俄罗斯电信行业创新能力对创新绩效的影响

发布时间：2018-04-21 21:39

本文选题：创新能力 + 关键绩效指标　；参考：《哈尔滨工业大学》2017年硕士论文

【摘要】：创新对于经济增长,技术进步和可持续发展都会起到关键作用,它在产业,社会,政府和学术研究中都处于重要的位置。在过去的一段时间内无论是取得创新的方法还是创新的管理方法都发生了显著性的改变。在合作化,全球化,数字化和可持续发展的驱动下,越来越多的组织以更加多元化的方式进行合作。尤其是成熟产业中的制造部门正在经历彻底的变化,这些变化正是由于产品或服务的创新所引起的。对于一家企业来说人才是根本。在过去的几十年里,员工一直被认为是企业最关键并且最有价值的资源,尤其是在发达国家中,员工受到倍加重视。人力资源管理水平会直接影响到企业的竞争力和企业的竞争优势。最有竞争力的企业往往最有效地使用企业的人力资源,为员工提供最好的福利,并能最大限度地激发员工的潜能,让员工的目标能与组织目标一致。大多数的公司都在努力寻找最优的产品组合以获取企业的成长和市场优势。创新对于企业来说很重要,并且创新能力能够为企业获得持续的竞争优势。本研究的研究重点就是创新能力对于创新绩效的影响。创新能力能在公司需要的时候帮助公司转型或加快发展速度。虽然大多数公司都明白吸引客户就能为公司获得市场优势,并且创新对于企业未来的发展十分重要,但是,许多公司都不了解该如何利用创新能力来获得优势。员工的行为应该有清晰关键绩效指标进行评价。了解实现目标的关键绩效指标对于取得成功十分重要,对于高层制定战略也是十分重要的数据。创新绩效用两个维度进行测量:产品和服务创新(指该公司开发新的产品或服务或对现有产品进行较大的改进)。过程创新(指该公司开发新产品或服务的过程)。本研究中创新能力是自变量,产品创新绩效和过程创新绩效是因变量,关键绩效指标对于创新能力和产品创新绩效,创新能力和过程创新绩效是调节变量。使用文件调研的方法进行数据的搜集,问卷采用五点量表进行测量,其中测量创新能力的题项来源于Lampikoski and Emden(1999)[10],产品创新绩效和过程创新绩效的题项来源于Hackett(2011)[90]。本研究的问卷分为四个部分,第一部分包含了背景信息,包括性别,年龄,参加工作时间,学历,经历,组织规模和职位。第二部分用来测量组织的创新能力。第三部分测量关键绩效指标。第四部分测量创新绩效。本研究的样本来源于俄罗斯电信行业的企业,由于这些企业的创新是最为明显的。从政策的角度来看,电信业的创新活动构成了经济发展的平台。电信行业的企业内部创新也是可测量并且有效的(Hitt,Hoskisson,Johnson and Moesel,1996)[87]。此外,电信业不同企业之间电信发展、技术密集、创新和业绩方面也有显著的差异。本研究选择被调查企业的理由有3个:(1)ROS电信俄罗斯电信行业最有实力的企业,它是一个具有代表性的样本。这家公司在电信市场垄断。向个人及企业提供以下服务:传统的固定电话、移动电话、数据、电视和增值服务,包括住宅、公司和政府订户。(2)从2000到2011,ROS电信加紧了对其他公司的收购和参股工作。因此,它加强了其在俄罗斯电信市场的地位,并大大减少了竞争公司的数量。此后,这家公司发展迅速。(3)他对于俄罗斯经济的发展起到了重要的作用。本研究的样本为ROS电信公司的分支机构如小型区域分支和区域分支机构。我们只对技术部门、商业部门和人力资源部门感兴趣。一份调查问卷(见附录)的目标人群包括高层管理者、中层管理者和基层管理者。问卷调查对象为80家分支机构。共发放调查问卷240份,回收了78个分支机构的234份问卷,回收率为97.5%。考虑到高级管理人员的参与,这种回收率可以接受。收到的所有问卷符合选择标准。然而,一些问卷显示出可疑的有效性(即,直线型的答题,非逻辑和随机回答)。本研究决定从统计分析中删除这些参与者的这些调查。因此,丢弃无效问卷后,问卷数量从234下降到180份,来自60个分支机构。在回收了所有60个分支机构的3个部门的数据后,本研究选择了各部门所了解的问卷内容对问卷进行整合,并进行深入的统计分析。本研究的研究目标是探索关键绩效指标在创新能力和创新绩效之间是否起到了调节作用。本研究采用SPSS软件对数据进行分析。本研究采用信度分析,主成分分析,相关分析和回归分析的研究方法来验证假设是否成立。用Cronbach’s Alpha来测量问卷的内部信度,结果显示各变量信度良好,符合研究标准。用KMO值来测量是否适合进行因子分析,结果显示,创新能力,关键绩效指标和创新绩效的KMO值均达到了标准,适合进行因子分析。用Pearson相关系数来测量各变量之间的相关系数,Pearson系数从-1到1变化,其中-1代表完全负相关,1代理完全正相关。通过相关分析,本研究发现,创新能力,关键绩效指标和过程创新绩效之间存在显著的相关性。回归分析用来检验关键绩效指标是否在创新能力和创新绩效之间起到调节作用,结果显示(1)创新能力对于产品创新绩效有显著地影响。(2)创新能力对于过程创新绩效有显著地影响。(3)关键绩效指标在创新能力与产品创新绩效之间起到积极的调节作用,关键绩效指标越强,创新能力对产品创新绩效的影响更加积极。(4)关键绩效指标在创新能力与过程创新绩效之间起到积极的调节作用,关键绩效指标越强,创新能力对过程创新绩效的影响更加积极。问卷的检验和主要问题的选择让我们认为,HR部门最适合回答关键绩效指标的问题,商业部门最适合回答创新绩效的问题(产品创新绩效和过程创新绩效)。技术部门最适合回答创新能力的问题。最终,本研究指出,企业可以利用本研究的结论来制定创新政策,并且本研究也给出了一些提升创新绩效的建议。本研究的最终结论是在俄罗斯的电信行业中企业的创新能力增强会使得企业的创新绩效提高。
[Abstract]:Innovation plays a key role in economic growth, technological progress and sustainable development. It is in an important position in industry, society, government and academic research. In the past period, significant changes have taken place in both innovative methods and innovative management methods. Driven by sustainable development, more and more organizations are collaborating in a more diversified way. In particular, the manufacturing sector in the mature industry is undergoing a thorough change. These changes are caused by the innovation of products or services. For a company, the talent is fundamental. In the past few decades, employees have been used. It is considered to be the most important and most valuable resource of the enterprise, especially in the developed countries. The level of human resource management will directly affect the competitiveness of the enterprise and the competitive advantage of the enterprise. The most competitive enterprises often use the human resources of the enterprise most effectively to provide the best welfare for the employees and can be the best. Most of the companies are trying to find the best product mix to