人员差异化对组织创新气氛的影响机理研究
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摘要
21世纪已逐渐走向知识经济时代,当今世界的竞争表明,一个民族和国家只有拥有强大的创新能力,才能在激烈的国际竞争中把握先机。企业作为市场经济活动的单体,国家创新能力的提高要依靠企业来完成,因而企业背负了一个重要的时代使命——作为创新的主体。
8如何更好地推动创新活动,为部门为企业带来效益,已经成为当今社会所关注的焦点。20世纪80年代以来,西方社会就对影响组织创新行为的众多因素进行了分析与探讨,其中有关组织创新气氛这一方面的研究也逐渐增多。然而人员差异化作为影响组织创新气氛的重要因子,关于其影响机理的深入研究尚少,本研究正是从这一角度出发,在对组织创新气氛的影响因素做理论研究的基础上,进而通过实证研究,采用因子分析法,信度、效度检验,独立样本t检验以及单因素方法分析法对人员差异化对组织创新气氛的影响机理进行深入地探讨。并在此基础上,从管理学及组织行为学角度对企业进行人员差异化管理进行探索,提出切实可行的建议,使企业营造良好的组织创新气氛有据可依。
21st century is Gradually becoming the century of knowledge-based economy. Competitive in today's world demonstrates that only to have a strong ability to innovate can a nation and a state get the the chance in the field of fierce international competition. As a single part in the market economy, enterprises bear an important business mission of the times - as the main part of innovation. Beaucase national innovation capabilities is rely on enterprises’activitise.
It has become the focus of the community that how to promote innovation better, how to bring benefits for the enterprises’sector. Western society has done a lot of reserch about the factors on the impact of organizational innovation behavior since 1980s, among those factors the reserch on organizational innovation climate(OCI) in this field has gradually increased. However, as an important factor in OCI, there doesn't have much reserch on the mechanism of differentiation of staff affecting OCI. From this perspective and based on reserch of the impact factors on OCI, after empirical study, this paper uses factor analysis, reliability, validity testing, independent sample t test and single factor analysis methods to analyze the mechanism of differentiation of staff affecting OCI in depth. Then we use the management and organizational behavior theory to discuss the management of differentiation of staff, propose practical suggestions to enable enterprises to create a good OCI.
8如何更好地推动创新活动,为部门为企业带来效益,已经成为当今社会所关注的焦点。20世纪80年代以来,西方社会就对影响组织创新行为的众多因素进行了分析与探讨,其中有关组织创新气氛这一方面的研究也逐渐增多。然而人员差异化作为影响组织创新气氛的重要因子,关于其影响机理的深入研究尚少,本研究正是从这一角度出发,在对组织创新气氛的影响因素做理论研究的基础上,进而通过实证研究,采用因子分析法,信度、效度检验,独立样本t检验以及单因素方法分析法对人员差异化对组织创新气氛的影响机理进行深入地探讨。并在此基础上,从管理学及组织行为学角度对企业进行人员差异化管理进行探索,提出切实可行的建议,使企业营造良好的组织创新气氛有据可依。
21st century is Gradually becoming the century of knowledge-based economy. Competitive in today's world demonstrates that only to have a strong ability to innovate can a nation and a state get the the chance in the field of fierce international competition. As a single part in the market economy, enterprises bear an important business mission of the times - as the main part of innovation. Beaucase national innovation capabilities is rely on enterprises’activitise.
It has become the focus of the community that how to promote innovation better, how to bring benefits for the enterprises’sector. Western society has done a lot of reserch about the factors on the impact of organizational innovation behavior since 1980s, among those factors the reserch on organizational innovation climate(OCI) in this field has gradually increased. However, as an important factor in OCI, there doesn't have much reserch on the mechanism of differentiation of staff affecting OCI. From this perspective and based on reserch of the impact factors on OCI, after empirical study, this paper uses factor analysis, reliability, validity testing, independent sample t test and single factor analysis methods to analyze the mechanism of differentiation of staff affecting OCI in depth. Then we use the management and organizational behavior theory to discuss the management of differentiation of staff, propose practical suggestions to enable enterprises to create a good OCI.
