知识型员工激励、创新合法性与创新绩效关系研究

发布时间：2018-01-01 02:17

  本文关键词：知识型员工激励、创新合法性与创新绩效关系研究　出处：《山东大学》2016年博士论文　论文类型：学位论文

  更多相关文章： 知识型员工 激励机制 创新合法性 创新绩效 全面报酬模型

【摘要】：以往关于企业创新影响因素的研究多基于公司治理或战略管理层面出发,从公司高管股权与薪酬激励、管理层权力、企业家精神与社会资本等角度探讨企业高管特征对创新行为与绩效的影响。但是,创新在企业内部是涉及多方面主体的决策,除了企业高管的战略决策之外,企业内部执行员工对于企业创新绩效的影响同样重要。尤其在开放经济条件下,企业面临更加激烈和复杂的竞争,竞争方式和竞争内容从传统的市场竞争、成本竞争逐步转移到人才竞争及以人才为基础的管理创新与技术创新层面。具有高度创造性的知识型员工为企业创新体系最活跃的核心主体资源,能够提升企业知识资本增值的能力和增值空间。作为知识的载体,知识型员工已成为企业重要的创新执行者和动力来源,其创新态度的优劣和创新行为的执行会对企业创新绩效和竞争优势的提升直接产生影响。因此,在当今时代知识型员工已经成为影响组织生存和发展的重要资源。创新合法性即是指企业创新行为及产出在规制、规范和认知三个层面的合法状况,创新合法性较高的企业更易于获取接近市场资源和市场需求的渠道,创新行为更容易实现企业的长期发展。知识型员工有效激励能够直接影响其工作态度与创新质量对企业创新合法性产生直接影响,在知识经济时代,虽然一般的显性契约如工资奖金股权激励等能够在一定程度上提高知识型员工的创新动力并对其创新认知产生积极影响,但由于知识产品生产以及知识型员工的特点,会使其创新活动存在短期行为,原因不仅在于知识产品作为一个特殊的产品群体其本身具有一定的虚拟性和粘滞性,知识型员工在企业创新活动中行为偏差和动力不足也是造成创新活动不能够持续和实现企业长远发展的重要原因之一,因此,强化企业在管理实践过程中对知识型员工的激励措施对于提升企业创新绩效意义重大。基于制度理论,从企业创新合法视角入手,本文在借鉴国内外相关理论成果的基础上,通过文献梳理和理论演绎建立了知识型员工激励、创新合法性与创新绩效的基本研究框架,对三者之间的关联性进行了研究,主要包括以下内容：第一,基于全面报酬模型的知识型员工激励体系。本文基于全面报酬模型的相关内容和企业实地访谈结果将知识型员工激励进行维度划分,分为经济性薪酬激励、福利激励、晋升激励与环境激励四个维度。其中经济性薪酬激励主要包括基本工资、可变工资和奖金等；福利激励包括带薪休假、保险、培训、退休金计划等；晋升激励包括企业为知识型员工提供的晋升信息、晋升渠道等；环境激励包括工作条件、企业文化、人际关系和工作特征等内容。第二,创新合法性内涵解析及评价维度。本文在组织合法性研究的基础上,通过理论演绎,结合企业创新行为与创新成果的特点,将企业创新合法性分为创新规制合法性、创新规范合法性与创新认知合法性三个维度。其中创新规制合法性是指企业创新行为与法律法规、监管部门制度等规章制度的一致程度；创新规范合法性强调的是创新活动与文化、社会传统等价值观念和规范的契合程度；认知合法性主要是指企业创新行为与人们所掌握认知信息的一致性。第三,知识型员工激励与企业创新绩效的关联性。本文通过大样本实证分析对知识型员工激励与创新绩效之间关系的研究发现：(1)经济性薪酬激励对创新绩效有显著正向影响(r=0.207,P0.01)；(2)福利激励对创新绩效有显著正向影响(r=0.386,p0.01)；(3)晋升激励对创新绩效有显著正向影响(r=0.306,P0.01)；(4)环境激励对创新绩效有显著正向影响(r=0.401,P0.01)；(5)不同激励手段对创新绩效的积极作用存在差异,环境激励最强,福利激励次之,经济性薪酬激励最弱。第四,知识型员工激励与创新合法性的关联性。实证结果表明：(1)经济性薪酬激励对创新规制合法性、创新规范合法性和创新规制合法性均具有显著正向影响,回归系数分别0.369(P0.01)、0.353(P0.01)、0.368(P0.01)为；(2)福利激励对创新规制合法性、创新规范合法性和创新规制合法性均具有显著正向影响,回归系数分别为0.462(P0.01)、0.530(P0.01)、0.494(P0.01)； (3)晋升激励对创新规制合法性、创新规范合法性和创新规制合法性均具有显著正向影响,回归系数分别为0.393(P0.01)、0.429(P0.01)、0.506(P0.01)；(4)环境激励对创新规制合法性、创新规范合法性和创新规制合法性均具有显著正向影响,回归系数分别为0.527(P0.01)、0.556(P0.01)、0.564(P0.01)；(5)不同激励维度对创新合法性的积极作用存在差异,环境激励最强,经济性薪酬激励最弱。第五,创新合法性与创新绩效的关联性。经过实证检验发现：(1)创新规制合法性、创新规范合法性和创新认知合法性均对创新绩效有显著正向影响,回归系数分别为：0.380(P0.01)、0.483(P001)、0.504(P0.01)；(2)创新合法性不同维度对创新绩效的积极影响存在差异化,创新认知合法性的积极效应最强,规范合法性次之,创新规制合法性最弱。第六,创新合法性的中介作用。本文验证了创新合法性在知识型员工激励与创新绩效的关系中存在部分中介作用,即知识型员工激励对创新绩效的积极作用一部分是通过提升创新合法性实现的。本文的研究意义和创新主要体现在：首先,基于全面报酬模型解析知识型员工激励的内涵,将企业对知识型员工的激励分为经济性薪酬激励、福利激励、晋升激励、环境激励四个维度,进一步丰富国内知识型员工激励机制的理论内容,对于企业管理实践中激励手段的选择与实施也有借鉴价值；其次,本研究将激励主体的研究聚焦在企业创新执行主体——知识型员工层面,以企业对知识型员工实施激励的情况作为前因变量,探讨其与企业创新绩效的关联性,进一步丰富补充了企业创新绩效影响因素的理论研究,研究结论也可以为企业在管理中选择多层次的激励主体、实施多元化的激励手段提供参考指导；第三,基于合法性视角对知识型员工激励与创新绩效关联机理进行检验,通过检验创新合法性的中介作用,挖掘知识型员工激励与企业创新绩效之间新的传导机制,丰富了激励机制对创新绩效作用路径的理论研究,也为客观评价企业创新决策和创新行为的有效性提供了参考,对于企业探索提高创新绩效的新路径提供了依据。
[Abstract]:In the past about enterprise innovation and the impact of corporate governance or the level of strategic management based on the incentive of executives from the company's equity and compensation, managerial power, entrepreneurship and social capital perspective of executives characteristics influence on innovation behavior and performance. However, innovation is the main decision-making involves many aspects in the enterprise, in addition to strategic decision-making executives, internal staff for the implementation effect of enterprise innovation performance is equally important. Especially under the condition of open economy, enterprises are facing more fierce and complex competition, competitive mode and content from the traditional market competition, cost competition gradually shifted to the talent competition and talent based management and innovation the technology innovation level. Knowledge workers highly creative for the innovation system of enterprise core resources are the most active, to improve enterprise The intellectual capital value and appreciation space. As the carrier of knowledge, knowledge workers has become the important innovation of the performer and the power source, the attitude of innovation and innovative behavior implementation on innovation performance and enhance competitive advantage have a direct impact. Therefore, in today's era of knowledge-based employees has become an important resource for the survival and development of the organization. Innovation