【摘要】：創(chuàng)新對于企業(yè)保持持續(xù)競爭優(yōu)勢的重要性已不容置疑。在激勵創(chuàng)新的活動中,一些卓越的企業(yè)之所以能始終走在其他企業(yè)前面,從根本上講是因為它們能將創(chuàng)新和企業(yè)文化有力的結合起來,形成創(chuàng)新型文化。創(chuàng)新型文化是企業(yè)創(chuàng)新系統(tǒng)的一個重要組成部分。創(chuàng)新的內涵和外延的擴展,很大程度上要得益于創(chuàng)新型文化的支持。創(chuàng)新型文化作為一種內在機制,影響著企業(yè)的運行,并促使創(chuàng)新行為趨于普遍化。因此,深入研究企業(yè)中影響創(chuàng)新型文化形成及建設的因素及相應作用機制,對企業(yè)持續(xù)發(fā)展具有很強的現(xiàn)實意義。 本文在充分分析我國電信運營企業(yè)文化建設現(xiàn)狀的基礎上,結合創(chuàng)新型文化的相關理論,得出影響創(chuàng)新型文化培育的關鍵因素,并構建其與組織創(chuàng)新文化的關系模型。研究分兩階段進行：第一階段是文獻研究階段,了解創(chuàng)新型文化的特點及影響因素指標,初步形成本研究構思；第二階段是問卷調查及數(shù)據(jù)分析階段,通過因子分析、相關分析及回歸分析等統(tǒng)計方法得出最終結果。 本文具體的研究結論是：(1)影響我國電信運營企業(yè)組織創(chuàng)新文化建設的因素主要來自變革型領導、組織支持和環(huán)境驅動三大方面。其中,變革型領導包括德行垂范、愿景激勵、領導魅力和個性化關懷；組織支持包括員工創(chuàng)新能力、文化認同、資源支持、激勵機制、清晰的戰(zhàn)略和開放性氛圍；環(huán)境驅動包括市場壓力和政府引導。(2)變革型領導與電信運營企業(yè)組織創(chuàng)新文化之間存在正相關關系；但變革型領導行為各維度對組織創(chuàng)新文化的影響程度是不同的,影響程度從大到小依次為愿景激勵、個性化關懷、領導魅力和德行垂范。電信運營企業(yè)的組織支持各因素與組織創(chuàng)新文化之間存在正相關關系；影響程度從大到小依次為資源支持、文化認同、清晰的戰(zhàn)略、員工創(chuàng)新能力、激勵機制和開放性氛圍。電信運營企業(yè)的環(huán)境驅動各因素與組織創(chuàng)新文化之間存在正相關關系；影響程度從大到小依次為市場壓力、政府引導。(3)電信運營企業(yè)組織創(chuàng)新文化的影響因素中以組織支持及變革型領導的解釋力相對較大。
[Abstract]:The importance of innovation for enterprises to maintain sustainable competitive advantage has been indisputable. In the activities of encouraging innovation, the reason why some outstanding enterprises can always walk in front of other enterprises is that they can combine innovation with corporate culture to form innovative culture. Innovation culture is an important part of enterprise innovation system. The connotation and extension of innovation should benefit greatly from the support of innovative culture. As an internal mechanism, innovative culture affects the operation of enterprises and promotes the generalization of innovation behavior. Therefore, it is of great practical significance to study the factors that affect the formation and construction of innovative culture and the corresponding mechanism. Based on the analysis of the present situation of the culture construction of telecom enterprises in China and the relevant theories of innovative culture, this paper draws the key factors that affect the cultivation of innovative culture, and constructs the relationship model between it and organizational innovation culture. The research is divided into two stages: the first stage is the literature research stage to understand the characteristics of innovative culture and the impact factors indicators to form a preliminary concept of this study; The second stage is questionnaire survey and data analysis. The final results are obtained by factor analysis, correlation analysis and regression analysis. The specific conclusions of this paper are as follows: (1) the factors that affect the construction of organizational innovation culture of telecom operators in China mainly come from three aspects: transformational leadership organizational support and environmental driving. Among them, transformational leadership includes moral ethics, vision motivation, leadership charm and individualized care, organizational support includes employee innovation ability, cultural identity, resource support, incentive mechanism, clear strategy and open atmosphere. Environmental driving includes market pressure and government guidance. (2) there is a positive correlation between transformational leadership and organizational innovation culture of telecom operators; However, the influence degree of transformational leadership behavior on organizational innovation culture is different, and the degree of influence is from big to small in order of vision encouragement, individualized care, leadership charisma and moral decency. There is a positive correlation between the factors of organizational support and organizational innovation culture, and the degree of influence from large to small is resource support, cultural identity, clear strategy, staff innovation ability, incentive mechanism and open atmosphere. There is a positive correlation between environmental driving factors and organizational innovation culture; The degree of influence from big to small is followed by market pressure and government guidance. (3) organizational support and transformational leadership have relatively greater explanatory power among the influencing factors of organizational innovation culture of telecom operators.
【學位授予單位】：南京郵電大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F270;F626

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