主动组织遗忘与组织创新关系的实证研究
|
摘要
在企业发展过程中,创新是一个永恒不变的话题。富有创新精神成为企业可持续发展的内在要求。组织创新是企业创新活力的源泉与根本;组织学习是企业实施组织创新,提高创新能力,改善绩效的必经之途,是企业获取竞争优势的关键因素。因此,国内外许多企业都在努力构建学习型组织。但是,学习是一双刃剑,如果组织不善于甄别知识的价值性,不能避免损害组织竞争力的知识,不会遗忘已存在组织中的逐渐削弱组织竞争力的固有知识,不会在学习中学会遗忘,就会阻碍企业竞争力的提升。因此“企业不仅要学习,也要学会遗忘”。
近年来,组织遗忘越来越多地受到学者的关注,但已有对组织学习和组织创新的研究主要集中在组织如何获得有效知识并加以推广,而较少关注主动组织遗忘如何影响组织创新。本研究则从组织主动遗忘无效或有害的知识角度入手,对主动组织遗忘、组织学习能力、组织创新的内涵和维度进行了界定,重点探讨主动组织遗忘、组织学习能力与组织创新的关系,并对组织文化调节主动组织遗忘与组织学习能力的关系进行了分析。
本研究主要采用定性和定量相结合研究方法,在已有的理论和研究成果基础上,构建主动组织遗忘与组织创新之间的研究模型,提出了15个假设,通过借鉴国内外研究成果、专家访谈和预测试等方式,完善形成了主动组织遗忘、组织学习能力、组织创新、组织文化的测量指标体系,在此基础上,编制了调研问卷。然后,通过问卷调查,采用AMOS17.0和SPSS16.0统计分析软件分析回收样本,对研究模型中所涉及的自变量、因变量和调节变量进行了有关分析,对模型进行了验证。
实证研究结果发现,主动组织遗忘对组织学习能力有直接的正面作用;组织学习能力对组织创新有直接的正面作用;主动组织遗忘通过组织学习能力对组织创新有正向影响;避免恶习对管理创新有正向影响;官僚型企业文化对主动组织遗忘与组织学习能力关系起反向的调节作用,创新型的企业文化对忘却学习与组织学习能力关系起正向的调节作用;支持型的企业文化对避免恶习与组织学习能力关系起正向的调节作用。本研究共有15个假设,11个假设获得支持;1个假设获得部分支持;3个假设未获得支持。
本研究的创新是:第一,研究的视角是开创性的,本研究从组织主动遗忘,即对存在于组织内外无效或有害知识进行扬弃的角度入手,探讨主动组织遗忘、组织学习能力与组织创新的关系。第二,本研究采用实证方法对主动组织遗忘、组织学习能力及组织创新三者的关系进行研究,弥补了已有研究的不足,为后续的理论与实证研究提供了有益的借鉴。第三,研究构建并验证了一个研究主动组织遗忘和组织创新间关系的理论模型,发现主动组织遗忘有助于组织学习能力的提高,进而促进组织创新,而组织文化则对主动组织遗忘和组织学习能力两者起到调节的作用。这一成果丰富了组织遗忘研究领域,同时也为管理者今后谋求组织学习能力和组织创新的提高带来逆向思维的管理启示。
In the enterprise development process, innovation is a constant topic. Enterprises need innovation to enhance sustainable development. Organization innovation is the source and fundamental of enterprise innovation vitality. Organizational learning is a necessity for enterprise to implement organizational innovation, increase innovation, and improve performance; it is a key factor for enterprises to gain competitive advantage. Thus, many companies are trying to build learning organizations. However, learning is a double-edged sword. The improvement of enterprises’competitiveness will be hindered if the organizations are not good at screening value of knowledge, avoiding the damage of the knowledge on organizational competitiveness, forgetting the inherent knowledge of the organization's competitiveness which gradually erode the organization or will not learn to forget during study. Therefore,“the enterprise should not only to learn but also to forget”.
