本文關(guān)鍵詞：科技組織情境下知識(shí)型員工創(chuàng)新績(jī)效實(shí)證研究　出處：《中國(guó)科學(xué)技術(shù)大學(xué)》2012年博士論文　論文類(lèi)型：學(xué)位論文

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【摘要】：我國(guó)現(xiàn)階段正致力于成為一個(gè)創(chuàng)新大國(guó),對(duì)知識(shí)型員工的創(chuàng)新績(jī)效研究的日趨重要。綜合國(guó)內(nèi)外研究成果來(lái)看,個(gè)體創(chuàng)新是組織創(chuàng)新能力的重要來(lái)源已經(jīng)成為共識(shí),那么影響個(gè)體創(chuàng)新績(jī)效的相關(guān)因素究竟有哪些,哪些影響因素對(duì)個(gè)體創(chuàng)新績(jī)效的作用最為顯著是必須要回答的重要問(wèn)題之一。根據(jù)國(guó)內(nèi)外的學(xué)術(shù)研究成果來(lái)看,知識(shí)型員工的個(gè)體創(chuàng)新績(jī)效的影響因素主要來(lái)自兩個(gè)方面,即個(gè)體層次影響因素和組織層次影響因素。 知識(shí)型員工創(chuàng)新績(jī)效的個(gè)體層次的影響因素主要涵蓋個(gè)體的自身特質(zhì)與個(gè)體創(chuàng)新動(dòng)機(jī)的心理因素兩個(gè)方面。在中國(guó)情境下,個(gè)體創(chuàng)新被認(rèn)為是一種有效用和實(shí)際效果的活動(dòng),注重對(duì)結(jié)果是否有價(jià)值進(jìn)行評(píng)判。知識(shí)型員工之所以開(kāi)展創(chuàng)新活動(dòng),一定有其內(nèi)在的和外在的創(chuàng)新動(dòng)機(jī),是為了應(yīng)對(duì)組織的和自身的挑戰(zhàn)而開(kāi)展一項(xiàng)具體活動(dòng)。相關(guān)理論認(rèn)為,個(gè)體的創(chuàng)新涉及到主動(dòng)或被動(dòng)地開(kāi)發(fā)新的解決方案來(lái)應(yīng)對(duì)工作任務(wù)中的挑戰(zhàn),為組織提供看得見(jiàn)的和有效果的創(chuàng)新成果。從此概念出發(fā),知識(shí)型員工的創(chuàng)新定位在于以解決實(shí)際工作中的問(wèn)題與挑戰(zhàn)為目標(biāo)導(dǎo)向,創(chuàng)新績(jī)效的評(píng)判以目標(biāo)的實(shí)現(xiàn)為標(biāo)準(zhǔn)。 制度理論在當(dāng)今學(xué)術(shù)界已經(jīng)成為流行的研究對(duì)象,并且對(duì)個(gè)體、組織以及區(qū)域和國(guó)家的經(jīng)濟(jì)管理現(xiàn)象試圖進(jìn)行解釋。上世紀(jì)80年代以來(lái),組織理論中關(guān)于制度的研究開(kāi)始成為主流研究課題,開(kāi)創(chuàng)了新制度主義的組織理論。制度理論從此滲透到管理與經(jīng)濟(jì)學(xué)科中各個(gè)研究領(lǐng)域,包括組織制度變遷、企業(yè)發(fā)展戰(zhàn)略、組織運(yùn)行機(jī)制、創(chuàng)業(yè)研究、產(chǎn)業(yè)發(fā)展以及創(chuàng)新管理。關(guān)于創(chuàng)新與組織理論之間的一個(gè)基本假設(shè)是創(chuàng)新活動(dòng)嵌套與具體的制度環(huán)境中,不同制度結(jié)構(gòu)與特性決定創(chuàng)新的數(shù)量多少與創(chuàng)新質(zhì)量的強(qiáng)弱。學(xué)術(shù)界的研究結(jié)果表明,制度(包括教育制度、金融制度、人力資源制度等)決定一個(gè)組織創(chuàng)新能力的強(qiáng)弱。學(xué)者們認(rèn)為制度的設(shè)計(jì)對(duì)人們創(chuàng)新與創(chuàng)業(yè)產(chǎn)生重大的影響,并且將制度特性進(jìn)行劃分,從規(guī)范、認(rèn)知和控制三個(gè)角度定義制度特性,并且開(kāi)發(fā)了制度特性的測(cè)量工具。 組織環(huán)境是指所有潛在影響組織運(yùn)行和組織績(jī)效的因素或力量。組織環(huán)境調(diào)節(jié)著組織結(jié)構(gòu)設(shè)計(jì)與組織績(jī)效的關(guān)系,影響組織的有效性。組織環(huán)境對(duì)組織的生存和發(fā)展,起著決定性的作用,是組織管理活動(dòng)的內(nèi)在與外在的客觀條件。由于科技組織知識(shí)型員工的創(chuàng)新績(jī)效不僅依賴與自身的個(gè)體影響因素,同時(shí)組織的環(huán)境對(duì)知識(shí)型員工的創(chuàng)新績(jī)效與創(chuàng)新行為產(chǎn)生重要的作用。為了促進(jìn)組織內(nèi)知識(shí)型員工的創(chuàng)新績(jī)效,部分學(xué)者從社會(huì)組織工作環(huán)境角度對(duì)知識(shí)型員工的創(chuàng)新績(jī)效進(jìn)行研究,主要的研究方法是調(diào)節(jié)工作設(shè)置,例如鼓勵(lì)員工從事具有風(fēng)險(xiǎn)性的創(chuàng)新工作、激勵(lì)知識(shí)型員工之間的思想交流與討論創(chuàng)新工作、允許知識(shí)型員工開(kāi)展探索性工作等。