本文關(guān)鍵詞：創(chuàng)新導向、組織氛圍對知識型員工創(chuàng)新行為的影響機制研究　出處：《吉林大學》2016年博士論文　論文類型：學位論文

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【摘要】：創(chuàng)新是經(jīng)濟發(fā)展的直接動因。如今,全球經(jīng)濟已經(jīng)由傳統(tǒng)農(nóng)業(yè)經(jīng)濟、工業(yè)經(jīng)濟向知識經(jīng)濟轉(zhuǎn)變,對知識資源的獲取、利用及開發(fā)已經(jīng)成為經(jīng)濟增長的重要途徑。面對極為復雜嚴峻的全球經(jīng)濟環(huán)境,中共十八大明確提出,著力增強創(chuàng)新驅(qū)動發(fā)展新動力,全面深化經(jīng)濟體制改革,實施創(chuàng)新驅(qū)動發(fā)展戰(zhàn)略�？梢钥闯�,國家已經(jīng)從戰(zhàn)略層面為整個創(chuàng)新驅(qū)動經(jīng)濟發(fā)展創(chuàng)造了良好的外部環(huán)境。在社會經(jīng)濟發(fā)展過程中,企業(yè)是創(chuàng)新的主體,企業(yè)中的知識型員工是創(chuàng)新的核心力量,如何促進知識型員工開展創(chuàng)新行為活動是推進企業(yè)創(chuàng)新、社會創(chuàng)新的關(guān)鍵問題。尤其是在國家實施創(chuàng)新驅(qū)動戰(zhàn)略環(huán)境下,探討企業(yè)創(chuàng)新導向戰(zhàn)略環(huán)境下知識型員工創(chuàng)新行為的影響作用機制就顯得尤為重要。在國家實施創(chuàng)新驅(qū)動戰(zhàn)略環(huán)境下,許多企業(yè)也開始注重創(chuàng)新導向戰(zhàn)略,采取多種措施營造組織創(chuàng)新氛圍,激發(fā)知識型員工創(chuàng)新熱情,促進開展個體創(chuàng)新活動,然而收效不佳�？梢钥闯�,目前企業(yè)管理者對于創(chuàng)新導向、組織氛圍影響知識型員工創(chuàng)新行為的作用機制還沒有系統(tǒng)的認識,對于創(chuàng)新導向、組織氛圍影響創(chuàng)新行為的中介因素還沒有清晰的理解,對于這些前置因素影響知識型員工創(chuàng)新行為的作用關(guān)系路徑仍缺乏明確的認識。而這些問題在學術(shù)理論研究中也并為得到滿意的解釋�；诖�,本研究結(jié)合對員工創(chuàng)新行為相關(guān)領(lǐng)域文獻資料研究的省思,形成研究問題、提出研究框架、設(shè)計研究方法、開展實證檢驗,進而得出研究結(jié)論。為了解決企業(yè)管理實踐問題、彌補學術(shù)研究理論缺陷,結(jié)合對員工創(chuàng)新行為相關(guān)領(lǐng)域文獻資料研究的省思,本研究通過對工作動機、員工激勵及創(chuàng)新行為等相關(guān)理論和研究內(nèi)容的梳理歸納,明確本研究的理論基礎(chǔ);基于對本研究所涉及相關(guān)變量的概念界定,依據(jù)社會控制理論內(nèi)容、心理學“S-O-R”模型的研究范式,本研究從外在控制層面上重新界定創(chuàng)新導向和組織氛圍變量,從內(nèi)在控制層面上提煉出影響知識型員工創(chuàng)新行為的中介變量,構(gòu)建出外部環(huán)境、心理狀態(tài)和個體行為三個層面的影響作用關(guān)系模型;并在此基礎(chǔ)上,通過大樣本數(shù)據(jù)采用多元線性回歸分析方法對本研究提出的影響關(guān)系模型進行定量分析檢驗。在此過程中,本研究采用了二手資料分析、比較分析、邏輯推理、思辨性歸納演繹、小組訪談、描述性統(tǒng)計分析、相關(guān)性分析、因子分析、多元線性回歸分析等定性和定量研究方法,在注重先進理論方法運用的同時,也充分考慮了員工創(chuàng)新行為管理實踐,注重理論與實踐緊密結(jié)合、定量同定性綜合檢驗、規(guī)范和實證統(tǒng)籌兼顧的方法選擇和設(shè)計,確實保證了本研究的科學性和規(guī)范性。依據(jù)上述研究思路和方法,本文以實證研究的規(guī)范流程為參照,通過相關(guān)理論研究綜述,明確界定研究變量的概念,深入剖析各變量間的影響作用機制,系統(tǒng)提出本研究的影響作用關(guān)系假設(shè),科學設(shè)計本研究相關(guān)分析方法,定量檢驗影響作用關(guān)系假設(shè)并進行分析討論,提出相關(guān)企業(yè)管理啟示,主要研究內(nèi)容具體包括以下幾個部分:1.基于研究目的和相關(guān)理論研究綜述,對本研究涉及變量進行了概念界定,提煉出影響知識型員工創(chuàng)新行為的重要中介變量,剖析了創(chuàng)新導向、組織氛圍影響知識型員工創(chuàng)新行為的作用機制,提出了相應的影響作用關(guān)系假設(shè)。依據(jù)社會控制理論,本研究認為影響知識型員工創(chuàng)新行為包括兩個層面的前置因素:一是外在控制力量,包括代表組織戰(zhàn)略導向的硬控制——創(chuàng)新導向,以及代表組織整體客觀環(huán)境屬性的軟控制——組織氛圍,可以看作是員工的外部環(huán)境刺激;另一種是內(nèi)在控制力量,包括反映內(nèi)在控制層面的匹配認知狀態(tài)——價值觀契合,以及內(nèi)在動機層面的綜合認知狀態(tài)——心理授權(quán),可以看作是員工的內(nèi)在心理狀態(tài)。本文認為,知識型員工所在組織的創(chuàng)新導向戰(zhàn)略環(huán)境和組織工作氛圍對其創(chuàng)新行為有直接影響作用,同時還可以通過內(nèi)在控制層面的價值觀契合、內(nèi)在動機層面的心理授權(quán)兩個中介變量對其創(chuàng)新行為產(chǎn)生間接影響作用�；诖擞绊懽饔脵C制,本文提出了12條影響作用關(guān)系假設(shè),搭建了本研究的理論關(guān)系模型。2.通過大規(guī)模問卷調(diào)查收集到大樣本數(shù)據(jù),實證檢驗了創(chuàng)新導向、組織氛圍對知識型員工創(chuàng)新行為影響作用關(guān)系假設(shè)模型�；诒疚奶岢龅膭�(chuàng)新導向、組織氛圍對知識型員工創(chuàng)新行為的影響作用關(guān)系假設(shè)模型,進行了科學規(guī)范的研究方法設(shè)計,確定出包含31個題項的變量測度量表,收集到671份有效樣本數(shù)據(jù);通過信度和效度檢驗、描述性統(tǒng)計分析,顯示樣本數(shù)據(jù)具有較好的可靠性和有效性,可以進行數(shù)據(jù)分析處理;通過采用SPSS17.0軟件進行多元線性回歸分析,結(jié)果顯示12條假設(shè)均獲得數(shù)據(jù)支持,得以驗證。3.對企業(yè)實施創(chuàng)新導向戰(zhàn)略,促進知識型員工實施創(chuàng)新行為提出了相關(guān)管理啟示�；趯嵶C分析結(jié)果,為解決企業(yè)中介因素不清、影響關(guān)系不明、關(guān)注重點不知的知識型員工創(chuàng)新行為管理問題,本研究認為企業(yè)在實施創(chuàng)新導向戰(zhàn)略時需要制定科學的創(chuàng)新型業(yè)務發(fā)展戰(zhàn)略,持續(xù)塑造良好的組織氛圍,樹立創(chuàng)新型價值觀文化,提升員工價值觀契合程度,加大企業(yè)結(jié)構(gòu)授權(quán)力度,促進員工心理授權(quán)程度,共同推進知識型員工的創(chuàng)新行為活動。經(jīng)過定性和定量分析檢驗,本研究主要結(jié)論的得出將具有一定的實踐價值和理論意義。不僅能夠為企業(yè)員工創(chuàng)新行為管理提供明確的著力點,給出清晰的作用路徑,劃出管理重點;同時,在學術(shù)研究方面,可以系統(tǒng)梳理檢驗員工創(chuàng)新行為影響因素,明確員工創(chuàng)新行為前置影響作用機制,有利于充實和拓寬創(chuàng)新行為研究的領(lǐng)域和范疇。