In recent years, increasing attention have been paid to organization forgetting . However, the research on organizational learning and organizational innovation more focuses on how organizations access effective knowledge and to promote it while less see how intentional forgetting influence organizational innovation. This study defined the content and dimensions of intentional forgetting, organizational learning, and organizational innovation from the angles of intentional forgetting of the ineffective or harmful knowledge. This research focuses on the relationship between intentional forgetting, organizational learning capability and organizational innovation, and analyzes how organizational culture mediate the relationship between intentional forgetting and organizational learning capability.
This study uses qualitative and quantitative research methods, builds the research model between intentional forgetting and organizational innovation based on the existing theories and research results. 15 hypotheses were proposed by learning from domestic and foreign research results, expert interview. Research advances the testing methods and measurement indicators of intentional forgetting, organizational learning capability, organizational innovation and organizational culture, establishing research questionnaire. AMOS17.0 and SPSS16.0 statistical analysis software were used to analyze collected samples, analyses the independent variable, dependent variable and mediate variables. Finally the model was validated.
Empirical results show that intentional forgetting has a direct positive impact on organizational learning capacity; organizational learning capacity has a direct positive impact on organizational innovation; intentional forgetting has a positive impact on organizational innovation through organizational learning capability; avoid bad habits has a positive impact on management innovation; bureaucratic corporate culture has a reverse regulating role on the relationship between intentional forgetting and organizational learning capability, innovative corporate culture has a positive regulating role on the relationship between unlearning and organizational learning capability; supported corporate culture has a positive regulating role on the relationship between avoid bad habits and organizational learning capability. Of the total 15 hypothesis, 11 hypotheses are supported; 1 hypothesis is partially supported; 3 hypotheses are not supported.
This research offer following contribution: First, the perspective is original, this study stems from the angels of intentional forgetting that abandon ineffective or harmful knowledge which exist both inside and outside of the organization, discusses the relationship between intentional forgetting, organizational learning capability and organizational innovation. Second, empirical method was used to do the research on the relationship between intentional forgetting, organizational learning capability and organizational innovation, making up the existing research. The research improves and develops the measurement scale of unlearning and avoids bad habits, which have been proved to be reliable for empirical research, and provides a useful reference to follow up the theory and empirical research. Third, through this research, build and validate a theoretical model on the relationship between intentional forgetting and organizational innovation, find that intentional forgetting support organizational learning capabilities, thereby promoting organizational innovation, and organizational culture has a regulating role on both intentional forgetting and organizational learning capability. The results enhance research in the field of organizational forgetting and bring management a reverse thinking to managers for seeking organizational learning capability and organizational innovation improvement in the future.
近年来,组织遗忘越来越多地受到学者的关注,但已有对组织学习和组织创新的研究主要集中在组织如何获得有效知识并加以推广,而较少关注主动组织遗忘如何影响组织创新。本研究则从组织主动遗忘无效或有害的知识角度入手,对主动组织遗忘、组织学习能力、组织创新的内涵和维度进行了界定,重点探讨主动组织遗忘、组织学习能力与组织创新的关系,并对组织文化调节主动组织遗忘与组织学习能力的关系进行了分析。
本研究主要采用定性和定量相结合研究方法,在已有的理论和研究成果基础上,构建主动组织遗忘与组织创新之间的研究模型,提出了15个假设,通过借鉴国内外研究成果、专家访谈和预测试等方式,完善形成了主动组织遗忘、组织学习能力、组织创新、组织文化的测量指标体系,在此基础上,编制了调研问卷。然后,通过问卷调查,采用AMOS17.0和SPSS16.0统计分析软件分析回收样本,对研究模型中所涉及的自变量、因变量和调节变量进行了有关分析,对模型进行了验证。
实证研究结果发现,主动组织遗忘对组织学习能力有直接的正面作用;组织学习能力对组织创新有直接的正面作用;主动组织遗忘通过组织学习能力对组织创新有正向影响;避免恶习对管理创新有正向影响;官僚型企业文化对主动组织遗忘与组织学习能力关系起反向的调节作用,创新型的企业文化对忘却学习与组织学习能力关系起正向的调节作用;支持型的企业文化对避免恶习与组织学习能力关系起正向的调节作用。本研究共有15个假设,11个假设获得支持;1个假设获得部分支持;3个假设未获得支持。
本研究的创新是:第一,研究的视角是开创性的,本研究从组织主动遗忘,即对存在于组织内外无效或有害知识进行扬弃的角度入手,探讨主动组织遗忘、组织学习能力与组织创新的关系。第二,本研究采用实证方法对主动组织遗忘、组织学习能力及组织创新三者的关系进行研究,弥补了已有研究的不足,为后续的理论与实证研究提供了有益的借鉴。第三,研究构建并验证了一个研究主动组织遗忘和组织创新间关系的理论模型,发现主动组织遗忘有助于组织学习能力的提高,进而促进组织创新,而组织文化则对主动组织遗忘和组织学习能力两者起到调节的作用。这一成果丰富了组织遗忘研究领域,同时也为管理者今后谋求组织学习能力和组织创新的提高带来逆向思维的管理启示。