legitimacy refers to enterprise innovation behavior and output in the regulation of legal status, normative and cognitive three aspects of innovation, higher the legitimacy of the company is more likely to get closer to the market resources and market demand of the channels, the long-term development of innovation behavior is easier to realize enterprises. Knowledge workers effectively incentives can directly affect the quality of their work attitude and innovation have a direct impact on the enterprise innovation legitimacy, in the era of knowledge economy, although the general dominant. About the salary bonus and other equity incentives to improve the innovation of knowledge workers in a certain extent and have a positive impact on the innovation of cognition, but because of the characteristics of knowledge production and knowledge workers, the innovation activities are short-term behavior, reason is not only as a special group has its own product knowledge products the virtual and certain knowledge workers, is also the cause of innovation activities can not be one of the important reasons to achieve the long-term development of the enterprise continuously and therefore, lack of deviant behavior and motivation in enterprise innovation activities to strengthen the enterprise management practice in the process of knowledge workers incentives to promote the enterprise innovation performance based on the system theory of great significance. Starting from the legal perspective, enterprise innovation, this paper on the basis of relevant theoretical achievements at home and abroad, through the literature review and theory The interpretation of established knowledge workers motivation, basic research framework of innovation legitimacy and innovation performance, the relationship between the three are studied, including the following: first, knowledge workers incentive system comprehensive reward model. In this paper, based on relevant content comprehensive reward model and enterprise based on the interview results will be: divide the motivation of knowledge workers, divided into economic compensation, welfare incentive, promotion incentive and incentive environment in four dimensions. The economic compensation mainly include basic salary, variable pay and bonuses; welfare incentives include paid leave, insurance, training, pension plan; promotion incentives including enterprises to provide knowledge the promotion of staff information, promotion channels; including working conditions, environment incentive and enterprise culture, interpersonal relationship and job characteristics and so on. Second, the legitimacy of innovation Analysis of the connotation and evaluation dimensions. Based on the study of organizational legitimacy, through theoretical deduction, combined with the characteristics of enterprise innovation behavior and innovation, enterprise innovation should be divided into legal regulation innovation innovation legitimacy, normative legitimacy and innovation cognitive legitimacy three dimensions. The regulatory legitimacy refers to the enterprise innovation innovation behavior and the legal laws and regulations, consistency of regulatory system of rules and regulations; legal norms of innovation is emphasized innovation and culture, social values and traditional norms; cognitive legitimacy mainly refers to the consistency of enterprise innovation behavior and mastered by people cognitive information. Third, related knowledge employee motivation and enterprise innovation performance. Through large sample empirical analysis on the relationship between knowledge workers motivation and innovation performance: (1) economic remuneration shock Li has a significant positive effect on innovation performance (r=0.207, P0.01); (2) the welfare incentive has a significant positive effect on innovation performance (r=0.386, P0.01); (3) promotion incentives have a significant positive effect on innovation performance (r=0.306, P0.01); (4) environmental motivation has a significant positive effect on innovation performance (r=0.401, P0.01); (5) the positive role of different incentives for innovation performance are different, the strongest incentive environment, welfare