本文關鍵詞：科技組織情境下知識型員工創(chuàng)新績效實證研究　出處：《中國科學技術大學》2012年博士論文　論文類型：學位論文

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【摘要】：我國現(xiàn)階段正致力于成為一個創(chuàng)新大國,對知識型員工的創(chuàng)新績效研究的日趨重要。綜合國內(nèi)外研究成果來看,個體創(chuàng)新是組織創(chuàng)新能力的重要來源已經(jīng)成為共識,那么影響個體創(chuàng)新績效的相關因素究竟有哪些,哪些影響因素對個體創(chuàng)新績效的作用最為顯著是必須要回答的重要問題之一。根據(jù)國內(nèi)外的學術研究成果來看,知識型員工的個體創(chuàng)新績效的影響因素主要來自兩個方面,即個體層次影響因素和組織層次影響因素。 知識型員工創(chuàng)新績效的個體層次的影響因素主要涵蓋個體的自身特質(zhì)與個體創(chuàng)新動機的心理因素兩個方面。在中國情境下,個體創(chuàng)新被認為是一種有效用和實際效果的活動,注重對結果是否有價值進行評判。知識型員工之所以開展創(chuàng)新活動,一定有其內(nèi)在的和外在的創(chuàng)新動機,是為了應對組織的和自身的挑戰(zhàn)而開展一項具體活動。相關理論認為,個體的創(chuàng)新涉及到主動或被動地開發(fā)新的解決方案來應對工作任務中的挑戰(zhàn),為組織提供看得見的和有效果的創(chuàng)新成果。從此概念出發(fā),知識型員工的創(chuàng)新定位在于以解決實際工作中的問題與挑戰(zhàn)為目標導向,創(chuàng)新績效的評判以目標的實現(xiàn)為標準。 制度理論在當今學術界已經(jīng)成為流行的研究對象,并且對個體、組織以及區(qū)域和國家的經(jīng)濟管理現(xiàn)象試圖進行解釋。上世紀80年代以來,組織理論中關于制度的研究開始成為主流研究課題,開創(chuàng)了新制度主義的組織理論。制度理論從此滲透到管理與經(jīng)濟學科中各個研究領域,包括組織制度變遷、企業(yè)發(fā)展戰(zhàn)略、組織運行機制、創(chuàng)業(yè)研究、產(chǎn)業(yè)發(fā)展以及創(chuàng)新管理。關于創(chuàng)新與組織理論之間的一個基本假設是創(chuàng)新活動嵌套與具體的制度環(huán)境中,不同制度結構與特性決定創(chuàng)新的數(shù)量多少與創(chuàng)新質(zhì)量的強弱。學術界的研究結果表明,制度(包括教育制度、金融制度、人力資源制度等)決定一個組織創(chuàng)新能力的強弱。學者們認為制度的設計對人們創(chuàng)新與創(chuàng)業(yè)產(chǎn)生重大的影響,并且將制度特性進行劃分,從規(guī)范、認知和控制三個角度定義制度特性,并且開發(fā)了制度特性的測量工具。 組織環(huán)境是指所有潛在影響組織運行和組織績效的因素或力量。組織環(huán)境調(diào)節(jié)著組織結構設計與組織績效的關系,影響組織的有效性。組織環(huán)境對組織的生存和發(fā)展,起著決定性的作用,是組織管理活動的內(nèi)在與外在的客觀條件。由于科技組織知識型員工的創(chuàng)新績效不僅依賴與自身的個體影響因素,同時組織的環(huán)境對知識型員工的創(chuàng)新績效與創(chuàng)新行為產(chǎn)生重要的作用。為了促進組織內(nèi)知識型員工的創(chuàng)新績效,部分學者從社會組織工作環(huán)境角度對知識型員工的創(chuàng)新績效進行研究,主要的研究方法是調(diào)節(jié)工作設置,例如鼓勵員工從事具有風險性的創(chuàng)新工作、激勵知識型員工之間的思想交流與討論創(chuàng)新工作、允許知識型員工開展探索性工作等。除了社會組織工作環(huán)境外,學者們還研究了物理工作環(huán)境對知識型員工創(chuàng)新績效與創(chuàng)新創(chuàng)新行為的影響,相關學者在研究中報告了物理工作環(huán)境對知識型員工創(chuàng)新績效與創(chuàng)新創(chuàng)新行為的支持作用,認為良好的物理工作環(huán)境會使知識型員工的創(chuàng)新績效得以提升。 本文研究的總體思路是從國內(nèi)外知識型員工的創(chuàng)新績效相關理論構架出發(fā),通過文獻研究來凝練科技組織中知識型員工個體創(chuàng)新績效的相關影響因素,然后根據(jù)規(guī)范的科學研究方法對理論構架中的影響因素抽象為具體的構念并對其進行測量,測量時充分考慮我國的情境化特征。根據(jù)理論構架和測量工具的選定,將個體層次、組織層次以及個體層次與組織層次的交互作用相結合,構建出知識型員工個體創(chuàng)新績效的理論模型以及各影響因素之間的邏輯關系,提出研究假設,收集數(shù)據(jù)并驗證研究假設,最后厘清科技組織情境下知識型員工創(chuàng)新績效的各種影響因素、影響因素之間關系以及影響因素對知識型員工個體創(chuàng)新績效影響的強度。根據(jù)理論和實證研究結果,提出關于科技組織情境下知識型員工創(chuàng)新績效改進的管理以及人力資源管理策略,為我國科技組織創(chuàng)新能力的提升作出決策的理論依據(jù)。 實證研究的結果表明,在個體層次,目標導向、創(chuàng)新個性以及創(chuàng)新規(guī)避是影響知識型員工個體創(chuàng)新績效主要影響因素；在組織制度層次,制度的控制性、規(guī)范性以及認知性不僅對知識型員工個體創(chuàng)新績效有直接影響,而且還對目標導向與創(chuàng)新績效的關系產(chǎn)生影響；同時組織環(huán)境中社會組織環(huán)境與物流工作環(huán)境均直接對個體創(chuàng)新績效產(chǎn)生積極影響,同時會調(diào)節(jié)目標導向與個體創(chuàng)新績效之間的關系,進而對個體創(chuàng)新績效產(chǎn)生直接和間接的影響。 