In the enterprise development process, innovation is a constant topic. Enterprises need innovation to enhance sustainable development. Organization innovation is the source and fundamental of enterprise innovation vitality. Organizational learning is a necessity for enterprise to implement organizational innovation, increase innovation, and improve performance; it is a key factor for enterprises to gain competitive advantage. Thus, many companies are trying to build learning organizations. However, learning is a double-edged sword. The improvement of enterprises’competitiveness will be hindered if the organizations are not good at screening value of knowledge, avoiding the damage of the knowledge on organizational competitiveness, forgetting the inherent knowledge of the organization's competitiveness which gradually erode the organization or will not learn to forget during study. Therefore,“the enterprise should not only to learn but also to forget”.
In recent years, increasing attention have been paid to organization forgetting . However, the research on organizational learning and organizational innovation more focuses on how organizations access effective knowledge and to promote it while less see how intentional forgetting influence organizational innovation. This study defined the content and dimensions of intentional forgetting, organizational learning, and organizational innovation from the angles of intentional forgetting of the ineffective or harmful knowledge. This research focuses on the relationship between intentional forgetting, organizational learning capability and organizational innovation, and analyzes how organizational culture mediate the relationship between intentional forgetting and organizational learning capability.
This study uses qualitative and quantitative research methods, builds the research model between intentional forgetting and organizational innovation based on the existing theories and research results. 15 hypotheses were proposed by learning from domestic and foreign research results, expert interview. Research advances the testing methods and measurement indicators of intentional forgetting, organizational learning capability, organizational innovation and organizational culture, establishing research questionnaire. AMOS17.0 and SPSS16.0 statistical analysis software were used to analyze collected samples, analyses the independent variable, dependent variable and mediate variables. Finally the model was validated.
Empirical results show that intentional forgetting has a direct positive impact on organizational learning capacity; organizational learning capacity has a direct positive impact on organizational innovation; intentional forgetting has a positive impact on organizational innovation through organizational learning capability; avoid bad habits has a positive impact on management innovation; bureaucratic corporate culture has a reverse regulating role on the relationship between intentional forgetting and organizational learning capability, innovative corporate culture has a positive regulating role on the relationship between unlearning and organizational learning capability; supported corporate culture has a positive regulating role on the relationship between avoid bad habits and organizational learning capability. Of the total 15 hypothesis, 11 hypotheses are supported; 1 hypothesis is partially supported; 3 hypotheses are not supported.
This research offer following contribution: First, the perspective is original, this study stems from the angels of intentional forgetting that abandon ineffective or harmful knowledge which exist both inside and outside of the organization, discusses the relationship between intentional forgetting, organizational learning capability and organizational innovation. Second, empirical method was used to do the research on the relationship between intentional forgetting, organizational learning capability and organizational innovation, making up the existing research. The research improves and develops the measurement scale of unlearning and avoids bad habits, which have been proved to be reliable for empirical research, and provides a useful reference to follow up the theory and empirical research. Third, through this research, build and validate a theoretical model on the relationship between intentional forgetting and organizational innovation, find that intentional forgetting support organizational learning capabilities, thereby promoting organizational innovation, and organizational culture has a regulating role on both intentional forgetting and organizational learning capability. The results enhance research in the field of organizational forgetting and bring management a reverse thinking to managers for seeking organizational learning capability and organizational innovation improvement in the future.
