本文選題：企業(yè)創(chuàng)新氛圍 + 員工創(chuàng)新意愿��； 參考：《鄭州大學(xué)》2017年碩士論文

【摘要】：創(chuàng)新是國家繁榮、企業(yè)昌盛的不竭動力,企業(yè)的發(fā)展離不開技術(shù)創(chuàng)新驅(qū)動,尤其是經(jīng)濟發(fā)展進入新常態(tài)后,企業(yè)必須主動適應(yīng)經(jīng)濟發(fā)展創(chuàng)新環(huán)境,積極推動產(chǎn)品的轉(zhuǎn)型升級,以不斷提升自身的技術(shù)創(chuàng)新能力。隨著我國創(chuàng)新驅(qū)動發(fā)展戰(zhàn)略的強力推進,“大眾創(chuàng)業(yè),萬眾創(chuàng)新”的浪潮為企業(yè)內(nèi)部開展創(chuàng)新活動促進企業(yè)績效提升提供了有利的政策保障。作為企業(yè)創(chuàng)新環(huán)境的重要組成部分,創(chuàng)新氛圍在企業(yè)創(chuàng)新中的作用日益凸顯,企業(yè)追求高創(chuàng)新效率和創(chuàng)新績效的需求日益迫切,對于企業(yè)創(chuàng)新氛圍對創(chuàng)新績效的影響及其內(nèi)在作用機理的研究成為學(xué)術(shù)界探討和研究的重點。作為我國創(chuàng)新體系的重要組成部分之一,高新技術(shù)企業(yè)以其知識密集、技術(shù)密集與資金密集的特點在創(chuàng)新領(lǐng)域占據(jù)重要地位。創(chuàng)新績效作為衡量我國高新技術(shù)企業(yè)核心競爭力的重要指標,已經(jīng)成為學(xué)術(shù)探討和實踐管理中研究的重要視角。因此,如何完善創(chuàng)新管理機制從而盡快提升創(chuàng)新績效,成為高新技術(shù)企業(yè)在創(chuàng)新管理方面亟待解決的一個重要現(xiàn)實問題。本研究以影響企業(yè)內(nèi)部員工創(chuàng)新意愿的企業(yè)創(chuàng)新氛圍為切入點,挖掘了企業(yè)創(chuàng)新氛圍的關(guān)鍵影響因素,以自我決定理論(SDT)和計劃行為理論(TPB)作為基礎(chǔ),剖析了員工創(chuàng)新意愿在本研究中的具體涵義,構(gòu)建了跨層次理論模型,分析了企業(yè)創(chuàng)新氛圍對創(chuàng)新績效的影響機理。隨后,設(shè)計了企業(yè)調(diào)查問卷,并對高新技術(shù)企業(yè)員工進行了調(diào)研,運用SPSS20.0和Amos21.0軟件對所搜集的數(shù)據(jù)進行分析以驗證本研究所提出的具體假設(shè)和理論模型。本研究得出了如下結(jié)論:第一,企業(yè)創(chuàng)新氛圍及三個維度對創(chuàng)新績效、創(chuàng)新意愿、創(chuàng)新行為均具有正向影響,員工創(chuàng)新意愿及三個維度對員工創(chuàng)新行為具有正向影響,員工創(chuàng)新行為對企業(yè)創(chuàng)新績效具有正向影響;第二,員工創(chuàng)新意愿及三個維度對企業(yè)創(chuàng)新氛圍與員工創(chuàng)新意愿具有中介作用;第三,團隊凝聚力對員工創(chuàng)新行為與企業(yè)創(chuàng)新績效之間的關(guān)系具有正向調(diào)節(jié)作用。在實證分析基礎(chǔ)上,本研究提出了“尊重創(chuàng)意,營造全員創(chuàng)新氛圍;合理評價,實施內(nèi)部創(chuàng)新績效考核機制”等相關(guān)建議,同時結(jié)合互聯(lián)網(wǎng)泛在化及時性的特點及其在企業(yè)組織溝通的優(yōu)勢,構(gòu)建了企業(yè)內(nèi)部創(chuàng)新平臺,以滿足企業(yè)的創(chuàng)新需求,營造良好的創(chuàng)新氛圍提高企業(yè)核心競爭力,使企業(yè)在日益激烈的市場競爭中獲得由創(chuàng)新引發(fā)的源源不斷的創(chuàng)新績效。
[Abstract]:Innovation is the inexhaustible power for the prosperity of the country and the prosperity of the enterprise. The development of the enterprise can not be separated from the driving force of technological innovation. Especially after the economic development enters the new normal, the enterprise must take the initiative to adapt to the environment of economic development and innovate and actively promote the transformation and upgrading of the products. In order to constantly improve their technological innovation ability. With the development strategy driven by innovation in our country, the wave of "mass entrepreneurship, mass innovation" provides a favorable policy guarantee for enterprises to carry out innovative activities to promote the performance of enterprises. As an important part of enterprise innovation environment, the role of innovation atmosphere in enterprise innovation is increasingly prominent, and the demand for high innovation efficiency and innovation performance is increasingly urgent. The research on the influence of enterprise innovation atmosphere on innovation performance and its internal mechanism has become the focus of academic research. As one of the important parts of the innovation system in China, high-tech enterprises occupy an important position in the field of innovation because of their knowledge-intensive, technology-intensive and capital-intensive characteristics. Innovation performance, as an important index to measure the core competitiveness of high-tech enterprises in China, has become an important perspective in academic research and practical management. Therefore, how to improve innovation management mechanism and improve innovation performance as soon as possible has become an important practical problem for high-tech enterprises in innovation management. Based on the innovation climate that affects the innovation intention of the employees, the paper excavates the key influencing factors of the innovation climate, based on the theory of self-determination (SDT) and the theory of planned behavior (TPB). This paper analyzes the specific meaning of employee innovation intention in this study, constructs a cross-level theoretical model, and analyzes the influence mechanism of enterprise innovation atmosphere on innovation performance. Then, the enterprise questionnaire is designed, and the employees of high-tech enterprises are investigated. The data collected are analyzed by using SPSS 20.0 and Amos21.0 software to verify the specific hypotheses and theoretical models proposed by this research. The conclusions of this study are as follows: first, the enterprise innovation atmosphere and three dimensions have a positive impact on innovation performance, innovation willingness, innovation behavior, employee innovation willingness and three dimensions have a positive impact on employee innovation behavior. Employee innovation behavior has a positive impact on enterprise innovation performance; second, employee innovation willingness and three dimensions of innovation atmosphere and employee innovation willingness to mediate the role; third, Team cohesion plays a positive role in regulating the relationship between employee innovation behavior and enterprise innovation performance. On the basis of empirical analysis, this study puts forward some suggestions, such as "respecting creativity, creating innovation atmosphere for all staff, reasonable evaluation, implementing internal innovation performance appraisal mechanism" and so on. At the same time, combined with the characteristics of the Internet flooding timeliness and the advantages of organizational communication in enterprises, the internal innovation platform of enterprises is constructed to meet the innovation needs of enterprises and create a good innovation atmosphere to enhance the core competitiveness of enterprises. Enterprises in the increasingly fierce market competition to achieve continuous innovation caused by innovation performance.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F276.44

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