科技组织情境下知识型员工创新绩效实证研究

发布时间：2018-01-16 08:38

本文关键词：科技组织情境下知识型员工创新绩效实证研究　出处：《中国科学技术大学》2012年博士论文　论文类型：学位论文

【摘要】：我国现阶段正致力于成为一个创新大国,对知识型员工的创新绩效研究的日趋重要。综合国内外研究成果来看,个体创新是组织创新能力的重要来源已经成为共识,那么影响个体创新绩效的相关因素究竟有哪些,哪些影响因素对个体创新绩效的作用最为显著是必须要回答的重要问题之一。根据国内外的学术研究成果来看,知识型员工的个体创新绩效的影响因素主要来自两个方面,即个体层次影响因素和组织层次影响因素。知识型员工创新绩效的个体层次的影响因素主要涵盖个体的自身特质与个体创新动机的心理因素两个方面。在中国情境下,个体创新被认为是一种有效用和实际效果的活动,注重对结果是否有价值进行评判。知识型员工之所以开展创新活动,一定有其内在的和外在的创新动机,是为了应对组织的和自身的挑战而开展一项具体活动。相关理论认为,个体的创新涉及到主动或被动地开发新的解决方案来应对工作任务中的挑战,为组织提供看得见的和有效果的创新成果。从此概念出发,知识型员工的创新定位在于以解决实际工作中的问题与挑战为目标导向,创新绩效的评判以目标的实现为标准。制度理论在当今学术界已经成为流行的研究对象,并且对个体、组织以及区域和国家的经济管理现象试图进行解释。上世纪80年代以来,组织理论中关于制度的研究开始成为主流研究课题,开创了新制度主义的组织理论。制度理论从此渗透到管理与经济学科中各个研究领域,包括组织制度变迁、企业发展战略、组织运行机制、创业研究、产业发展以及创新管理。关于创新与组织理论之间的一个基本假设是创新活动嵌套与具体的制度环境中,不同制度结构与特性决定创新的数量多少与创新质量的强弱。学术界的研究结果表明,制度(包括教育制度、金融制度、人力资源制度等)决定一个组织创新能力的强弱。学者们认为制度的设计对人们创新与创业产生重大的影响,并且将制度特性进行划分,从规范、认知和控制三个角度定义制度特性,并且开发了制度特性的测量工具。组织环境是指所有潜在影响组织运行和组织绩效的因素或力量。组织环境调节着组织结构设计与组织绩效的关系,影响组织的有效性。组织环境对组织的生存和发展,起着决定性的作用,是组织管理活动的内在与外在的客观条件。由于科技组织知识型员工的创新绩效不仅依赖与自身的个体影响因素,同时组织的环境对知识型员工的创新绩效与创新行为产生重要的作用。为了促进组织内知识型员工的创新绩效,部分学者从社会组织工作环境角度对知识型员工的创新绩效进行研究,主要的研究方法是调节工作设置,例如鼓励员工从事具有风险性的创新工作、激励知识型员工之间的思想交流与讨论创新工作、允许知识型员工开展探索性工作等。除了社会组织工作环境外,学者们还研究了物理工作环境对知识型员工创新绩效与创新创新行为的影响,相关学者在研究中报告了物理工作环境对知识型员工创新绩效与创新创新行为的支持作用,认为良好的物理工作环境会使知识型员工的创新绩效得以提升。本文研究的总体思路是从国内外知识型员工的创新绩效相关理论构架出发,通过文献研究来凝练科技组织中知识型员工个体创新绩效的相关影响因素,然后根据规范的科学研究方法对理论构架中的影响因素抽象为具体的构念并对其进行测量,测量时充分考虑我国的情境化特征。根据理论构架和测量工具的选定,将个体层次、组织层次以及个体层次与组织层次的交互作用相结合,构建出知识型员工个体创新绩效的理论模型以及各影响因素之间的逻辑关系,提出研究假设,收集数据并验证研究假设,最后厘清科技组织情境下知识型员工创新绩效的各种影响因素、影响因素之间关系以及影响因素对知识型员工个体创新绩效影响的强度。根据理论和实证研究结果,提出关于科技组织情境下知识型员工创新绩效改进的管理以及人力资源管理策略,为我国科技组织创新能力的提升作出决策的理论依据。实证研究的结果表明,在个体层次,目标导向、创新个性以及创新规避是影响知识型员工个体创新绩效主要影响因素；在组织制度层次,制度的控制性、规范性以及认知性不仅对知识型员工个体创新绩效有直接影响,而且还对目标导向与创新绩效的关系产生影响；同时组织环境中社会组织环境与物流工作环境均直接对个体创新绩效产生积极影响,同时会调节目标导向与个体创新绩效之间的关系,进而对个体创新绩效产生直接和间接的影响。通过对科技组织情境下的知识型员工创新绩效的实证研究,本文基本厘清了影响个体创新绩效的个体层次与组织层次的相关影响因素,对我国科技组织中知识型员工的个体创新绩效相关理论构念进行了梳理；对知识型员工个体创新绩效的影响因素之间的关系以及影响因素对知识型员工的创新绩效的影响机理进行了实证分析,为我国知识型员工的个体创新绩效的提升作出了一定的贡献。由于本文作者的学术水平本与其其它制约因素,本研究存在以下不足之处： 1)只是对影响个体创新绩效的影响因素就行了实证分析,没有进一步探明这些影响因素发生作用的深层机制与原理,得出的研究结论没有相应的理论解释,存在一定的局限性。 2)样本数量与调查对象的局限性。本文将研究对象限定在科技组织中的知识型员工,限于抽象成本的限制,本研究的抽样对象范围与数量均存在一定的局限性,导致研究结论的完备性与推广性存在一定的缺陷。 3)在模型构建方面,本研究仅从个体层次、组织制度与组织环境就行了实证研究,未考虑其他因素。由于个体创新绩效的影响因素还有很多,所以本研究的模型构建不够全面。此外,由于本文作者统计技术的限制,未能将三个层次的影响因素进行整合分析,也是一种技术性缺憾。
[Abstract]:The present stage is to become an innovative country, the research of innovation performance of knowledge workers is becoming more and more important. The research results at home and abroad, individual innovation is the important source of organizational innovation ability has become the consensus, then the related factors affecting the individual innovation performance which is one of the important role, which influence factors on individual innovation performance the most significant is that must be answered. According to the domestic and foreign academic research results, factors that affect the innovation performance of knowledge workers are mainly from two aspects, i.e. the body level factors and organizational level factors.
Two psychological factors influence its characteristics of individual level factors of innovation performance of knowledge workers include individual and individual innovation motivation. In China situations, individual innovation is considered to be an effective and practical effect of the activities, pay attention to whether the value judgment of the knowledge workers reason to carry out innovation. Activities, must have its intrinsic and extrinsic motivation of innovation, in order to deal with the organization and its challenge to carry out a specific activity. The theory is that individual innovation involves actively or passively to develop new solutions to deal with the task in the challenge, for the organization to provide a visible and effective innovative achievements. From this concept, the orientation of innovation of knowledge workers is to solve the problems and challenges in the actual work as goal oriented, innovation performance evaluation to achieve the goal Now it's the standard.
