【摘要】：制造業(yè)是支撐我國(guó)經(jīng)濟(jì)社會(huì)發(fā)展的重要基石和促進(jìn)世界經(jīng)濟(jì)發(fā)展的重要力量。2015年政府工作報(bào)告中首次提出實(shí)施“中國(guó)制造2025”,確定了以促進(jìn)制造業(yè)創(chuàng)新發(fā)展為主題,以“創(chuàng)新驅(qū)動(dòng)”為基本方針之一的行動(dòng)綱要。中國(guó)雖然是世界上的“制造大國(guó)”,但卻不是“制造強(qiáng)國(guó)”,自主創(chuàng)新能力較弱,關(guān)鍵核心技術(shù)與高端裝備對(duì)外依存度較高,以企業(yè)為主體的制造業(yè)創(chuàng)新體系還不完善。然而,中國(guó)制造業(yè)企業(yè)創(chuàng)新浪潮的背后卻存在著大量的組織冗余,特別是人力資源冗余。長(zhǎng)期以來(lái),中國(guó)制造業(yè)逐漸形成了資源要素投入、規(guī)模擴(kuò)張的粗放發(fā)展模式,進(jìn)而產(chǎn)能過(guò)剩趨勢(shì)日益擴(kuò)大。企業(yè)實(shí)際擁有的資源與真正所需資源之間存在的資源偏差便會(huì)以組織冗余的形式表現(xiàn)出來(lái),并且表現(xiàn)為多種類型。因此,制造業(yè)企業(yè)如何利用冗余資源進(jìn)行企業(yè)創(chuàng)新就成為了重要命題。以往學(xué)者們主要基于傳統(tǒng)的組織冗余分類來(lái)探討對(duì)創(chuàng)新的影響,對(duì)人力資源冗余的關(guān)注很少。直到近年來(lái),部分學(xué)者才開(kāi)始關(guān)注并探索人力資源冗余與創(chuàng)新的關(guān)系。然而,他們依然將不同職能部門(mén)的人力資源作為一個(gè)總體,沒(méi)有區(qū)分具體職能的人力資源冗余對(duì)創(chuàng)新的影響。此外,作為資源的控制者,CEO影響公司戰(zhàn)略的程度主要取決于其擁有的權(quán)力以及決定如何運(yùn)用權(quán)力。因此,探索不同職能的人員冗余與創(chuàng)新關(guān)系并對(duì)其展開(kāi)CEO權(quán)力的權(quán)變研究很有必要。市場(chǎng)競(jìng)爭(zhēng)說(shuō)到底還是高精技術(shù)的競(jìng)爭(zhēng),而起最終決定作用的依然是企業(yè)的技術(shù)隊(duì)伍。因此,本文以中國(guó)創(chuàng)業(yè)板制造業(yè)IPO企業(yè)為研究對(duì)象,采用多層線性模型來(lái)探討公司內(nèi)層次和公司間層次技術(shù)人員冗余對(duì)企業(yè)創(chuàng)新的影響,并考察了CEO權(quán)力在公司間層次的調(diào)節(jié)效應(yīng)和跨層次的權(quán)變作用。本文研究結(jié)論如下:(1)公司內(nèi)層次的技術(shù)人員冗余負(fù)向影響創(chuàng)新,公司間層次的技術(shù)人員冗余正向影響創(chuàng)新。(2)CEO所有權(quán)權(quán)力在公司間層次技術(shù)人員冗余與創(chuàng)新間起正向調(diào)節(jié)作用,在公司內(nèi)層次技術(shù)人員冗余與創(chuàng)新間沒(méi)有權(quán)變作用。(3)CEO專家權(quán)力不僅正向調(diào)節(jié)公司間層次技術(shù)人員冗余與創(chuàng)新關(guān)系,還在公司內(nèi)層次技術(shù)人員冗余與創(chuàng)新間起正向跨層次權(quán)變作用。(4)公司內(nèi)層次和公司間層次的技術(shù)人員冗余與創(chuàng)新的關(guān)系均不受CEO結(jié)構(gòu)權(quán)力和CEO聲譽(yù)權(quán)力的權(quán)變影響。本文較早研究了技術(shù)人員冗余與創(chuàng)新之間的關(guān)系,可能在理論方面為該領(lǐng)域的研究提供一種新的思路和借鑒,同時(shí)還能夠?yàn)槲覈?guó)制造業(yè)企業(yè)開(kāi)發(fā)和利用技術(shù)人員冗余提供一定的理論指導(dǎo)。
[Abstract]:Manufacturing industry is an important cornerstone of supporting China's economic and social development and an important force to promote world economic development. In the 2015 government work report, it was proposed for the first time that "made in China 2025" should be implemented, with the theme of promoting innovation and development of manufacturing industry. A platform for Action based on an "innovation-driven" approach. Although China is a "manufacturing power" in the world, it is not a "manufacturing power", its independent innovation ability is weak, its key core technology and high-end equipment depend on foreign countries with a high degree of dependence, and the manufacturing innovation system with enterprises as the main body is not perfect. However, there is a large amount of organizational redundancy, especially human resource redundancy, behind the innovation wave of Chinese manufacturing enterprises. For a long time, China's manufacturing industry has gradually formed the extensive development model of resource input and scale expansion, and then the trend of overcapacity is expanding day by day. The deviation of resources between the actual resources owned by enterprises and the resources they really need will be manifested in the form of organizational redundancy, and there are many types of resources. Therefore, manufacturing enterprises how to use redundant resources for enterprise innovation has become an important proposition. In the past, scholars mainly based on the traditional classification of organizational redundancy to explore the impact on innovation, but pay little attention to human resource redundancy. Until recent years, some scholars began to pay attention to and explore the relationship between human resource redundancy and innovation. However, they still regard the human resources of different functional departments as a whole, and they do not distinguish the impact of human resources redundancy on innovation. In addition, the extent to which the CEO, as a resource controller, influences the company's strategy depends mainly on the power it has and how it is used. Therefore, it is necessary to explore the relationship between personnel redundancy and innovation in different functions and to study the contingency of CEO power. After all, market competition is still the competition of high-quality technology, and the final decisive role is still the technical team of enterprises. Therefore, this paper takes the Chinese gem manufacturing IPO enterprise as the research object, adopts the multi-layer linear model to discuss the influence of the technical personnel redundancy on the enterprise innovation at the internal level and the inter-firm level. At the same time, it examines the regulatory effect of CEO power at the inter-firm level and the cross-level contingency effect. The conclusions of this paper are as follows: (1) the redundancy of technical personnel at the internal level negatively affects innovation, and the redundancy of technical personnel at the inter-firm level positively influences innovation. (2) the ownership power of CEO plays a positive role in regulating the redundancy of technical personnel and innovation at the inter-firm level. There is no contingency between the redundancy of technical personnel and innovation in the company. (3) the expert power of CEO not only positively regulates the relationship between the redundancy of technical personnel and innovation at the inter-firm level, It also plays a positive role in the inter-level contingency between the redundancy of technical personnel and innovation. (4) the relationship between the redundancy of technical personnel and innovation at the internal and inter-company levels is not affected by the power of CEO structure and the power of CEO reputation. This paper has studied the relationship between the redundancy of technical personnel and innovation earlier, which may provide a new way of thinking and reference for the research in this field in theory. At the same time, it can provide some theoretical guidance for our manufacturing enterprises to develop and utilize the redundancy of technical personnel.
【學(xué)位授予單位】：安徽財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F425;F272.92;F273.1

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