引文
[1]安迪.格鲁夫著/安然译.只有偏执狂才能生存.中信出版社, 2002
[2] Argyris C., & Sch?n, D..Organizational Learning: A Theory of Action Perspective[M]. Reading, Mass: Addison-Wesley. 1978
[3]陈国权,马萌.组织学习的模型、案例与实施方法研究[J].中国管理科学, 2001, 9(4): 65-74
[4]陈国权,马萌.组织学习评价方法与学习工具的研究及其在30家民营企业的应用[J].管理工程学报, 2002, 16(1)
[5]王振江,汪盛强.组织学习力测度[J].上海大学学报, 2000(5)
[6]许学国,彭正龙.组织学习效果的模糊评价[J].上海大学学报(自然版),2000,7(增刊):24-27
[7]吴价宝.组织学习能力测度[J].中国管理科学, 2003, 11(4): 73-78
[8]刘怡.中小企业组织学习能力的测度分析[J].科技管理研究, 2006, 3: 74-77
[9]云韶辉,郑丕谔.组织学习能力评价指标体系的研究[J].西北工业大学学报, 2007, 27(1): 35-38
[10]毛建军,高俊山.组织学习能力测度模型研究[J].商业研究, 2007:44-45
[11]高俊山,毛建军,谷冬元.组织学习能力综合评价模型研究[J].管理学报, 2008, 5(2):212-217
[12]吴晓波,郭雯,苗文斌.技术系统演化中的忘却学习研究.科学学研究, 2004,(3):802-806
[13]陈春花,金智慧.知识管理中的主动遗忘管理[J].科学学与科学技术管理, 2006,1(4):104-108
[14]倪文斌,高巍,张莉.组织遗忘模式及管理策略研究[J].哈尔滨工业大学学报, 2006,8(3):73-77
[15]吴欣,郭蕊.基于知识管理的组织遗忘模式及管理策略研究[J].兰州学刊, 2006,11(158):153-155
[16] Fulmer R,&Keys J. A Conversation With C.Argyris: The Father of Organizational Learning [J].Organizational Dynamics,1998,26(4): 21-32
[17] Dodgeson M..Organizational Learning: A Review of Some Literature[J].Organization Studies,1993,10(3):375-394
[18] Gilbert Probst, Steffen Raub and Kai Romhardt, Managing knowledge : building blocksfor success, New York : John Wiley & Sons, 2000
[19]彼得·圣吉.上海:第五项修炼[M].上海三联书店, 1994
[20]伯恩德H.施米特(Bernd H. Schmitt)著/吴振阳译.木马战略,成功的企业如何实践突破性思考.机械工业出版社, 2009
[21] Nonaka I. A Dynamic Theory of Organization Knowledge Creation[J].Organization Science, 1994, 5(1): 14-37
[22]陈国权,马萌.组织学习.现状与展望[J].中国管理科学, 2000,8(1): 66-74
[23]李东.知识型企业的管理沟通[M].上海:上海人民出版社, 2002: 247
[24]张嵩,黄立平.组织学习的模式述评[J].山东经济, 2002, 111(4): 53-55
[25]王伟.组织学习理论研究述评[J].郑州大学学报(哲学社会科学版), 2005, 38(1):33-37
[26] Cyert R.M.and March ,J.G.. A Behavioral Theory of the Firm[J],Englewood Cliffs,NJ :Prentice Hall,1963
[27] Hedberg,B.L.T..How Organization Learn and Unlearn.In.P.C.Nystrom and W.H.Starbuck (Eds.),Handbook of organization design.Vol.l.New York:Oxford University press,1981
[28] Daft,Richard.L,Weick,Karl E..Toward a Model of Organizations as Interpretation Systems[J],Academy of Management Review,1984,9(2):284-295
[29] Huber G..Organizational Learning: The Contributing Processes and the Literatures, Organization Science,1991,2(1):88-115
[30] Nonaka I.&Takaeuchi H..The Knowledge creating Company. Harvard Business Review,1991,69:96-104
[31] Dixon,Nancy.The Organization Learning Cycle: How we can Learn Collectively[M].London:McGraw-Hill,1994:38
[32] Nevis E.C.,DiBella A.J. and Gould,J.M..Understanding Organizations as Learning Systems[J], Sloan Management Review,1995:73-85
[33] Slater S.F.&Narver J.C..Market Orientation and the Learning Organization[J].Journal of Marketing,1995,59(3):63-74
[34] Pilar J.G.,Jose.C.L.&Ramon V.C..Organizational Learning Capability: a Proposal of Measurement[J].Journal of Business Research,2005,58(7):715-725
[35]陈国权,郑红平.组织学习影响因素,学习能力与绩效关系的实证关系研究[J].管理科学学报, 2005, 8(1):48-61
