企业组织智力的内容结构及相关研究
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摘要
组织智力是组织行为学研究中一个新的热点问题。所谓组织智力是指一种包括组织整体在知识收集、学习、运用等方面的基本智力,以及在自我调控、适应、改进、创新等方面的情绪智力的综合智力。
本研究通过文献研究法、访谈法、半开放式问卷调查法、问卷调查法等行为科学的研究方法,以及探索性因素分析、验证性因素分析、中介变量分析、调节变量分析、结构方程模型分析、共同方法偏差检验、方差分析等多元统计方法,以全国661个有效员工样本为研究基础,对组织智力的有关问题进行了深入探讨。研究内容包括五个部分:(1)企业组织智力的内容结构研究;(2)组织智力对其相关变量的影响研究;(3)组织智力的中介效应研究;(4)组织智力的调节效应研究;(5)组织智力、组织学习、组织核心能力和企业绩效的全模型研究;(6)不同组织特征变量下的组织智力内容的差异研究。研究主要结论如下:
第一,中国本土企业组织智力的内容结构包括七个因素,分别是信息获取能力、知识存储能力、知识利用能力、环境适应能力、组织创新能力、组织决策能力和信息传递能力。信度和效度检验结果证明组织智力问卷是可信和有效的。
第二,组织智力能够对组织学习、组织核心能力和企业绩效产生积极的正面作用,但不同因素所起的作用有所差异。
第三,组织学习在组织智力与企业的研发、生产、营销、关系、战略等核心能力之间的起到部分中介作用。组织学习在组织智力与财务绩效、运作绩效之间无中介作用,但在组织智力与人力效能之间具有完全中介作用。组织核心能力在组织智力和各企业绩效指标之间都起到完全中介作用。
第四,创新氛围、信息技术水平在组织智力和组织学习之间都具有显著的调节作用。
第五,组织智力、组织学习、组织核心能力和企业绩效可以构成一套企业组织智能系统的发展模型。组织智力通过组织学习和组织核心能力两个中介变量的影响,对企业绩效产生正面作用。
第六,不同企业经济类型、企业规模、企业成立时间以及不同行业类型的企业,在组织智力的不同维度上存在显著差异。行业竞争激烈程度高的企业和行业技术变革快的企业,其组织智力水平也显著偏高。
最后,针对本研究得出的有关结论,提出了一些企业管理建议,并分析了研究的局限之处和未来研究需要关注的问题。
Organizational Intelligence(OI) is a new hotspot in organizational behavior.OI is the synthetic intelligence in a whole organization which includes the basic intelligence in information collection,learning,exertion and the emotional intelligence in self-adjust,adaptation, improvement,innovation.
This dissertation sampled 661 valid employees in China and discussed some problems about OI by some behavioral science methods,such as literature review,interview,half open questionnaire survey and questionnaire survey,as well as some statistic methods,such as exploratory factor analysis and confirmatory factor analysis,mediator analysis,moderator analysis, SEM,common method biases test,one-way ANOVA.The content of this dissertation included five parts:(1) the structure of OI,(2) the effects of OI to its consequent variables,(3)the mediator analysis of OI,(4) the moderator analysis of Of,(5) the full model of OI and organizational learning,organizational core competence,enterprise performance,(6)the difference of OI in the conditions of different organizational variables.The main conclusion of this dissertation involves:
Firstly,the structure of OI in china comprises seven factors which is respectively ability to acquire,ability to store,ability to employ,ability to adapt,ability to innovate,decision-making ability and ability to transfer.The reliability and validity of the OI scale is high enough.
Secondly,OI have positive effects on organizational learning,organizational core competence,enterprise performance while the effects are different.
Thirdly,organizational learning acts as a part mediator between OI and organizational core competence in R&D,production,marketing,network and strategy.Organizational learning takes no action between OI and finance performance,exertion performance,but acts as a full mediator between OI and human performance.Organizational core competence acts as a full mediator between OI and all of the enterprise performance.
Fourthly,creative atmosphere and IT moderates the relationship between OI and organizational learning.
Fifthly,OI and organizational learning,organizational core competence,enterprise performance can constitute a full model of organizational intelligent system in enterprises.OI gives birth to positive effects on enterprise performance by the mediator of organizational learning and organizational core competence.
Sixthly,the result of T-test and ANOVA indicates that the types,scale,ages and industries of corporations have some significant differences on the dimensions of OI.If some industries involve fierce competitions and rapid technology transformation,the corporations will have higher level of OI.
