SOR视角下组织学习对组织创新绩效的影响

发布时间：2018-09-08 07:59

【摘要】：组织学习是组织创新的基础,是企业促使员工认同组织文化价值和适应外部复杂环境的重要途径。刺激-认同-反应理论认为,学习是有机体主动获取刺激并进行加工的认同认知活动,而创新绩效则是该刺激活动下反应的结果。目前学术界关于组织学习-创新机制间的认同认知过程,尤其是组织层面情绪动态性对该机制的调节、引导作用缺乏深入研究。基于刺激-认同-反应理论,将组织承诺、组织情绪能力、环境竞争性引入组织学习刺激与创新绩效反应关系机制中,构建以组织承诺为中介,以组织情绪能力和环境竞争性为边界的有调节的中介模型,从认同认知视角揭示组织学习对创新的内在机制。采用SPSS 23.0和Lisrel 8.7进行多层次回归分析和信效度检验,收集407家中国科技创新企业多源调研数据进行实证。研究结果表明,(1)组织承诺在组织学习与组织创新绩效之间起完全中介作用;(2)组织情绪能力在组织学习与组织承诺之间起正向调节作用,在组织承诺与组织创新绩效之间没有调节作用;(3)环境竞争性正向调节组织情绪能力在组织学习与组织承诺之间的调节效应,即在竞争环境下,提升组织情绪能力,能强化组织学习与组织承诺间的关系,促进组织创新绩效;当组织情绪能力和环境竞争性程度均最高时,组织学习转化为组织创新绩效的效果最好。研究结果拓展了刺激-认同-反应理论框架和研究内容,厘清了组织学习-创新绩效路径的内外部影响因素作用机制;将组织情绪动态性扩展至创新管理研究领域,为未来竞争环境下科技创新企业情绪层面组织能力和组织层面情绪理论研究拓宽了思路。
[Abstract]:Organizational learning is the foundation of organizational innovation and an important way for enterprises to identify organizational cultural value and adapt to complex external environment. The theory of stimulus-identity response holds that learning is the cognitive activity in which the organism acquires and processes the stimulus, while the innovative performance is the result of the response under the stimulus. At present, there is a lack of in-depth research on the cognitive process of identity between organizational learning and innovation mechanism, especially on the regulation of organizational emotional dynamics on the mechanism. Based on the stimulus-identity response theory, organizational commitment, organizational emotional ability and environmental competitiveness are introduced into the mechanism of organizational learning stimulation and innovative performance response. Based on the regulated intermediary model with organizational emotional ability and environmental competitiveness as the boundary, this paper reveals the internal mechanism of organizational learning on innovation from the perspective of identity cognition. Using SPSS 23.0 and Lisrel 8.7 to carry out multilevel regression analysis and reliability validity test, 407 Chinese science and technology innovation enterprises were collected to collect multi-source data for empirical research. The results show that: (1) organizational commitment plays a complete intermediary role between organizational learning and organizational innovation performance; (2) organizational emotional ability plays a positive role in regulating organizational learning and organizational commitment. There is no regulatory effect between organizational commitment and organizational innovation performance; (3) environmental competitiveness positively regulates the regulatory effect of organizational emotional ability between organizational learning and organizational commitment, that is, in a competitive environment, it promotes organizational emotional ability. It can strengthen the relationship between organizational learning and organizational commitment, promote organizational innovation performance; when the organizational emotional ability and environmental competitiveness are the highest, organizational learning into organizational innovation performance is the best. The results of the study expand the theoretical framework and research content of stimulation, identity and response, clarify the internal and external influence mechanism of organizational learning-innovation performance path, and extend the dynamic of organizational emotion to the field of innovation management. It broadens the thought for the research of the organization ability and the emotion theory of the organization level in the future competitive environment of the science and technology innovation enterprise.
【作者单位】：山东财经大学工商管理学院;中国人事科学研究院;
【基金】：国家自然科学基金(71472109) 山东省自然科学基金(ZR2013GM014)~~
【分类号】：F272.92

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