引文
[1] Amabile T M, Conti R, Coon H, Lazenby J, & Herron M. Assessing the work environment for creativity. Academy of Management Journal, 1996, 39(5): 1154~1184
[2] Avlonitis G, Papastathopoulou P, Gounaris S. An empirically based typology of product innovativeness for new financial services: success and failure scenarios. Journal of Product Innovation Management, 2001, 18: 324~342
[3] Bharadwaj S, Menon A. Making innovation happen in organizations: individual creativity mechanisms, organization creativity mechanisms or both? Journal of Production Innovation Management, 2000, 17: 424~434
[4] Drucker P F. The discipline of innovation. Harvard Business Review, 1998, Nov/Dec: 149~157
[5] D.Lau, J.K.Murnighan.Interactions with groups and subgroups: The effects of demographic faultlines.Academy of Management Journal,2005, Vol.48
[6] Hauser M. Organizational culture and innovativeness of firms: an integrative view. International Journal of Technology Management, 1998, 16(1/2/3): 57~74
[7] Kanter R M. Innovation: our only hope for times ahead? Sloan Management Review, 1984, 25: 51~55
[8] Parker C P, Baltes B B, Young S A, Huff J W, Altmann R A, Lacost H A, Roberts J E. Relationships between psychological climate perceptions and work outcomes: a meta-analytic review. Journal of Organizational Behavior, 2003, 24: 389~416
[9] Patterson M G, Warr P. West M. Organizational climate and company productivity: the role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 2004, 77: 193~216
[10] Raudsepp E. Establishing a creative climate. Training and Development Journal, 1987, 41(4): 50~53
[11] Schneider B, Brief A P, Guzzo R A. Creating a climate and culture for sustainable organizational change. Organizational Dynamics,1996,Spring: 7~19
[12] T.H. Cox and S.Blake.Managing cultural diversity: Implications for organization competitiveness. Academy of management Executive.1991,5(3)
[13] West M A, Anderson N R. Innovation in top management teams. Journal ofApplied Psychology, 1996, 81(6): 680~693
[14] Woodman R,Sawyer J,Griffin R. Toward a theory of oganizationnal creativity. Academy of Management Review,1993,18:293-321
[15]陈威豪.创造与创新气氛主要测量工具评述[J].中国软科学,2006,7:86-95
[16]陈晓.组织创新气氛影响员工创造力的过程模型研究[D] .浙江大学硕士学位论文,2006:25-28
[17]戴智慧.团队组织气氛的形成机理、测定方法及改进途径研究[D].浙江大学,2001:53-58
[18]范丽群,石金涛等.国外组织气氛研究综述[J].华东经济管理,2006,1:100-103
[19]郭志刚.社会统计分析方法——SPSS统计应用[M].北京:中国人民出版社,2006:123-134
[20]郭闲欣,民营企业组织创新气氛研究[D].硕士学位论文.山东大学,2007:19-25
[21]刘云,石金涛等.创新气氛的概念界定与量表验证[J].科学学研究.2009,27(2):289-294
[22]李信萤.个人创造力、组织创新气候与创新绩效相关之研究[D] .国立中央大学企业管理研究所硕士论文,2002:45-50
[23]刘晓雯.创造力工作环境特质对组织创新行为影响关系之研究-兼论内外在动机与信息科技基盘特征的作用[D].中央大学企业管理研究所硕士论文,1998:34-38
[24]栗国锦.利用员工差异化管理提高企业创新能力[J].北京市经济管理干部学院学报,2010,25(2):70-73
[25]彭瑾.如何对员工差异化管理[J].当代经济,2006,(3):23
[26]潘留栓,冯国基.基于知识员工异质性的差异化管理[J].科技管理研究.2008,(7):318-320
[27]邱皓政.组织创新环境的概念建构与测量工具发展.技术创造力研讨会,台北:国立政治大学主办,1999:12-14
[28]宋伯庐.基于员工类型的劳动关系差异化管理[J].中国高薪技术企业,2008,(19):71-72
[29]沈明权.个人特质、组织特性与组织创新之研究[D] .中央大学人力资源管理研究所硕士论文,1999:26-28
[30]王雁飞,朱瑜.组织创新气氛的研究进展与展望[J].心理科学进展.2006,14(3):443-449
[31]王湘凌.员工终身学习经验与组织创新气氛的关系研究[D] .国立暨南国际大学成人与继续教育研究所硕士论文,2003:27-29
[32]吴琳娜.组织创新气氛、领导行为与创造力的关系[D].山东师范大学,2010:1-4
[33]杨健昌等.个人特质、组织气候与组织承诺之研究[D].政治大学企业管理研究所硕士学位论文,1982:12-15
[34]周倩诗.组织创新气氛和心理授权对个人创新行为的影响研究[D].湖南师范大学,2010:27-28
[35]周倩诗.组织创新气氛与组织承诺、组织创新行为的关系研究[D].苏州大学,2009:18-19
[36]张亮.IT企业中领导行为和组织气氛对企业知识创新行为的影响研究[D] .浙江大学硕士论文,2005
[37]张双文.R&D变革型领导者对组织气候和绩效的影响研究[J].科技进步与对策,2003,9:27-29