incentive incentive of the weakest economic salary. Fourth, association of knowledge workers motivation and innovation legitimacy. The empirical results show that: (1) economic compensation for legal regulation innovation encourage innovation, normative legitimacy and legitimacy of regulation innovation have significantly positive effect, regression coefficients were 0.369 (P0.01), 0.353 (P0.01), 0.368 (P0.01); (2) the welfare of the legitimacy of the incentive regulation innovation, innovation and innovation of legal norms of legal regulation are There is a significant positive effect, the regression coefficients were 0.462 (P0.01), 0.530 (P0.01), 0.494 (P0.01); (3) promotion incentives for innovation innovation regulation legitimacy, normative legitimacy and innovative regulation legitimacy have significantly positive effect, regression coefficient was 0.393 (P0.01), 0.429 (P0.01). 0.506 (P0.01); (4) the legitimacy of incentive regulation innovation environment, innovation and innovative regulation normative legitimacy legitimacy has significantlypositive effect on regression coefficient was 0.527 (P0.01), 0.556 (P0.01), 0.564 (P0.01); (5) the positive role of different dimensions of innovation incentive of the legitimacy of existence the difference, the strongest environmental excitation, the weakest economic incentive compensation. Fifth, legitimacy and relevance of innovation innovation performance. The positive test shows that: (1) the innovation of regulation of legitimacy, legality and innovation innovation norms are cognitive legitimacy has a significant positive effect on innovation performance, regression coefficient Respectively: 0.380 (P0.01), 0.483 (P001), 0.504 (P0.01); (2) the innovation of legitimacy positive effects on different dimensions of innovation performance differences, innovation cognition positive effect of the legitimacy of the strongest, normative legitimacy of legal regulation innovation is weak. Sixth, the legitimacy of the mediating role of innovation verified. This paper has a partial mediating effect in the relationship between the legitimacy of the innovation of knowledge workers motivation and innovation performance, knowledge staff incentive positive effects on innovation performance in part by the promotion of innovation to achieve the legitimacy. The significance of this research and innovation is mainly reflected in: first, the connotation of comprehensive reward knowledge model analysis of employee motivation based on the enterprise of knowledge employee incentive incentive, economic compensation incentive, promotion incentive, the four dimensions of environmental excitation, further enrich the domestic incentive mechanism of knowledge workers The content of the theory, for the selection and implementation of incentive measures in the practice of enterprise management also has a reference value; secondly, this study will motivate the main executive body of knowledge employees, focusing on the level of enterprise innovation, with the enterprise of knowledge workers' incentive situation as the antecedent variables, and to evaluate the innovation performance of Enterprise Association enrich and supplement the theory, research on the influence factors of enterprise innovation performance, the conclusion of the study can also for the enterprises to choose the multi-level incentive subject in management, the implementation of diversified incentive measures to provide reference and guidance; third, the perspective of legitimacy of knowledge workers motivation and innovation performance test based on the correlation mechanism, through the intermediary role of innovative legal inspection the mining of knowledge workers motivation and enterprise innovation performance between the new transmission mechanism, enrich the role of incentive mechanism on innovation performance The theoretical study of path also provides a reference for objectively evaluating the effectiveness of enterprise's innovation decision-making and innovative behavior, and provides a basis for enterprises to explore new paths to improve their innovative performance.

【学位授予单位】：山东大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：F272.92
，

本文编号：1362500