The system theory has become a popular research object in current academic circles, and for individuals, organizations and regional and national economic management tried to explain last century. Since 80s, the research on the system of organization theory research started to become mainstream, creating a new institutionalism theory and organization theory. The system into many research in the fields of economics and management, including organization system changes, enterprise development strategy, business research organization operating mechanism, industry development and innovation management. One of the basic assumptions about the innovation and innovation organization theory is nested with the specific institutional environment, quantity structure and characteristics of different system determines how much innovation and innovation quality the strength of the academic research. The results show that the system (including education system, human resources system and financial system, etc.) decision of an organization Scholars believe that the design of system has a great impact on people's innovation and entrepreneurship, and divide the institutional characteristics, define the institutional characteristics from three angles of standardization, cognition and control, and develop the measurement tools of institutional characteristics.
The organizational environment refers to the potential impact factors or power organization and organizational performance. The organizational environment regulates the relationship between design and organization structure performance, influence organizational effectiveness. Survival and development environment of the organization, plays a decisive role, is the organization management activities of the internal and external conditions. The science and technology organization knowledge employee innovation performance depends not only on individual factors and their influence, have an important role in innovation performance and innovation behavior and organizational environment of knowledge workers. Knowledge workers within the organization in order to promote the innovation performance, some scholars have studied the knowledge staff's innovation performance from the social environment organization point of view, the main research method is to regulate the work settings, such as encouraging employees engaged in risky innovation, between the incentive of knowledge workers thinking To exchange and discuss innovative work, allow knowledge workers to carry out exploratory work. In addition to the work environment of social organizations, scholars also studied the influence of the physical work environment for knowledge innovation and innovation performance of employee innovation behavior, support the role of relevant scholars in the study reported in the physical work environment of the knowledge innovation performance of employees with innovation and innovative behavior, good physical work environment will make the employee innovation performance can be improved.
The general idea of this paper is starting from the domestic and foreign knowledge workers' innovative performance related theory, factors related to the knowledge of science and technology concise organization of employees of individual innovation performance through literature research, then according to the scientific research methods of normative influence on Theory in the framework of the abstract to the concrete structure and the measurement when measuring, fully consider the context of our country. According to the selected theoretical framework and measurement tools, the individual