除了社會(huì)組織工作環(huán)境外,學(xué)者們還研究了物理工作環(huán)境對(duì)知識(shí)型員工創(chuàng)新績(jī)效與創(chuàng)新創(chuàng)新行為的影響,相關(guān)學(xué)者在研究中報(bào)告了物理工作環(huán)境對(duì)知識(shí)型員工創(chuàng)新績(jī)效與創(chuàng)新創(chuàng)新行為的支持作用,認(rèn)為良好的物理工作環(huán)境會(huì)使知識(shí)型員工的創(chuàng)新績(jī)效得以提升。 本文研究的總體思路是從國(guó)內(nèi)外知識(shí)型員工的創(chuàng)新績(jī)效相關(guān)理論構(gòu)架出發(fā),通過(guò)文獻(xiàn)研究來(lái)凝練科技組織中知識(shí)型員工個(gè)體創(chuàng)新績(jī)效的相關(guān)影響因素,然后根據(jù)規(guī)范的科學(xué)研究方法對(duì)理論構(gòu)架中的影響因素抽象為具體的構(gòu)念并對(duì)其進(jìn)行測(cè)量,測(cè)量時(shí)充分考慮我國(guó)的情境化特征。根據(jù)理論構(gòu)架和測(cè)量工具的選定,將個(gè)體層次、組織層次以及個(gè)體層次與組織層次的交互作用相結(jié)合,構(gòu)建出知識(shí)型員工個(gè)體創(chuàng)新績(jī)效的理論模型以及各影響因素之間的邏輯關(guān)系,提出研究假設(shè),收集數(shù)據(jù)并驗(yàn)證研究假設(shè),最后厘清科技組織情境下知識(shí)型員工創(chuàng)新績(jī)效的各種影響因素、影響因素之間關(guān)系以及影響因素對(duì)知識(shí)型員工個(gè)體創(chuàng)新績(jī)效影響的強(qiáng)度。根據(jù)理論和實(shí)證研究結(jié)果,提出關(guān)于科技組織情境下知識(shí)型員工創(chuàng)新績(jī)效改進(jìn)的管理以及人力資源管理策略,為我國(guó)科技組織創(chuàng)新能力的提升作出決策的理論依據(jù)。 實(shí)證研究的結(jié)果表明,在個(gè)體層次,目標(biāo)導(dǎo)向、創(chuàng)新個(gè)性以及創(chuàng)新規(guī)避是影響知識(shí)型員工個(gè)體創(chuàng)新績(jī)效主要影響因素；在組織制度層次,制度的控制性、規(guī)范性以及認(rèn)知性不僅對(duì)知識(shí)型員工個(gè)體創(chuàng)新績(jī)效有直接影響,而且還對(duì)目標(biāo)導(dǎo)向與創(chuàng)新績(jī)效的關(guān)系產(chǎn)生影響；同時(shí)組織環(huán)境中社會(huì)組織環(huán)境與物流工作環(huán)境均直接對(duì)個(gè)體創(chuàng)新績(jī)效產(chǎn)生積極影響,同時(shí)會(huì)調(diào)節(jié)目標(biāo)導(dǎo)向與個(gè)體創(chuàng)新績(jī)效之間的關(guān)系,進(jìn)而對(duì)個(gè)體創(chuàng)新績(jī)效產(chǎn)生直接和間接的影響。 通過(guò)對(duì)科技組織情境下的知識(shí)型員工創(chuàng)新績(jī)效的實(shí)證研究,本文基本厘清了影響個(gè)體創(chuàng)新績(jī)效的個(gè)體層次與組織層次的相關(guān)影響因素,對(duì)我國(guó)科技組織中知識(shí)型員工的個(gè)體創(chuàng)新績(jī)效相關(guān)理論構(gòu)念進(jìn)行了梳理；對(duì)知識(shí)型員工個(gè)體創(chuàng)新績(jī)效的影響因素之間的關(guān)系以及影響因素對(duì)知識(shí)型員工的創(chuàng)新績(jī)效的影響機(jī)理進(jìn)行了實(shí)證分析,為我國(guó)知識(shí)型員工的個(gè)體創(chuàng)新績(jī)效的提升作出了一定的貢獻(xiàn)。 由于本文作者的學(xué)術(shù)水平本與其其它制約因素,本研究存在以下不足之處： 1)只是對(duì)影響個(gè)體創(chuàng)新績(jī)效的影響因素就行了實(shí)證分析,沒(méi)有進(jìn)一步探明這些影響因素發(fā)生作用的深層機(jī)制與原理,得出的研究結(jié)論沒(méi)有相應(yīng)的理論解釋,存在一定的局限性。 2)樣本數(shù)量與調(diào)查對(duì)象的局限性。本文將研究對(duì)象限定在科技組織中的知識(shí)型員工,限于抽象成本的限制,本研究的抽樣對(duì)象范圍與數(shù)量均存在一定的局限性,導(dǎo)致研究結(jié)論的完備性與推廣性存在一定的缺陷。 3)在模型構(gòu)建方面,本研究?jī)H從個(gè)體層次、組織制度與組織環(huán)境就行了實(shí)證研究,未考慮其他因素。由于個(gè)體創(chuàng)新績(jī)效的影響因素還有很多,所以本研究的模型構(gòu)建不夠全面。此外,由于本文作者統(tǒng)計(jì)技術(shù)的限制,未能將三個(gè)層次的影響因素進(jìn)行整合分析,也是一種技術(shù)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.

【學(xué)位授予單位】：中國(guó)科學(xué)技術(shù)大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：C936;C931.1

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