Abstract： “Strengthening the cultivation of collectivism” has become a national strategy, and when this strategy is used in an enterprise, it is to guide the employees to care for the collective and take the collective interests as the priority, which needs an accurate understanding of “collectivism”. We have combed through the literatures discussing individuals in workplace, team and collectivism with a focus on the connotation and measurement, the antecedents and consequences and moderation mechanism, and found that from cultural values to group atmosphere and then to individual orientation and preference, the flexibility of collectivism in the workplace gradually increases with the situation; the measurement tools of multilevel collectivism are classified into the four types: unidimensionalbipolar, twodimensionalunipolar, multidimensionalunipolar and multidimensionalbipolar, and there existed arguments between binary paradox and coexistence of individualism/collectivism, and between relationship collectivism and pan collectivism; there are doubleedged main and moderating effects of multilevel collectivism on individual, team and organizational outcomes, and individualism in the workplace is not always harmful in some situations. The management implications on the feasibility, necessity and breakthrough points to intervene the collectivism in the workplace are brought out and the research perspectives are advanced.
2019, Vol. 21 