level, organization level and the interaction of the individual level and organizational level combination, constructs the logical relationship between the theoretical model of factors of knowledge workers and the influence of individual innovation performance, put forward the research hypothesis, collection the data and verify the research hypothesis, the author clarifies the various factors affecting the innovation performance of knowledge workers and organization situation, factors affecting the relationship between the Effect and influencing factors of knowledge employee individual innovation performance strength. According to the results of theoretical and empirical research, put forward on improving the innovation performance of knowledge science and technology organization situation of employees and human resource management strategy for China's science and technology organization innovation capability to make theoretical basis for decision-making.
The empirical results show that, at the individual level, goal oriented, innovative personality and innovation are the influence factors of knowledge workers to avoid the main influence of individual innovation performance; organizational system level, control system, normative and cognitive not only have a direct impact on knowledge workers' individual innovation performance, but also on the relationship between goal orientation and at the same time affect the innovation performance; organizational environment in social organization environment and logistics work environment are directly on individual innovation performance have a positive impact, the relationship will also regulate goal orientation and individual innovation performance between, and have direct and indirect effects on individual innovation performance.
Through the empirical research of knowledge workers in science and technology innovation performance under organizational situation, this paper analyzes the influencing factors of individual level and organizational level of individual innovation performance, theory of individual innovation performance of knowledge of China's science and technology organization staff construct combed the influence mechanism of innovation performance; the relationship between factors factors influence of knowledge employee individual innovation performance and the impact on knowledge workers through the empirical analysis, made some contribution to the individual innovation performance of China's knowledge-based staff promotion.
Because of the author's academic level and other restrictive factors, this study has the following shortcomings:
1) only empirical analysis is done on the factors that influence individual innovation performance. There is no further exploration of the underlying mechanisms and principles of these factors. The conclusions drawn from this study do not have corresponding theoretical explanations, and there are some limitations.
2) the number of samples and the limitations of the survey. This study will be limited to the knowledge workers in science and technology in the organization, limited to abstract cost constraints, the sample range and quantity of this research have certain limitations, leading to the completeness and generalization results in some defects.
3) in the construction of model, this study only from the individual level, organization environment and organization system for empirical research, without considering other factors. Because there are many factors affecting the individual innovation performance, so this research model is not comprehensive enough. In addition, the author of this paper statistical technology limit, failed to affect three the level of factor integration analysis, is also a technical defect.

【学位授予单位】：中国科学技术大学
【学位级别】：博士
【学位授予年份】：2012
【分类号】：C936;C931.1

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