[Abstract]:Innovation is the direct cause of economic development. Nowadays, the global economy has changed from traditional agricultural economy, industrial economy to knowledge economy, and the acquisition, utilization and development of knowledge resources has become an important way of economic growth. Facing the extremely complex and grim global economic environment, the eighteen leaders of the Communist Party of China clearly put forth efforts to enhance the new driving force of innovation driven development, deepen the reform of the economic system, and implement the strategy of innovation driven development. It can be seen that the country has created a good external environment for the whole innovation driven economic development from the strategic level. In the process of social and economic development, enterprises are the main body of innovation. Knowledge workers in enterprises are the core force of innovation. How to promote knowledge workers' innovative behavior activities is a key issue to promote enterprise innovation and social innovation. Especially in the environment of national innovation driven strategy, it is particularly important to explore the influencing mechanism of knowledge workers' innovative behavior under the innovation oriented strategic environment. Under the environment of national innovation driven strategy, many enterprises are also paying attention to innovation oriented strategy, adopting various measures to create an atmosphere of organizational innovation, inspiring knowledge workers' enthusiasm for innovation, and promoting individual innovation activities, but the effect is not satisfactory. It can be seen that the enterprise managers have not systematically understanding the mechanism for innovation, organizational atmosphere innovation behavior of knowledge workers, there is no clear understanding of the intermediary factors of innovation orientation, organizational atmosphere influence innovation behavior, interaction between these antecedents path for innovation behavior of knowledge workers is still a lack of clear understanding. And these problems are also satisfactorily explained in academic research. Based on this, this study combined with the literature review of related literature in the field of employee innovation behavior, formed research questions, put forward research framework, design research methods, carried out empirical tests, and then came to the conclusion. In order to solve the problem of enterprise management practice, to make up for the academic research on the theory of defects, employee innovation behavior related research in the field of literature, the study of work motivation, employee motivation and innovative behavior and other related theories and research content of the summary, clear the theoretical basis of this study; the concept of related variables on the study based on the definition, based on the research paradigm of social control theories, psychology of the "S-O-R" model, this study defined innovation orientation and organizational climate variable from the external control level, refines the mediating effect of innovation behavior of knowledge workers from the internal control level, constructs the influence three aspects of the external environment, psychological state and individual behavior relationship model; and on this basis, through the sample data by using multivariate linear regression analysis method for this study The effect relationship model was tested