通過對科技組織情境下的知識型員工創(chuàng)新績效的實證研究,本文基本厘清了影響個體創(chuàng)新績效的個體層次與組織層次的相關影響因素,對我國科技組織中知識型員工的個體創(chuàng)新績效相關理論構念進行了梳理；對知識型員工個體創(chuàng)新績效的影響因素之間的關系以及影響因素對知識型員工的創(chuàng)新績效的影響機理進行了實證分析,為我國知識型員工的個體創(chuàng)新績效的提升作出了一定的貢獻。 由于本文作者的學術水平本與其其它制約因素,本研究存在以下不足之處： 1)只是對影響個體創(chuàng)新績效的影響因素就行了實證分析,沒有進一步探明這些影響因素發(fā)生作用的深層機制與原理,得出的研究結論沒有相應的理論解釋,存在一定的局限性。 2)樣本數(shù)量與調(diào)查對象的局限性。本文將研究對象限定在科技組織中的知識型員工,限于抽象成本的限制,本研究的抽樣對象范圍與數(shù)量均存在一定的局限性,導致研究結論的完備性與推廣性存在一定的缺陷。 3)在模型構建方面,本研究僅從個體層次、組織制度與組織環(huán)境就行了實證研究,未考慮其他因素。由于個體創(chuàng)新績效的影響因素還有很多,所以本研究的模型構建不夠全面。此外,由于本文作者統(tǒng)計技術的限制,未能將三個層次的影響因素進行整合分析,也是一種技術性缺憾。
[Abstract]:The present stage is to become an innovative country, the research of innovation performance of knowledge workers is becoming more and more important. The research results at home and abroad, individual innovation is the important source of organizational innovation ability has become the consensus, then the related factors affecting the individual innovation performance which is one of the important role, which influence factors on individual innovation performance the most significant is that must be answered. According to the domestic and foreign academic research results, factors that affect the innovation performance of knowledge workers are mainly from two aspects, i.e. the body level factors and organizational level factors.
Two psychological factors influence its characteristics of individual level factors of innovation performance of knowledge workers include individual and individual innovation motivation. In China situations, individual innovation is considered to be an effective and practical effect of the activities, pay attention to whether the value judgment of the knowledge workers reason to carry out innovation. Activities, must have its intrinsic and extrinsic motivation of innovation, in order to deal with the organization and its challenge to carry out a specific activity. The theory is that individual innovation involves actively or passively to develop new solutions to deal with the task in the challenge, for the organization to provide a visible and effective innovative achievements. From this concept, the orientation of innovation of knowledge workers is to solve the problems and challenges in the actual work as goal oriented, innovation performance evaluation to achieve the goal Now it's the standard.