Finally,the dissertation brought forward some advices about enterprise management based on the conclusions and analyzed the deficiencies in this research and some attentive problems in the future.
本研究通过文献研究法、访谈法、半开放式问卷调查法、问卷调查法等行为科学的研究方法,以及探索性因素分析、验证性因素分析、中介变量分析、调节变量分析、结构方程模型分析、共同方法偏差检验、方差分析等多元统计方法,以全国661个有效员工样本为研究基础,对组织智力的有关问题进行了深入探讨。研究内容包括五个部分:(1)企业组织智力的内容结构研究;(2)组织智力对其相关变量的影响研究;(3)组织智力的中介效应研究;(4)组织智力的调节效应研究;(5)组织智力、组织学习、组织核心能力和企业绩效的全模型研究;(6)不同组织特征变量下的组织智力内容的差异研究。研究主要结论如下:
第一,中国本土企业组织智力的内容结构包括七个因素,分别是信息获取能力、知识存储能力、知识利用能力、环境适应能力、组织创新能力、组织决策能力和信息传递能力。信度和效度检验结果证明组织智力问卷是可信和有效的。
第二,组织智力能够对组织学习、组织核心能力和企业绩效产生积极的正面作用,但不同因素所起的作用有所差异。
第三,组织学习在组织智力与企业的研发、生产、营销、关系、战略等核心能力之间的起到部分中介作用。组织学习在组织智力与财务绩效、运作绩效之间无中介作用,但在组织智力与人力效能之间具有完全中介作用。组织核心能力在组织智力和各企业绩效指标之间都起到完全中介作用。
第四,创新氛围、信息技术水平在组织智力和组织学习之间都具有显著的调节作用。
第五,组织智力、组织学习、组织核心能力和企业绩效可以构成一套企业组织智能系统的发展模型。组织智力通过组织学习和组织核心能力两个中介变量的影响,对企业绩效产生正面作用。
第六,不同企业经济类型、企业规模、企业成立时间以及不同行业类型的企业,在组织智力的不同维度上存在显著差异。行业竞争激烈程度高的企业和行业技术变革快的企业,其组织智力水平也显著偏高。
最后,针对本研究得出的有关结论,提出了一些企业管理建议,并分析了研究的局限之处和未来研究需要关注的问题。
Organizational Intelligence(OI) is a new hotspot in organizational behavior.OI is the synthetic intelligence in a whole organization which includes the basic intelligence in information collection,learning,exertion and the emotional intelligence in self-adjust,adaptation, improvement,innovation.
This dissertation sampled 661 valid employees in China and discussed some problems about OI by some behavioral science methods,such as literature review,interview,half open questionnaire survey and questionnaire survey,as well as some statistic methods,such as exploratory factor analysis and confirmatory factor analysis,mediator analysis,moderator analysis, SEM,common method biases test,one-way ANOVA.The content of this dissertation included five parts:(1) the structure of OI,(2) the effects of OI to its consequent variables,(3)the mediator analysis of OI,(4) the moderator analysis of Of,(5) the full model of OI and organizational learning,organizational core competence,enterprise performance,(6)the difference of OI in the conditions of different organizational variables.The main conclusion of this dissertation involves:
Firstly,the structure of OI in china comprises seven factors which is respectively ability to acquire,ability to store,ability to employ,ability to adapt,ability to innovate,decision-making ability and ability to transfer.The reliability and validity of the OI scale is high enough.
Secondly,OI have positive effects on organizational learning,organizational core competence,enterprise performance while the effects are different.
Thirdly,organizational learning acts as a part mediator between OI and organizational core competence in R&D,production,marketing,network and strategy.Organizational learning takes no action between OI and finance performance,exertion performance,but acts as a full mediator between OI and human performance.Organizational core competence acts as a full mediator between OI and all of the enterprise performance.
Fourthly,creative atmosphere and IT moderates the relationship between OI and organizational learning.
Fifthly,OI and organizational learning,organizational core competence,enterprise performance can constitute a full model of organizational intelligent system in enterprises.OI gives birth to positive effects on enterprise performance by the mediator of organizational learning and organizational core competence.
Sixthly,the result of T-test and ANOVA indicates that the types,scale,ages and industries of corporations have some significant differences on the dimensions of OI.If some industries involve fierce competitions and rapid technology transformation,the corporations will have higher level of OI.
Finally,the dissertation brought forward some advices about enterprise management based on the conclusions and analyzed the deficiencies in this research and some attentive problems in the future.
引文
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