[38]张铮.民营企业创新机制及其实现的理论与实践研究[D].山东科技大学硕士学位论文,2001:34-37
[39]郑晓明.组织行为学[M].经济科学出版社,2002:56-78
[2] Avlonitis G, Papastathopoulou P, Gounaris S. An empirically based typology of product innovativeness for new financial services: success and failure scenarios. Journal of Product Innovation Management, 2001, 18: 324~342
[3] Bharadwaj S, Menon A. Making innovation happen in organizations: individual creativity mechanisms, organization creativity mechanisms or both? Journal of Production Innovation Management, 2000, 17: 424~434
[4] Drucker P F. The discipline of innovation. Harvard Business Review, 1998, Nov/Dec: 149~157
[5] D.Lau, J.K.Murnighan.Interactions with groups and subgroups: The effects of demographic faultlines.Academy of Management Journal,2005, Vol.48
[6] Hauser M. Organizational culture and innovativeness of firms: an integrative view. International Journal of Technology Management, 1998, 16(1/2/3): 57~74
[7] Kanter R M. Innovation: our only hope for times ahead? Sloan Management Review, 1984, 25: 51~55
[8] Parker C P, Baltes B B, Young S A, Huff J W, Altmann R A, Lacost H A, Roberts J E. Relationships between psychological climate perceptions and work outcomes: a meta-analytic review. Journal of Organizational Behavior, 2003, 24: 389~416
[9] Patterson M G, Warr P. West M. Organizational climate and company productivity: the role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 2004, 77: 193~216
[10] Raudsepp E. Establishing a creative climate. Training and Development Journal, 1987, 41(4): 50~53
[11] Schneider B, Brief A P, Guzzo R A. Creating a climate and culture for sustainable organizational change. Organizational Dynamics,1996,Spring: 7~19
[12] T.H. Cox and S.Blake.Managing cultural diversity: Implications for organization competitiveness. Academy of management Executive.1991,5(3)
[13] West M A, Anderson N R. Innovation in top management teams. Journal ofApplied Psychology, 1996, 81(6): 680~693
[14] Woodman R,Sawyer J,Griffin R. Toward a theory of oganizationnal creativity. Academy of Management Review,1993,18:293-321
[15]陈威豪.创造与创新气氛主要测量工具评述[J].中国软科学,2006,7:86-95
[16]陈晓.组织创新气氛影响员工创造力的过程模型研究[D] .浙江大学硕士学位论文,2006:25-28
[17]戴智慧.团队组织气氛的形成机理、测定方法及改进途径研究[D].浙江大学,2001:53-58
[18]范丽群,石金涛等.国外组织气氛研究综述[J].华东经济管理,2006,1:100-103
[19]郭志刚.社会统计分析方法——SPSS统计应用[M].北京:中国人民出版社,2006:123-134
[20]郭闲欣,民营企业组织创新气氛研究[D].硕士学位论文.山东大学,2007:19-25
[21]刘云,石金涛等.创新气氛的概念界定与量表验证[J].科学学研究.2009,27(2):289-294
[22]李信萤.个人创造力、组织创新气候与创新绩效相关之研究[D] .国立中央大学企业管理研究所硕士论文,2002:45-50
[23]刘晓雯.创造力工作环境特质对组织创新行为影响关系之研究-兼论内外在动机与信息科技基盘特征的作用[D].中央大学企业管理研究所硕士论文,1998:34-38
[24]栗国锦.利用员工差异化管理提高企业创新能力[J].北京市经济管理干部学院学报,2010,25(2):70-73
[25]彭瑾.如何对员工差异化管理[J].当代经济,2006,(3):23
[26]潘留栓,冯国基.基于知识员工异质性的差异化管理[J].科技管理研究.2008,(7):318-320
[27]邱皓政.组织创新环境的概念建构与测量工具发展.技术创造力研讨会,台北:国立政治大学主办,1999:12-14
[28]宋伯庐.基于员工类型的劳动关系差异化管理[J].中国高薪技术企业,2008,(19):71-72
[29]沈明权.个人特质、组织特性与组织创新之研究[D] .中央大学人力资源管理研究所硕士论文,1999:26-28
[30]王雁飞,朱瑜.组织创新气氛的研究进展与展望[J].心理科学进展.2006,14(3):443-449
[31]王湘凌.员工终身学习经验与组织创新气氛的关系研究[D] .国立暨南国际大学成人与继续教育研究所硕士论文,2003:27-29
[32]吴琳娜.组织创新气氛、领导行为与创造力的关系[D].山东师范大学,2010:1-4
[33]杨健昌等.个人特质、组织气候与组织承诺之研究[D].政治大学企业管理研究所硕士学位论文,1982:12-15
[34]周倩诗.组织创新气氛和心理授权对个人创新行为的影响研究[D].湖南师范大学,2010:27-28
[35]周倩诗.组织创新气氛与组织承诺、组织创新行为的关系研究[D].苏州大学,2009:18-19
[36]张亮.IT企业中领导行为和组织气氛对企业知识创新行为的影响研究[D] .浙江大学硕士论文,2005
[37]张双文.R&D变革型领导者对组织气候和绩效的影响研究[J].科技进步与对策,2003,9:27-29
[38]张铮.民营企业创新机制及其实现的理论与实践研究[D].山东科技大学硕士学位论文,2001:34-37
[39]郑晓明.组织行为学[M].经济科学出版社,2002:56-78