【摘要】：在創(chuàng)新創(chuàng)業(yè)和知識(shí)經(jīng)濟(jì)時(shí)代的背景下,創(chuàng)新人才培養(yǎng)的問(wèn)題受到學(xué)界的高度重視,國(guó)內(nèi)外研究者對(duì)創(chuàng)新人才的相關(guān)內(nèi)容進(jìn)行了一系列富有成效的研究,主要集中于對(duì)創(chuàng)新人才的內(nèi)涵、創(chuàng)新人才培養(yǎng)的影響因素等問(wèn)題進(jìn)行了理論研究。已有文獻(xiàn)研究表明,創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同有利于創(chuàng)新人才的發(fā)展與成長(zhǎng),缺乏對(duì)創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同進(jìn)行實(shí)證研究。因此,探討和驗(yàn)證創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同對(duì)創(chuàng)新績(jī)效的影響機(jī)制,具有重要的理論和實(shí)踐價(jià)值。本文在系統(tǒng)回顧相關(guān)理論和文獻(xiàn)的基礎(chǔ)上進(jìn)行研究。首先,借鑒已有的文獻(xiàn),對(duì)本文的研究變量進(jìn)行了度量,力求在度量指標(biāo)的選取上合理、準(zhǔn)確。其次,基于邏輯推理與文獻(xiàn)綜述,提出創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同對(duì)創(chuàng)新績(jī)效影響的研究假設(shè),并構(gòu)建了相應(yīng)的概念模型。在此基礎(chǔ)上,采用問(wèn)卷調(diào)查的方法,對(duì)回收的132份有效預(yù)試問(wèn)卷進(jìn)行探索性因子分析和信度分析,包括變量的項(xiàng)目分析和因子分析,確定本文研究變量的結(jié)構(gòu)維度,并對(duì)研究的變量進(jìn)行了操作化定義。本文采用結(jié)構(gòu)方程模型與回歸分析,對(duì)回收的266份有效正式問(wèn)卷進(jìn)行了實(shí)證分析,并對(duì)研究假設(shè)進(jìn)行了驗(yàn)證。研究結(jié)果表明:(1)創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同對(duì)創(chuàng)新績(jī)效有顯著的正向影響。其中,跨邊界機(jī)制協(xié)同、跨邊界主體協(xié)同、跨邊界知識(shí)協(xié)同對(duì)創(chuàng)新能力和創(chuàng)新行為的影響依次減弱;跨邊界機(jī)制協(xié)同、跨邊界知識(shí)協(xié)同、跨邊界主體協(xié)同對(duì)創(chuàng)新成果的影響依次減弱。(2)創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同對(duì)組織信任有顯著的正向影響。其中,跨邊界主體協(xié)同、跨邊界機(jī)制協(xié)同、跨邊界知識(shí)協(xié)同對(duì)情感信任的影響依次減弱;跨邊界機(jī)制協(xié)同、跨邊界主體協(xié)同、跨邊界知識(shí)協(xié)同對(duì)認(rèn)知信任的影響依次減弱。(3)組織信任對(duì)創(chuàng)新績(jī)效有顯著的正向影響。其中,情感信任對(duì)創(chuàng)新能力、創(chuàng)新行為、創(chuàng)新成果的影響大于認(rèn)知信任對(duì)創(chuàng)新能力、創(chuàng)新行為、創(chuàng)新成果的影響。(4)創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同通過(guò)組織信任間接作用于創(chuàng)新績(jī)效,即組織信任在創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同對(duì)創(chuàng)新績(jī)效影響的過(guò)程中起中介作用。研究結(jié)論對(duì)創(chuàng)新人才培養(yǎng)的跨邊界協(xié)同提供了理論支撐和實(shí)踐啟示。
[Abstract]:In the background of the era of innovation and knowledge economy, the problem of cultivating innovative talents is highly valued by the academic circles. Researchers at home and abroad have carried out a series of fruitful research on the related contents of innovative talents. This paper mainly focuses on the connotation of innovative talents and the factors affecting the cultivation of innovative talents. The literature has shown that the cross-boundary coordination of the cultivation of innovative talents is conducive to the development and growth of innovative talents, and there is a lack of empirical research on the cross-boundary coordination of the cultivation of innovative talents. Therefore, it is of great theoretical and practical value to explore and verify the influence mechanism of cross-boundary synergy on innovation performance. This paper studies on the basis of systematic review of relevant theories and literature. First of all, using the existing literature for reference, this paper measures the variables in order to select reasonable and accurate metrics. Secondly, based on logical reasoning and literature review, this paper puts forward the research hypothesis of the effect of cross-boundary synergy on innovation performance, and constructs the corresponding conceptual model. On this basis, the method of questionnaire survey was used to analyze the reliability and exploratory factor of 132 valid pre-test questionnaires, including the item analysis and factor analysis of variables, so as to determine the structural dimension of the variables studied in this paper. The operational definition of the studied variables is also given. In this paper, the structural equation model and regression analysis are used to analyze 266 valid questionnaires, and the hypothesis is verified. The results show that: (1) Cross-boundary synergy has a significant positive impact on innovation performance. Among them, the effects of cross-boundary mechanism coordination, cross-boundary agent coordination and cross-boundary knowledge coordination on innovation ability and innovation behavior are weakened in turn. Cross-boundary mechanism coordination, cross-boundary knowledge coordination, cross-boundary agent synergy on innovation results weakened in turn. (2) Cross-boundary coordination of innovation talent training has a significant positive impact on organizational trust. Among them, the influence of cross-boundary agent coordination, cross-boundary mechanism coordination and cross-boundary knowledge coordination on emotional trust is weakened in turn. Cross-boundary mechanism coordination, cross-boundary agent collaboration, cross-boundary knowledge coordination influence on cognitive trust weakened in turn. (3) organizational trust has a significant positive impact on innovation performance. Among them, the influence of emotional trust on innovation ability, innovation behavior and innovation achievement is greater than cognitive trust on innovation ability and innovation behavior. (4) the cross-boundary synergy of innovation talent training plays an indirect role in innovation performance through organizational trust, that is, organizational trust plays an intermediary role in the process of innovation talent training. The conclusion provides theoretical support and practical inspiration for the cross-boundary cooperation of innovative talents training.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F273.1

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