本文選題：組織結(jié)構(gòu) + 組織學(xué)習(xí)��； 參考：《東南大學(xué)》2015年博士論文

【摘要】：隨著經(jīng)濟(jì)全球化的發(fā)展和知識(shí)經(jīng)濟(jì)的到來(lái),知識(shí)在企業(yè)創(chuàng)新活動(dòng)中發(fā)揮的作用日益關(guān)鍵,企業(yè)也隨之逐漸成為創(chuàng)新的主體。依托知識(shí)的轉(zhuǎn)移與創(chuàng)新,企業(yè)通過(guò)技術(shù)創(chuàng)新來(lái)調(diào)整自身組織結(jié)構(gòu)以保持競(jìng)爭(zhēng)力。在這個(gè)過(guò)程中,企業(yè)的組織結(jié)構(gòu)方式和組織學(xué)習(xí)行為對(duì)知識(shí)轉(zhuǎn)移與知識(shí)創(chuàng)新均有直接影響。為了實(shí)現(xiàn)知識(shí)轉(zhuǎn)移效率最佳化,企業(yè)需要正確選擇恰當(dāng)?shù)慕M織結(jié)構(gòu)并根據(jù)自身組織結(jié)構(gòu)特點(diǎn)選擇合適的知識(shí)轉(zhuǎn)移方式,這對(duì)于企業(yè)保持自身持續(xù)競(jìng)爭(zhēng)力和創(chuàng)造力意義重大。因此論文研究企業(yè)組織結(jié)構(gòu)與組織學(xué)習(xí),對(duì)企業(yè)知識(shí)轉(zhuǎn)移與創(chuàng)新的作用機(jī)理具有重要理論意義和應(yīng)用價(jià)值。論文首先綜述了企業(yè)組織結(jié)構(gòu)、組織學(xué)習(xí)與知識(shí)轉(zhuǎn)移的相關(guān)研究成果和研究現(xiàn)狀,然后針對(duì)組織結(jié)構(gòu)與組織學(xué)習(xí)對(duì)企業(yè)知識(shí)轉(zhuǎn)移與創(chuàng)新的作用機(jī)理從下面四個(gè)方面展開(kāi)具體研究。針對(duì)企業(yè)員工間知識(shí)轉(zhuǎn)移的效率問(wèn)題,建立了知識(shí)轉(zhuǎn)移效率概率學(xué)模型；針對(duì)企業(yè)部門(mén)間知識(shí)轉(zhuǎn)移的效率問(wèn)題,建立了機(jī)械式組織結(jié)構(gòu)中的重疊式知識(shí)轉(zhuǎn)移模型與有機(jī)式組織結(jié)構(gòu)中的分塊式知識(shí)轉(zhuǎn)移模型；通過(guò)問(wèn)卷調(diào)查比較了兩種轉(zhuǎn)移方式的效率,并進(jìn)一步研究了企業(yè)員工精神狀態(tài)對(duì)知識(shí)轉(zhuǎn)移效率的影響。通過(guò)本章的研究,得出了在知識(shí)轉(zhuǎn)移過(guò)程中,與機(jī)械式組織結(jié)構(gòu)下的重疊式知識(shí)轉(zhuǎn)移方式相比,有機(jī)式組織結(jié)構(gòu)下的分塊式知識(shí)轉(zhuǎn)移方式具有轉(zhuǎn)移知識(shí)量大,且對(duì)員工知識(shí)接收能力要求低的優(yōu)點(diǎn)；同時(shí)還提出了員工個(gè)人能力與精神狀態(tài),都會(huì)對(duì)知識(shí)轉(zhuǎn)移效率產(chǎn)生直接影響等結(jié)論。針對(duì)機(jī)械式組織結(jié)構(gòu)下,企業(yè)內(nèi)部節(jié)點(diǎn)對(duì)知識(shí)轉(zhuǎn)移的作用問(wèn)題,建立了分析節(jié)點(diǎn)動(dòng)態(tài)特性與位置特性對(duì)知識(shí)傳遞效率作用的數(shù)學(xué)模型。通過(guò)模型的仿真分析與對(duì)比研究,提出了企業(yè)內(nèi)部活躍節(jié)點(diǎn)與非活躍節(jié)點(diǎn)的重要性比半活躍節(jié)點(diǎn)高；增強(qiáng)每個(gè)節(jié)點(diǎn)的知識(shí)傳遞能力是企業(yè)提升整體知識(shí)傳遞效率最有效途徑等結(jié)論；提出了機(jī)械組織結(jié)構(gòu)企業(yè)中雙層組織結(jié)構(gòu)比單層組織結(jié)構(gòu)更有利于知識(shí)轉(zhuǎn)移等結(jié)論。針對(duì)有機(jī)同構(gòu)企業(yè)中知識(shí)轉(zhuǎn)移與創(chuàng)新的效率問(wèn)題,從組織學(xué)習(xí)的角度展開(kāi)了研究。將以企業(yè)知識(shí)水平作為衡量組織學(xué)習(xí)效果的具體指標(biāo),利用多智能體建模仿真的手段,研究了企業(yè)外部環(huán)境知識(shí)內(nèi)容更新速度、企業(yè)外部環(huán)境知識(shí)維度擴(kuò)張速度、企業(yè)知識(shí)學(xué)習(xí)速度與員工個(gè)人知識(shí)學(xué)習(xí)速度等關(guān)鍵因素對(duì)企業(yè)組織學(xué)習(xí)過(guò)程的影響,得到企業(yè)在組織學(xué)習(xí)過(guò)程中,不能過(guò)分強(qiáng)調(diào)知識(shí)數(shù)量和學(xué)習(xí)速度,否則達(dá)不到最佳知識(shí)水平的結(jié)論；間時(shí)還提出大、中、小不同規(guī)模企業(yè),在外部環(huán)境知識(shí)內(nèi)容與維度同時(shí)變化條件下,維持和提升自身知識(shí)水平所要遵循的基本規(guī)律。針對(duì)有機(jī)異構(gòu)企業(yè)中知識(shí)轉(zhuǎn)移與創(chuàng)新的效率問(wèn)題,從企業(yè)組織結(jié)構(gòu)的角度出發(fā),以遺傳算法結(jié)合多智能體建模仿真為主要手段,以企業(yè)知識(shí)水平為具體評(píng)價(jià)指標(biāo),從企業(yè)規(guī)模、員工關(guān)系強(qiáng)度、員工學(xué)習(xí)意愿等組織結(jié)構(gòu)特征的角度,研究了有機(jī)異構(gòu)組織形式對(duì)企業(yè)知識(shí)轉(zhuǎn)移與創(chuàng)新過(guò)程的作用,得出了不同規(guī)模有機(jī)異構(gòu)企業(yè),依據(jù)自身組織結(jié)構(gòu)特點(diǎn)選擇恰當(dāng)外部知識(shí)環(huán)境,以實(shí)現(xiàn)企業(yè)最佳知識(shí)水平所要遵循的基本規(guī)律,即大規(guī)模企業(yè)對(duì)知識(shí)維度擴(kuò)張的適應(yīng)能力強(qiáng),而小規(guī)模企業(yè)對(duì)知識(shí)內(nèi)容變更的適應(yīng)能力強(qiáng)。論文研究工作為發(fā)掘企業(yè)組織結(jié)構(gòu)與組織學(xué)習(xí)對(duì)企業(yè)知識(shí)轉(zhuǎn)移與創(chuàng)新的作用機(jī)理,提供了新的研究角度和思路；論文所構(gòu)建的仿真模型對(duì)于分析企業(yè)知識(shí)轉(zhuǎn)移與創(chuàng)新過(guò)程的相關(guān)細(xì)節(jié),提供了值得借鑒的方法；論文研究結(jié)論為企業(yè)優(yōu)化組織結(jié)構(gòu)和加強(qiáng)組織學(xué)習(xí),以及促進(jìn)知識(shí)轉(zhuǎn)移與創(chuàng)新,提供了可以參考的依據(jù)。