by quantitative analysis. In this process, this study used secondary data analysis, comparative analysis, logical reasoning, reasoning of induction and deduction, group interview, descriptive statistical analysis, correlation analysis, factor analysis, multivariate linear regression analysis, qualitative and quantitative research methods, the focus on the use of advanced theories and methods at the same time, also fully consider the Employee Innovative Behavior Management in practice, pay attention to combining theory and practice, quantitative with qualitative comprehensive test, normative and empirical approach selection and design, ensure scientific and normative research. Based on the ideas and methods of the study, this paper in order to standardize the process of empirical research as reference, through the review of relevant theory, defining the research variables, in-depth analysis of effect mechanism between different variables, the system puts forward the implications of this study between science and design of the research hypothesis, correlation analysis method, quantitative analysis of effect relationship hypothesis and analyze, put forward relevant management implications, the main research contents include the following parts: 1. based on the review of relevant theory and research purposes, the definition of this study involves variables, extract the important mediator of innovation behavior of knowledge workers, analyzes the mechanism of innovation orientation, organization atmosphere effect of knowledge workers' innovative behavior, put forward the corresponding assumptions influence relationship. On the basis of social control theory, this study suggests that including the impact of knowledge employee innovation behavior antecedents of two aspects: one is the external forces control, including hard - innovation oriented control represents the strategic orientation, and soft control represents the overall organizational objective environment attribute -- organization atmosphere, can be regarded as the external environment to stimulate other employees; one is the internal control, including power, reflect the cognitive state of internal control level -- value fit, and the comprehensive cognition of intrinsic motivation level, psychological empowerment, can be regarded as the inner psychological state of employees. This paper argues that innovation oriented strategic environmental knowledge staff organization and organization atmosphere have a direct effect on innovative behavior, but also through the internal control level of the values fit, intrinsic motivation level of psychological empowerment two intermediary variables have indirect influence on innovation behavior. Based on this effect mechanism, this paper puts forward 12 effects relationship hypothesis, and builds a theoretical relationship model of this study. 2., we collect large sample data through large-scale questionnaires, and empirically test the hypothesis of the relationship between innovation orientation and organizational climate on knowledge workers' innovative behavior. Based on the hypothesized model of the relationship between innovation orientation and organizational climate on knowledge workers' innovative behavior, a scientific and standardized research method is designed, and a variable measure scale containing 31 items is identified, and 671 effective samples are collected.
【學位授予單位】：吉林大學
【學位級別】：博士
【學位授予年份】：2016
【分類號】：F272.92
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本文編號：1341664