發(fā)布時間：2018-04-21 21:39

  本文選題：創(chuàng)新能力 + 關鍵績效指標�。� 參考：《哈爾濱工業(yè)大學》2017年碩士論文

【摘要】：創(chuàng)新對于經(jīng)濟增長,技術進步和可持續(xù)發(fā)展都會起到關鍵作用,它在產(chǎn)業(yè),社會,政府和學術研究中都處于重要的位置。在過去的一段時間內(nèi)無論是取得創(chuàng)新的方法還是創(chuàng)新的管理方法都發(fā)生了顯著性的改變。在合作化,全球化,數(shù)字化和可持續(xù)發(fā)展的驅(qū)動下,越來越多的組織以更加多元化的方式進行合作。尤其是成熟產(chǎn)業(yè)中的制造部門正在經(jīng)歷徹底的變化,這些變化正是由于產(chǎn)品或服務的創(chuàng)新所引起的。對于一家企業(yè)來說人才是根本。在過去的幾十年里,員工一直被認為是企業(yè)最關鍵并且最有價值的資源,尤其是在發(fā)達國家中,員工受到倍加重視。人力資源管理水平會直接影響到企業(yè)的競爭力和企業(yè)的競爭優(yōu)勢。最有競爭力的企業(yè)往往最有效地使用企業(yè)的人力資源,為員工提供最好的福利,并能最大限度地激發(fā)員工的潛能,讓員工的目標能與組織目標一致。大多數(shù)的公司都在努力尋找最優(yōu)的產(chǎn)品組合以獲取企業(yè)的成長和市場優(yōu)勢。創(chuàng)新對于企業(yè)來說很重要,并且創(chuàng)新能力能夠為企業(yè)獲得持續(xù)的競爭優(yōu)勢。本研究的研究重點就是創(chuàng)新能力對于創(chuàng)新績效的影響。創(chuàng)新能力能在公司需要的時候幫助公司轉(zhuǎn)型或加快發(fā)展速度。雖然大多數(shù)公司都明白吸引客戶就能為公司獲得市場優(yōu)勢,并且創(chuàng)新對于企業(yè)未來的發(fā)展十分重要,但是,許多公司都不了解該如何利用創(chuàng)新能力來獲得優(yōu)勢。員工的行為應該有清晰關鍵績效指標進行評價。了解實現(xiàn)目標的關鍵績效指標對于取得成功十分重要,對于高層制定戰(zhàn)略也是十分重要的數(shù)據(jù)。創(chuàng)新績效用兩個維度進行測量:產(chǎn)品和服務創(chuàng)新(指該公司開發(fā)新的產(chǎn)品或服務或?qū)ΜF(xiàn)有產(chǎn)品進行較大的改進)。過程創(chuàng)新(指該公司開發(fā)新產(chǎn)品或服務的過程)。本研究中創(chuàng)新能力是自變量,產(chǎn)品創(chuàng)新績效和過程創(chuàng)新績效是因變量,關鍵績效指標對于創(chuàng)新能力和產(chǎn)品創(chuàng)新績效,創(chuàng)新能力和過程創(chuàng)新績效是調(diào)節(jié)變量。使用文件調(diào)研的方法進行數(shù)據(jù)的搜集,問卷采用五點量表進行測量,其中測量創(chuàng)新能力的題項來源于Lampikoski and Emden(1999)[10],產(chǎn)品創(chuàng)新績效和過程創(chuàng)新績效的題項來源于Hackett(2011)[90]。本研究的問卷分為四個部分,第一部分包含了背景信息,包括性別,年齡,參加工作時間,學歷,經(jīng)歷,組織規(guī)模和職位。第二部分用來測量組織的創(chuàng)新能力。第三部分測量關鍵績效指標。第四部分測量創(chuàng)新績效。本研究的樣本來源于俄羅斯電信行業(yè)的企業(yè),由于這些企業(yè)的創(chuàng)新是最為明顯的。從政策的角度來看,電信業(yè)的創(chuàng)新活動構成了經(jīng)濟發(fā)展的平臺。電信行業(yè)的企業(yè)內(nèi)部創(chuàng)新也是可測量并且有效的(Hitt,Hoskisson,Johnson and Moesel,1996)[87]。此外,電信業(yè)不同企業(yè)之間電信發(fā)展、技術密集、創(chuàng)新和業(yè)績方面也有顯著的差異。本研究選擇被調(diào)查企業(yè)的理由有3個:(1)ROS電信俄羅斯電信行業(yè)最有實力的企業(yè),它是一個具有代表性的樣本。這家公司在電信市場壟斷。向個人及企業(yè)提供以下服務:傳統(tǒng)的固定電話、移動電話、數(shù)據(jù)、電視和增值服務,包括住宅、公司和政府訂戶。(2)從2000到2011,ROS電信加緊了對其他公司的收購和參股工作。因此,它加強了其在俄羅斯電信市場的地位,并大大減少了競爭公司的數(shù)量。此后,這家公司發(fā)展迅速。(3)他對于俄羅斯經(jīng)濟的發(fā)展起到了重要的作用。本研究的樣本為ROS電信公司的分支機構如小型區(qū)域分支和區(qū)域分支機構。我們只對技術部門、商業(yè)部門和人力資源部門感興趣。一份調(diào)查問卷(見附錄)的目標人群包括高層管理者、中層管理者和基層管理者。問卷調(diào)查對象為80家分支機構。共發(fā)放調(diào)查問卷240份,回收了78個分支機構的234份問卷,回收率為97.5%�？紤]到高級管理人員的參與,這種回收率可以接受。收到的所有問卷符合選擇標準。然而,一些問卷顯示出可疑的有效性(即,直線型的答題,非邏輯和隨機回答)。本研究決定從統(tǒng)計分析中刪除這些參與者的這些調(diào)查。因此,丟棄無效問卷后,問卷數(shù)量從234下降到180份,來自60個分支機構。在回收了所有60個分支機構的3個部門的數(shù)據(jù)后,本研究選擇了各部門所了解的問卷內(nèi)容對問卷進行整合,并進行深入的統(tǒng)計分析。本研究的研究目標是探索關鍵績效指標在創(chuàng)新能力和創(chuàng)新績效之間是否起到了調(diào)節(jié)作用。本研究采用SPSS軟件對數(shù)據(jù)進行分析。本研究采用信度分析,主成分分析,相關分析和回歸分析的研究方法來驗證假設是否成立。用Cronbach’s Alpha來測量問卷的內(nèi)部信度,結果顯示各變量信度良好,符合研究標準。用KMO值來測量是否適合進行因子分析,結果顯示,創(chuàng)新能力,關鍵績效指標和創(chuàng)新績效的KMO值均達到了標準,適合進行因子分析。用Pearson相關系數(shù)來測量各變量之間的相關系數(shù),Pearson系數(shù)從-1到1變化,其中-1代表完全負相關,1代理完全正相關。通過相關分析,本研究發(fā)現(xiàn),創(chuàng)新能力,關鍵績效指標和過程創(chuàng)新績效之間存在顯著的相關性�；貧w分析用來檢驗關鍵績效指標是否在創(chuàng)新能力和創(chuàng)新績效之間起到調(diào)節(jié)作用,結果顯示(1)創(chuàng)新能力對于產(chǎn)品創(chuàng)新績效有顯著地影響。(2)創(chuàng)新能力對于過程創(chuàng)新績效有顯著地影響。(3)關鍵績效指標在創(chuàng)新能力與產(chǎn)品創(chuàng)新績效之間起到積極的調(diào)節(jié)作用,關鍵績效指標越強,創(chuàng)新能力對產(chǎn)品創(chuàng)新績效的影響更加積極。(4)關鍵績效指標在創(chuàng)新能力與過程創(chuàng)新績效之間起到積極的調(diào)節(jié)作用,關鍵績效指標越強,創(chuàng)新能力對過程創(chuàng)新績效的影響更加積極。問卷的檢驗和主要問題的選擇讓我們認為,HR部門最適合回答關鍵績效指標的問題,商業(yè)部門最適合回答創(chuàng)新績效的問題(產(chǎn)品創(chuàng)新績效和過程創(chuàng)新績效)。技術部門最適合回答創(chuàng)新能力的問題。最終,本研究指出,企業(yè)可以利用本研究的結論來制定創(chuàng)新政策,并且本研究也給出了一些提升創(chuàng)新績效的建議。本研究的最終結論是在俄羅斯的電信行業(yè)中企業(yè)的創(chuàng)新能力增強會使得企業(yè)的創(chuàng)新績效提高。
