have almost the same effect on the sustainable development of complex organizations；net profit，technological innovation，employee’s utility，organizational reputation and government regulation are the key sub-goals of five key dimensions；the growth of the complex organization is driving by continuous discovery for new requirements，technological innovation，accumulation of human capital，improvement of organizational reputation and acquisition of regulative legitimacy.

Sixth，this paper explores the cause of goal complexity form a comprehensive perspective of internal and external organizational environment complexity. This study proposes that for an established goal system，goal complexity should be analyzed form the variation degree of care for goals，the variation degree of goals realization，the variation degree of the integrity of care for goals，and the variation degree of the integrity of goals realization. The empirical analysis reveals that：A significantly positive effect exists between government environment complexity，social environment complexity（the complexity of macro environment），inter-organization relationship complexity（the complexity of meso environment），organization structure complexity，intra-organization relationship complexity（the complexity of micro environment）and goal complexity；an inverted U-shaped curve relationship exists between diversification and goal complexity. Unexpectedly，industry environment complexity hasn’t a significant positive impact on goal complexity.

Seventh，this paper analyzes the evolution process of the effectiveness of complex organization. The effectiveness of complex organization is the performance or outcome state that emerges from the combination of many internal and external factors of complex organization. In the process of the evolution of the effectiveness of complex organization，the interaction between external environment，strategic choice and organizational structure is conflict，matching and interaction. Under the joint action of various influencing factors，the effectiveness of complex organization not only has the basic attributes of the effectiveness of simple organization such as abstractness，multidimensionality，contradiction and result orientation，but also has the essential characteristics such as diversity，contextualization，dynamics，hierarchy and network，which are different from the effectiveness of simple organization.

Eighth，on the basis of a comprehensive perspective，this paper constructs an evaluation standard system for the effectiveness of complex organization that oriented by sustainable development. The effectiveness evaluation standard system of complex organization is composed of open system model，interpersonal relationship model，internal process model，rational goal model and strategic member model. These reflect the complex organization’s ability to deal with the relationship with the external environment，human resource management and development capabilities，internal smooth operation capability，ability to achieve expected goals，and ability to respond to internal and external stakeholders. The effectiveness evaluation standard system of complex organization is a complex system which is guided by sustainable development and composed of five evaluation models which contents evaluation dimensions and evaluation criteria.

Ninth，this paper explores the relationship between organizational effectiveness and its influencing factors and the influence of moderator variables. The relationship between complex organizational effectiveness and its influencing factors is complex，and so is the moderator effect. The complexity of the relationship between organizational effectiveness and its influencing factors is manifested in the diversity of measurement dimensions，the diversity of relationships，the uncertainty of relationship directions and the difference of relationship strengths. The complexity of moderating effects is manifested in the diversity of explanatory variables，the diversity of explained variables and the differentiation of moderating effects.

Tenth，this paper explores the mechanism of the factors influencing the effectiveness of complex organization. Under complex conditions，there is a complex interaction between the effectiveness of complex organization and its influencing factors，and between the influencing factors and the influencing factors. Under the interaction of external environment，organizational resources，organizational capabilities and organizational effectiveness，the effectiveness of complex organizations shows a change trajectory of decreasing first and then rising fluctuation. In the operation process，the effectiveness of complex organizations is mainly affected by eight key factors，such as environmental resource acquisition rate，organizational resource utilization rate，organizational learning efficiency，organizational ability conversion rate，organizational ability input rate，organizational efficiency conversion rate，economic performance feedback rate，and non-economic performance feedback rate. This reflects complex organization’s ability to adapt to the external environment，the transformation ability of the organization’s internal elements and the feedback ability of organizational effectiveness.