[36] Ulrich D.,Jick T.,Vonglinow M..High Impact Learning : Building and Diffusing LearningCapability [J]. Organization Dynamics ,1993,22 (2)
[37]高章存.国外组织学习能力理论比较研究[J].经济社会体制比较, 2007, 4(132):145-150
[38] Arthur K,Yeung,David O. Ulrich,Stephen W.Nason,MaryAnnVonGlinow., Organizational Learning Capability. Organizational Dynamics,1993,22(2):52-67
[39] Cohen,J., and Cohen,P, Applied Multiple Regression/Correlation Analysis for theBehavioral Sciences(2nd ed.)[M]. Hillsdale, New Jersey: Lawrence Erlbaum Associates.,1983
[40] Gavin,D.A., Building a learning organization[J]. Harvard Business Review,1993,71(4): 78-91
[41] Kim.L., Crisis construction and organizational learning: Capability building in catching-up at Hyundai motor[J].A Journal of the Institute of Management Sciences,1998,9(4):506-521
[42]胡汉辉,潘安成.组织知识转移与学习能力的体系研究[J]. 2006,9(3):81-87
[43]阎大颖.企业能力框架下的跨国并购动因.最新研究进展综述与分析[J].经济经纬,2006(6):35-38
[44] Nevis,E.C,DiBella A.J,& Gould,J.M. Understanding organization as learning systems[J].Sloan Management Review,1995:73-85
[45] Baker,Wulliam E.and James M.Sinkula.,The Synergistic Effort of Market Orientation and Learning Orientation on Organizational Performance, Academy of Marketing Science,1999(16):411-427
[46] Hult,S.D.&Morgan,R.M. The Comparative Advantage Theory of Competition[J].Journal of Marketing,1995,59(2):1-15
[47] Goh S.,Richards G..Benchmarking the Learning Capacity of Organizations [J]. European Management Journal,1997,15(5):575-583.
[48]张海波,谢康.信息技术提升组织学习能力的模式研究[J].现代管理科学, 2005, (1): 18-19
[49] Shuomlinova O..Constructive Destruction :Transformation of Russian State Owned Construction Enterprises During Market Transition. Organization Studies,1999,20(3): 451-484
[50] Niek Bontis,Mary M.Crossna&John Hullnad.Managing An Organizational Learning System By Aligning Stocks And Flows. Journal of Management Studies, 2002, 39(4): 437-469
[51] Eric H.Kessler,Paul E. Bierly and Shanthi GoPalakrishan.Internal vs. Eternal Learning in New Product Development: Effects on Speed,Costs and Competitive Advantage.R&D Management,2000(30):213-222
[52]蔡文之,曼诺尔夫,迪克斯,张新华.中国企业的组织学习实证分析.上海社会科学院学术季刊, 1999(l):154-162
[53]董小英,刘倩倩,余艳. IT支持的组织学习.我国企业实证研究.中国人民大学学报, 2006(02): 23-26
[54]王晓辉.学习型组织文化的差异与影响研究--基于广东地区国有企业和民营企业样本相比较的实证分析.管理世界, 2007(11): 76-87
[55]徐璐.中国企业的组织学习与创新能力--基于问卷调查的实证研究.国际商务--对外经济贸易大学学报, 2008(06): 55-61
[56] Andrews J.C.&Delahaye,B.L.Influences on Knowledge Processes in Organizational Learning: The Psychosocial Filter. Journal of Management Studies, 2000, 73(6): 797-810)
[57]赵海峰,万迪防.组织学习的测度.经济管理2003, (2):18-23
[58]严新锋.基于价值观的学习型国企团队学习路径选择的实证研究.东华大学硕士论文, 2007.9
[59]蒋天颖,施放.制造业组织学习维度结构的实证分析.浙江社会科学, 2008(5): 86-93
[60]张同健.我国企业组织学习测度体系实证研究.广西大学学报, 2007(12): 72-77
[61]张婧.市场导向、创新、组织学习和组织绩效的关系研究.科技管理研究, 2005(4):4-6
[62]谢洪明.市场导向、组织学习与组织绩效的关系研究.科学学研究, 2005(8):517-524
[63]王永贵,张玉利,杨永恒,李季.对组织学习、核心竞争能力、战略柔性与企业竞争绩效的理论剖析与实证研究—探索中国企业增强动态竞争优势之路.南开管理评论,2003(4): 54-61