[Abstract]:Innovation plays a key role in economic growth, technological progress and sustainable development. It is in an important position in industry, society, government and academic research. In the past period, significant changes have taken place in both innovative methods and innovative management methods. Driven by sustainable development, more and more organizations are collaborating in a more diversified way. In particular, the manufacturing sector in the mature industry is undergoing a thorough change. These changes are caused by the innovation of products or services. For a company, the talent is fundamental. In the past few decades, employees have been used. It is considered to be the most important and most valuable resource of the enterprise, especially in the developed countries. The level of human resource management will directly affect the competitiveness of the enterprise and the competitive advantage of the enterprise. The most competitive enterprises often use the human resources of the enterprise most effectively to provide the best welfare for the employees and can be the best. Most of the companies are trying to find the best product mix to gain the growth and market advantage. Innovation is important to the enterprise and innovation ability can achieve continuous competitive advantage for the enterprise. The research focus is on the research. It is the impact of innovation ability on innovation performance. Innovation ability can help the company to transform or speed up the speed of development when the company needs it. Although most companies understand that attracting customers can gain market advantage for the company, and innovation is important to the future development of the company, many companies do not know how to use it. New ability to gain advantage. Employee behavior should be evaluated with clear key performance indicators. Understanding key performance indicators for achieving goals is very important for success, and is also very important for high-level formulation. Innovation performance is measured in two dimensions: product and service innovation (the company develops new products. Process innovation (refers to the process of developing new products or services). In this study, innovation capability is independent variable, product innovation performance and process innovation performance are dependent variables, and key performance indicators are for innovation and product innovation performance, innovation ability and process innovation performance. With the method of document investigation, the data was collected by the method of document investigation. The questionnaire was measured by five point scale. The item of innovation ability was derived from Lampikoski and Emden (1999) [10]. The item of product innovation performance and process innovation performance came from Hackett (2011) [the questionnaire of this study in 90]. was divided into four parts, the first part included Background information, including gender, age, participation in working time, education, experience, organization scale and position. The second part is used to measure organizational innovation ability. The third part measures key performance indicators. The fourth part measures innovation performance. The sample of this study comes from enterprises in the Russian telecommunications industry, because these enterprises are the most innovative. Clearly. From a policy point of view, the innovation activities of the telecommunications industry constitute the platform for economic development. The internal innovation of the telecommunications industry is also measurable and effective (Hitt, Hoskisson, Johnson and Moesel, 1996) [87]., in addition to telecommunications development, technology intensive, innovation and performance differences between different telecommunications companies. There are 3 reasons for the study to be investigated: (1) ROS Telecom Russia Telecom's most powerful enterprise, it is a representative sample. The company monopolized the telecommunications market. The company provides the following services to individuals and businesses: traditional fixed phone, mobile phone, data, television and value-added services, including housing, companies And government subscribers. (2) from 2000 to 2011, ROS Telecom stepped up its acquisition and participation in other companies. Therefore, it strengthened its position in the Russian telecommunications market and greatly reduced the number of competitive companies. Since then, the company has developed rapidly. (3) he has played an important role in the development of the Russian economy. We are the branches of ROS Telecom, such as small regional branches and regional branches. We are only interested in the technical, commercial and human resources departments. A questionnaire (see Appendix) aims at the top managers, middle managers and grass-roots managers. The respondents are 80 branches. 