gain the growth and market advantage. Innovation is important to the enterprise and innovation ability can achieve continuous competitive advantage for the enterprise. The research focus is on the research. It is the impact of innovation ability on innovation performance. Innovation ability can help the company to transform or speed up the speed of development when the company needs it. Although most companies understand that attracting customers can gain market advantage for the company, and innovation is important to the future development of the company, many companies do not know how to use it. New ability to gain advantage. Employee behavior should be evaluated with clear key performance indicators. Understanding key performance indicators for achieving goals is very important for success, and is also very important for high-level formulation. Innovation performance is measured in two dimensions: product and service innovation (the company develops new products. Process innovation (refers to the process of developing new products or services). In this study, innovation capability is independent variable, product innovation performance and process innovation performance are dependent variables, and key performance indicators are for innovation and product innovation performance, innovation ability and process innovation performance. With the method of document investigation, the data was collected by the method of document investigation. The questionnaire was measured by five point scale. The item of innovation ability was derived from Lampikoski and Emden (1999) [10]. The item of product innovation performance and process innovation performance came from Hackett (2011) [the questionnaire of this study in 90]. was divided into four parts, the first part included Background information, including gender, age, participation in working time, education, experience, organization scale and position. The second part is used to measure organizational innovation ability. The third part measures key performance indicators. The fourth part measures innovation performance. The sample of this study comes from enterprises in the Russian telecommunications industry, because these enterprises are the most innovative. Clearly. From a policy point of view, the innovation activities of the telecommunications industry constitute the platform for economic development. The internal innovation of the telecommunications industry is also measurable and effective (Hitt, Hoskisson, Johnson and Moesel, 1996) [87]., in addition to telecommunications development, technology intensive, innovation and performance differences between different telecommunications companies. There are 3 reasons for the study to be investigated: (1) ROS Telecom Russia Telecom's most powerful enterprise, it is a representative sample. The company monopolized the telecommunications market. The company provides the following services to individuals and businesses: traditional fixed phone, mobile phone, data, television and value-added services, including housing, companies And government subscribers. (2) from 2000 to 2011, ROS Telecom stepped up its acquisition and participation in other companies. Therefore, it strengthened its position in the Russian telecommunications market and greatly reduced the number of competitive companies. Since then, the company has developed rapidly. (3) he has played an important role in the development of the Russian economy. We are the branches of ROS Telecom, such as small regional branches and regional branches. We are only interested in the technical, commercial and human resources departments. A questionnaire (see Appendix) aims at the top managers, middle managers and grass-roots managers. The respondents are 80 branches. 