[64]谢洪明,韩子天.组织学习与绩效的关系:创新是中介变量吗?--珠三角地区企业的实证研究及其启示.科研管理, 2005(5):1-10
[65]吴婵君.中小企业组织学习与核心能力关系实证研究.管理视角, 2006(15): 81-83
[66]谢洪明,葛志良,王成.社会资本、组织学习与组织创新的关系研究.管理工程学报,2008(1): 5-10
[67]吴隆增,简兆权.组织学习、知识创造与新产品开发绩效的关系研究.科技进步与对策, 2008(1): 110-113
[68]彭红霞,达庆利.企业文化、组织学习、创新管理对组织创新能力影响的实证研究.管理学报, 2008(5): 144-149
[69]贺远琼,田志龙.组织学习与企业绩效的关系—基于适应能力视角的实证研究.研究与发展管理, 2008(2): 28-33
[70]林向红,李垣,吴海滨.组织间学习及其控制模式与企业创新关系的实证研究.现代管理科学, 2008(10): 15-17
[71]蒋天颖,季伟伟,施放.制造业企业组织学习对组织绩效影响的实证研究.科学学研究, 2008(10): 1046-1051
[72] Starburk, W.H, Organizations as action generators, American Sociological Review,1983,48,91-102
[73] Hedberg,B.L.T,Nystrom,P.C.,&Starbuck,W.H,Campingon seesaws: Prescriptions for a self–designing organization, Administrative Science Quarterly,1976,21,41-65
[74] Kilmann,R.H.,A completely integrated program for organizational change .In A.M.Mohrman Jr.,S.A.Mohrman,G.E.Ledford Jr.,T.G.Cummings, E.E.Lawler,Ⅲ, & Associates (Eds.), Large Scale Organizational change (P:220-228). San Francisco : Jossey-Bass,1989
[75] Schein,E.H, How can organization learn faster? The challenge of entering the green room. Sloan management review,1993,34(2):85-92
[76] Hendry,C, Understanding and creating whole organization change through whole learning theory, Human relations,1996,49(5):621-641
[77] Emil Turc and Phillippe Baumard, Can organization really unlearn?, 2005,125-146
[78]约瑟夫·熊彼特.经济发展理论.商务印书馆, 1997
[79] Chandler,A., Strategy and structure,Cambrige,MA:MIT,1962
[80] Burns,T.,&Stalker,G., The management of innovation.London:Tavistock,1961
[81] Hedlund,G., A model of knowledge management and the N-form corporation, Strategic management Journal,1994,15:73-90
[82]傅家骥,姜彦福.技术创新—中国企业发展之路[M].北京:企业管理出版社, 1992
[83]肖东生.企业组织创新风险研究[M].长沙:中南大学出版社, 2002
[84] Polanyi,M. The tacit dimension.Garden,NY:Doubleday,1966
[85] Szulanski,G., Exploring internal stickiness: Impediments to the transfer of best practicewithin the firm, Strategic Management Journal,1996,17:27-43
[86] Daft R.L.&BeckerS.W. Innovation in Organizations: innovation adoption in school organizations[M].New York: Elsevier North-Holland,1978
[87] Kimberly,J.R.&Evanisko,M.J. Organizational Innovation: The Influence of Individual, Organizational, and Contextual Factors on Hospital Adoption of Technological and Administrative Innovation[J].Academy of Management Journal,1981,24:689-713
[88] Kanter,R.M.(1988),“When a Thousand Flowers Bloom: Structural, collective, and social Conidtions for Innovation in Organization,”Research in Organizational Behavior, 1998,10:169-211
[89] Damanpour,F. Innovation type. radicalness, and the adoption process[J].Communication Research,1991,15(5):542-567
[90] Robbins,S.P., Organizational Behavior: Concepts, Controversies and Application, Englewood Cliffs,N.J.:Prentice-Hall,1996
[91] Neely, A., & Hill, J. Innovation and business performance: a literature review. Gov. Office for the Eastern Region. 1998.