240 questionnaires were collected and 234 questionnaires were collected from 78 branches. The recovery rate was 97.5%. considering the participation of senior managers. The recovery rate was acceptable. All the questionnaires received were in accordance with the selection criteria. However, some questionnaires showed suspicious effectiveness (i.e., linear questions, non logical and random answers). This study decided from the statistics. These surveys were deleted from the analysis. Therefore, after discarding the invalid questionnaire, the number of questionnaires dropped from 234 to 180, from 60 branches. After recovering data from 3 departments of all 60 branches, the study selected the questionnaire content understood by various departments to integrate the questionnaire and carry out in-depth statistical analysis. The objective of this study is to explore whether the key performance indicators play a regulatory role between innovation ability and innovation performance. This study uses SPSS software to analyze the data. This study uses the method of reliability analysis, principal component analysis, correlation analysis and regression analysis to verify whether the hypothesis is established. Cronbach 's Alpha is used. To measure the internal reliability of the questionnaire, the results show that the reliability of the variables is good and conforms to the research standards. The results show that the KMO values of the innovation ability, the key performance index and the innovation performance have reached the standard, and the results show that the factor analysis is suitable for the factor analysis. The correlation coefficient of Pearson is used to measure the phase between the variables. The relationship number, Pearson coefficient changes from -1 to 1, of which -1 represents complete negative correlation and 1 agents are completely positive. The results show that (1) innovation ability has a significant impact on product innovation performance. (2) innovation ability has a significant impact on process innovation performance. (3) key performance indicators play a positive regulatory role between innovation ability and product innovation performance, the stronger the key performance indicators, the shadow of innovation ability to product innovation performance. (4) the key performance indicators play a positive regulatory role between innovation ability and process innovation performance, the stronger the key performance indicators, the more positive impact of innovation ability on process innovation performance. The test of the questionnaire and the selection of main problems make us think that the HR department is the most suitable for answering key performance indicators. The Department is best suited to answer the question of innovation performance (product innovation performance and process innovation performance). The technical department is best suited to answer the question of innovation ability. Finally, this study points out that enterprises can make use of the conclusions of this study to formulate innovation policies, and this study gives some suggestions to improve innovation performance. The final conclusion of this study is the conclusion of this study. It is in the Russian telecommunications industry that the innovation capability of enterprises will enhance the innovation performance of enterprises.

【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F627

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