创新导向、组织氛围对知识型员工创新行为的影响机制研究

发布时间：2017-12-27 12:13

  本文关键词：创新导向、组织氛围对知识型员工创新行为的影响机制研究　出处：《吉林大学》2016年博士论文　论文类型：学位论文

  更多相关文章： 创新导向 组织氛围 创新驱动、创新行为 价值观契合 心理授权

【摘要】：创新是经济发展的直接动因。如今,全球经济已经由传统农业经济、工业经济向知识经济转变,对知识资源的获取、利用及开发已经成为经济增长的重要途径。面对极为复杂严峻的全球经济环境,中共十八大明确提出,着力增强创新驱动发展新动力,全面深化经济体制改革,实施创新驱动发展战略。可以看出,国家已经从战略层面为整个创新驱动经济发展创造了良好的外部环境。在社会经济发展过程中,企业是创新的主体,企业中的知识型员工是创新的核心力量,如何促进知识型员工开展创新行为活动是推进企业创新、社会创新的关键问题。尤其是在国家实施创新驱动战略环境下,探讨企业创新导向战略环境下知识型员工创新行为的影响作用机制就显得尤为重要。在国家实施创新驱动战略环境下,许多企业也开始注重创新导向战略,采取多种措施营造组织创新氛围,激发知识型员工创新热情,促进开展个体创新活动,然而收效不佳。可以看出,目前企业管理者对于创新导向、组织氛围影响知识型员工创新行为的作用机制还没有系统的认识,对于创新导向、组织氛围影响创新行为的中介因素还没有清晰的理解,对于这些前置因素影响知识型员工创新行为的作用关系路径仍缺乏明确的认识。而这些问题在学术理论研究中也并为得到满意的解释。基于此,本研究结合对员工创新行为相关领域文献资料研究的省思,形成研究问题、提出研究框架、设计研究方法、开展实证检验,进而得出研究结论。为了解决企业管理实践问题、弥补学术研究理论缺陷,结合对员工创新行为相关领域文献资料研究的省思,本研究通过对工作动机、员工激励及创新行为等相关理论和研究内容的梳理归纳,明确本研究的理论基础;基于对本研究所涉及相关变量的概念界定,依据社会控制理论内容、心理学“S-O-R”模型的研究范式,本研究从外在控制层面上重新界定创新导向和组织氛围变量,从内在控制层面上提炼出影响知识型员工创新行为的中介变量,构建出外部环境、心理状态和个体行为三个层面的影响作用关系模型;并在此基础上,通过大样本数据采用多元线性回归分析方法对本研究提出的影响关系模型进行定量分析检验。在此过程中,本研究采用了二手资料分析、比较分析、逻辑推理、思辨性归纳演绎、小组访谈、描述性统计分析、相关性分析、因子分析、多元线性回归分析等定性和定量研究方法,在注重先进理论方法运用的同时,也充分考虑了员工创新行为管理实践,注重理论与实践紧密结合、定量同定性综合检验、规范和实证统筹兼顾的方法选择和设计,确实保证了本研究的科学性和规范性。依据上述研究思路和方法,本文以实证研究的规范流程为参照,通过相关理论研究综述,明确界定研究变量的概念,深入剖析各变量间的影响作用机制,系统提出本研究的影响作用关系假设,科学设计本研究相关分析方法,定量检验影响作用关系假设并进行分析讨论,提出相关企业管理启示,主要研究内容具体包括以下几个部分:1.基于研究目的和相关理论研究综述,对本研究涉及变量进行了概念界定,提炼出影响知识型员工创新行为的重要中介变量,剖析了创新导向、组织氛围影响知识型员工创新行为的作用机制,提出了相应的影响作用关系假设。依据社会控制理论,本研究认为影响知识型员工创新行为包括两个层面的前置因素:一是外在控制力量,包括代表组织战略导向的硬控制——创新导向,以及代表组织整体客观环境属性的软控制——组织氛围,可以看作是员工的外部环境刺激;另一种是内在控制力量,包括反映内在控制层面的匹配认知状态——价值观契合,以及内在动机层面的综合认知状态——心理授权,可以看作是员工的内在心理状态。本文认为,知识型员工所在组织的创新导向战略环境和组织工作氛围对其创新行为有直接影响作用,同时还可以通过内在控制层面的价值观契合、内在动机层面的心理授权两个中介变量对其创新行为产生间接影响作用。基于此影响作用机制,本文提出了12条影响作用关系假设,搭建了本研究的理论关系模型。2.通过大规模问卷调查收集到大样本数据,实证检验了创新导向、组织氛围对知识型员工创新行为影响作用关系假设模型。基于本文提出的创新导向、组织氛围对知识型员工创新行为的影响作用关系假设模型,进行了科学规范的研究方法设计,确定出包含31个题项的变量测度量表,收集到671份有效样本数据;通过信度和效度检验、描述性统计分析,显示样本数据具有较好的可靠性和有效性,可以进行数据分析处理;通过采用SPSS17.0软件进行多元线性回归分析,结果显示12条假设均获得数据支持,得以验证。3.对企业实施创新导向战略,促进知识型员工实施创新行为提出了相关管理启示。基于实证分析结果,为解决企业中介因素不清、影响关系不明、关注重点不知的知识型员工创新行为管理问题,本研究认为企业在实施创新导向战略时需要制定科学的创新型业务发展战略,持续塑造良好的组织氛围,树立创新型价值观文化,提升员工价值观契合程度,加大企业结构授权力度,促进员工心理授权程度,共同推进知识型员工的创新行为活动。经过定性和定量分析检验,本研究主要结论的得出将具有一定的实践价值和理论意义。不仅能够为企业员工创新行为管理提供明确的着力点,给出清晰的作用路径,划出管理重点;同时,在学术研究方面,可以系统梳理检验员工创新行为影响因素,明确员工创新行为前置影响作用机制,有利于充实和拓宽创新行为研究的领域和范畴。
[Abstract]:Innovation is the direct cause of economic development. Nowadays, the global economy has changed from traditional agricultural economy, industrial economy to knowledge economy, and the acquisition, utilization and development of knowledge resources has become an important way of economic growth. Facing the extremely complex and grim global economic environment, the eighteen leaders of the Communist Party of China clearly put forth efforts to enhance the new driving force of innovation driven development, deepen the reform of the economic system, and implement the strategy of innovation driven development. It can be seen that the country has created a good external environment for the whole innovation driven economic development from the strategic level. In the process of social and economic development, enterprises are the main body of innovation. Knowledge workers in enterprises are the core force of innovation. How to promote knowledge workers' innovative behavior activities is a key issue to promote enterprise innovation and social innovation. Especially in the environment of national innovation driven strategy, it is particularly important to explore the influencing mechanism of knowledge workers' innovative behavior under the innovation oriented strategic environment. Under the environment of national innovation driven strategy, many enterprises are also paying attention to innovation oriented strategy, adopting various measures to create an atmosphere of organizational innovation, inspiring knowledge workers' enthusiasm for innovation, and promoting individual innovation activities, but the effect is not satisfactory. It can be seen that the enterprise managers have not systematically understanding the mechanism for innovation, organizational atmosphere innovation behavior of knowledge workers, there is no clear understanding of the intermediary factors of innovation orientation, organizational atmosphere influence innovation behavior, interaction between these antecedents path for innovation behavior of knowledge workers is still a lack of clear understanding. And these problems are also satisfactorily explained in academic research. Based on this, this study combined with the literature review of related literature in the field of employee innovation behavior, formed research questions, put forward research framework, design