[Abstract]:With the development of economic globalization and the coming of knowledge economy , knowledge plays an increasingly important role in enterprise innovation activities , and enterprises are gradually becoming the main body of innovation . In this process , the organization structure and organizational learning behavior of enterprises have a direct impact on knowledge transfer and knowledge innovation . In this process , the organization structure and organizational learning behavior of enterprises have important theoretical significance and application value .
Aiming at the efficiency problem of knowledge transfer among enterprises , a block - type knowledge transfer model in the structure of the overlapped knowledge transfer model and the organizational structure is established .
This paper compares the efficiency of two kinds of transfer modes by questionnaire , and further studies the influence of the employee ' s mental state on knowledge transfer efficiency . Through the research in this chapter , it is concluded that in the process of knowledge transfer , the block type knowledge transfer mode under the structure of the organic structure has the advantages of large transfer knowledge and low requirement for the knowledge receiving ability of the employees .
At the same time , the author puts forward the conclusion that the employee ' s personal ability and mental state can directly influence the efficiency of knowledge transfer .
To strengthen the knowledge transfer ability of each node is the most effective way to improve the efficiency of the enterprise ' s overall knowledge transfer efficiency .
This paper puts forward the conclusion that the structure of double layer organization is more favorable to knowledge transfer than single layer organization structure in mechanical structure enterprise .
This paper studies the role of organic heterogeneous organization form on enterprise knowledge transfer and innovation process under the condition of changing knowledge content and dimension of enterprise in large scale , medium and small scale enterprises , and studies the role of organic heterogeneous organization form on enterprise knowledge transfer and innovation process .
The simulation model constructed by this paper is useful for the analysis of the details of enterprise knowledge transfer and innovation process .
The conclusion of this paper is to optimize organizational structure and strengthen organizational learning , as well as to promote knowledge transfer and innovation , and provide the basis for reference .

【學(xué)位授予單位】：東南大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272;F270
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本文編號(hào)：1866914