240 questionnaires were collected and 234 questionnaires were collected from 78 branches. The recovery rate was 97.5%. considering the participation of senior managers. The recovery rate was acceptable. All the questionnaires received were in accordance with the selection criteria. However, some questionnaires showed suspicious effectiveness (i.e., linear questions, non logical and random answers). This study decided from the statistics. These surveys were deleted from the analysis. Therefore, after discarding the invalid questionnaire, the number of questionnaires dropped from 234 to 180, from 60 branches. After recovering data from 3 departments of all 60 branches, the study selected the questionnaire content understood by various departments to integrate the questionnaire and carry out in-depth statistical analysis. The objective of this study is to explore whether the key performance indicators play a regulatory role between innovation ability and innovation performance. This study uses SPSS software to analyze the data. This study uses the method of reliability analysis, principal component analysis, correlation analysis and regression analysis to verify whether the hypothesis is established. Cronbach 's Alpha is used. To measure the internal reliability of the questionnaire, the results show that the reliability of the variables is good and conforms to the research standards. The results show that the KMO values of the innovation ability, the key performance index and the innovation performance have reached the standard, and the results show that the factor analysis is suitable for the factor analysis. The correlation coefficient of Pearson is used to measure the phase between the variables. The relationship number, Pearson coefficient changes from -1 to 1, of which -1 represents complete negative correlation and 1 agents are completely positive. The results show that (1) innovation ability has a significant impact on product innovation performance. (2) innovation ability has a significant impact on process innovation performance. (3) key performance indicators play a positive regulatory role between innovation ability and product innovation performance, the stronger the key performance indicators, the shadow of innovation ability to product innovation performance. (4) the key performance indicators play a positive regulatory role between innovation ability and process innovation performance, the stronger the key performance indicators, the more positive impact of innovation ability on process innovation performance. The test of the questionnaire and the selection of main problems make us think that the HR department is the most suitable for answering key performance indicators. The Department is best suited to answer the question of innovation performance (product innovation performance and process innovation performance). The technical department is best suited to answer the question of innovation ability. Finally, this study points out that enterprises can make use of the conclusions of this study to formulate innovation policies, and this study gives some suggestions to improve innovation performance. The final conclusion of this study is the conclusion of this study. It is in the Russian telecommunications industry that the innovation capability of enterprises will enhance the innovation performance of enterprises.

【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F627

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