research methods, carried out empirical tests, and then came to the conclusion. In order to solve the problem of enterprise management practice, to make up for the academic research on the theory of defects, employee innovation behavior related research in the field of literature, the study of work motivation, employee motivation and innovative behavior and other related theories and research content of the summary, clear the theoretical basis of this study; the concept of related variables on the study based on the definition, based on the research paradigm of social control theories, psychology of the "S-O-R" model, this study defined innovation orientation and organizational climate variable from the external control level, refines the mediating effect of innovation behavior of knowledge workers from the internal control level, constructs the influence three aspects of the external environment, psychological state and individual behavior relationship model; and on this basis, through the sample data by using multivariate linear regression analysis method for this study The effect relationship model was tested by quantitative analysis. In this process, this study used secondary data analysis, comparative analysis, logical reasoning, reasoning of induction and deduction, group interview, descriptive statistical analysis, correlation analysis, factor analysis, multivariate linear regression analysis, qualitative and quantitative research methods, the focus on the use of advanced theories and methods at the same time, also fully consider the Employee Innovative Behavior Management in practice, pay attention to combining theory and practice, quantitative with qualitative comprehensive test, normative and empirical approach selection and design, ensure scientific and normative research. Based on the ideas and methods of the study, this paper in order to standardize the process of empirical research as reference, through the review of relevant theory, defining the research variables, in-depth analysis of effect mechanism between different variables, the system puts forward the implications of this study between science and design of the research hypothesis, correlation analysis method, quantitative analysis of effect relationship hypothesis and analyze, put forward relevant management implications, the main research contents include the following parts: 1. based on the review of relevant theory and research purposes, the definition of this study involves variables, extract the important mediator of innovation behavior of knowledge workers, analyzes the mechanism of innovation orientation, organization atmosphere effect of knowledge workers' innovative behavior, put forward the corresponding assumptions influence relationship. On the basis of social control theory, this study suggests that including the impact of knowledge employee innovation behavior antecedents of two aspects: one is the external forces control, including hard - innovation oriented control represents the strategic orientation, and soft control represents the overall organizational objective environment attribute -- organization atmosphere, can be regarded as the external environment to stimulate other employees; one is the internal control, including power, reflect the cognitive state of internal control level -- value fit, and the comprehensive cognition of intrinsic motivation level, psychological empowerment, can be regarded as the inner psychological state of employees. This paper argues that innovation oriented strategic environmental knowledge staff organization and organization atmosphere have a direct effect on innovative behavior, but also through the internal control level of the values fit, intrinsic motivation level of psychological empowerment two intermediary variables have indirect influence on innovation behavior. Based on this effect mechanism, this paper puts forward 12 effects relationship hypothesis, and builds a theoretical relationship model of this study. 2., we collect large sample data through large-scale questionnaires, and empirically test the hypothesis of the relationship between innovation orientation and organizational climate on knowledge workers' innovative behavior. Based on the hypothesized model of the relationship between innovation orientation and organizational climate on knowledge workers' innovative behavior, a scientific and standardized research method is designed, and a variable measure scale containing 31 items is identified, and 671 effective samples are collected.
【学位授予单位】：吉林大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：F272.92
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本文编号：1341664