The system theory has become a popular research object in current academic circles, and for individuals, organizations and regional and national economic management tried to explain last century. Since 80s, the research on the system of organization theory research started to become mainstream, creating a new institutionalism theory and organization theory. The system into many research in the fields of economics and management, including organization system changes, enterprise development strategy, business research organization operating mechanism, industry development and innovation management. One of the basic assumptions about the innovation and innovation organization theory is nested with the specific institutional environment, quantity structure and characteristics of different system determines how much innovation and innovation quality the strength of the academic research. The results show that the system (including education system, human resources system and financial system, etc.) decision of an organization Scholars believe that the design of system has a great impact on people's innovation and entrepreneurship, and divide the institutional characteristics, define the institutional characteristics from three angles of standardization, cognition and control, and develop the measurement tools of institutional characteristics.
The organizational environment refers to the potential impact factors or power organization and organizational performance. The organizational environment regulates the relationship between design and organization structure performance, influence organizational effectiveness. Survival and development environment of the organization, plays a decisive role, is the organization management activities of the internal and external conditions. The science and technology organization knowledge employee innovation performance depends not only on individual factors and their influence, have an important role in innovation performance and innovation behavior and organizational environment of knowledge workers. Knowledge workers within the organization in order to promote the innovation performance, some scholars have studied the knowledge staff's innovation performance from the social environment organization point of view, the main research method is to regulate the work settings, such as encouraging employees engaged in risky innovation, between the incentive of knowledge workers thinking To exchange and discuss innovative work, allow knowledge workers to carry out exploratory work. In addition to the work environment of social organizations, scholars also studied the influence of the physical work environment for knowledge innovation and innovation performance of employee innovation behavior, support the role of relevant scholars in the study reported in the physical work environment of the knowledge innovation performance of employees with innovation and innovative behavior, good physical work environment will make the employee innovation performance can be improved.
The general idea of this paper is starting from the domestic and foreign knowledge workers' innovative performance related theory, factors related to the knowledge of science and technology concise organization of employees of individual innovation performance through literature research, then according to the scientific research methods of normative influence on Theory in the framework of the abstract to the concrete structure and the measurement when measuring, fully consider the context of our country. According to the selected theoretical framework and measurement tools, the individual level, organization level and the interaction of the individual level and organizational level combination, constructs the logical relationship between the theoretical model of factors of knowledge workers and the influence of individual innovation performance, put forward the research hypothesis, collection the data and verify the research hypothesis, the author clarifies the various factors affecting the innovation performance of knowledge workers and organization situation, factors affecting the relationship between the Effect and influencing factors of knowledge employee individual innovation performance strength. According to the results of theoretical and empirical research, put forward on improving the innovation performance of knowledge science and technology organization situation of employees and human resource management strategy for China's science and technology organization innovation capability to make theoretical basis for decision-making.
The empirical results show that, at the individual level, goal oriented, innovative personality and innovation are the influence factors of knowledge workers to avoid the main influence of individual innovation performance; organizational system level, control system, normative and cognitive not only have a direct impact on knowledge workers' individual innovation performance, but also on the relationship between goal orientation and at the same time affect the innovation performance; organizational environment in social organization environment and logistics work environment are directly on individual innovation performance have a positive impact, the relationship will also regulate goal orientation and individual innovation performance between, and have direct and indirect effects on individual innovation performance.
Through the empirical research of knowledge workers in science and technology innovation performance under organizational situation, this paper analyzes the influencing factors of individual level and organizational level of individual innovation performance, theory of individual innovation performance of knowledge of China's science and technology organization staff construct combed the influence mechanism of innovation performance; the relationship between factors factors influence of knowledge employee individual innovation performance and the impact on knowledge workers through the empirical analysis, made some contribution to the individual innovation performance of China's knowledge-based staff promotion.
Because of the author's academic level and other restrictive factors, this study has the following shortcomings:
1) only empirical analysis is done on the factors that influence individual innovation performance. There is no further exploration of the underlying mechanisms and principles of these factors. The conclusions drawn from this study do not have corresponding theoretical explanations, and there are some limitations.
2) the number of samples and the limitations of the survey. This study will be limited to the knowledge workers in science and technology in the organization, limited to abstract cost constraints, the sample range and quantity of this research have certain limitations, leading to the completeness and generalization results in some defects.
3) in the construction of model, this study only from the individual level, organization environment and organization system for empirical research, without considering other factors. Because there are many factors affecting the individual innovation performance, so this research model is not comprehensive enough. In addition, the author of this paper statistical technology limit, failed to affect three the level of factor integration analysis, is also a technical defect.

【學位授予單位】：中國科學技術大學
【學位級別】：博士
【學位授予年份】：2012
【分類號】：C936;C931.1

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