[92] Alasoini,T., Promoting Network-based organizational innovations: a new approach in Finnish labor and technology polices[J].International Journal of Technology Management, 2001,22:174-188
[93]王志莲,张红. TCL集团组织创新研究经济问题探索[M]. 2003,4:83-87
[94]郭韬.关于组织创新含义的再思考[J].哈尔滨商业大学学报(社会科学版), 2003,1: 105-106
[95]周晓,何明升.组织学习与组织创新. ENTERPRSE MAMAGEMENT[J]. 2007,12:91-92
[96]田增瑞,袁恬.基于资源的技术创新与管理创新的互动研究:西峰模式的案例研究,研究与发展管理.第21卷第6期,2009:60-67
[97]林昭文,熊权.企业中层在技术创新中作用探讨.科技管理研究. 2007, (7):27-29
[98]李燚.管理创新中的组织学习方式研究.复旦大学博士论文, 2004
[99] Daft R.L. A Dual-core Model of Organizations innovation [J]. Academy of Management Journal. 1978,21(2):193-210
[100] Kelly,P.&Kranzberg,M. Technological Innovation: A Critical Review of Current Knowledge[M].San Francisco: San Francisco University Press,1978
[101] Damanpour,F.,Szabat,K.A.&.Evan,EM. The Relationship between Types of Innovation and Organizational Performance [J].Journal of Strategic Marketing,1993,1:93-122
[102] Frambach,R.T.&Schiillewaert,N. Organizational Innovation Adoption: A Multi-level Framework of Determinants and Opportunities for Future Research[J].Journal of Business Research,2002,55:163-176
[103] Momford,M.D. Managing Creative People: Strategies and Tactics for Innovation[J].Human Relations,1983,37(1):1-28
[104] Nonaka,I.,Toyama.R,Konno N.SECI,Ba and leadership: a unified model of dynamic knowledge creation, Long Range Planning,2000,33:34-52
[105] Johannessen,J.A.and J.O.Dolva, Competence and Innovation: Identifying Critical Innovation Factors, Entrepreneurship, Innovation and Change,1994,3(3):209-222
[106]张钢.企业组织创新过程中的学习机制及知识管理[J].科研管理, 1999, 20(3):40-45
[107]张钢.企业组织创新的内在逻辑研究[J].科学管理研究, 2000, 18(5): 1-5
[108]徐操志,完颜韶华,许庆瑞.组织创新的生命周期观[J].科研管理, 2001, 22(6):44-49
[109]管建成,王军霞.创新型组织的界定[J].科学与研究, 2002,3: 23-28
[110]刘洪涛,朱炎.基于知识管理的企业组织创新模式研究.长春理工大学学报, 2008,21(4): 57-60
[111] Stata,R. Organizational Learning-The Key to Management Innovation [J].Sloan Management Review,1989:63-74
[112] Mabey C.&Salaman G. Strategic Human Resource Management [M]. Oxford: Blackwell, 1995
[113] Carayannis,E.G.,Preston,A and Awerbuch,S(1996),Technological Learning,Architectural Innovations,and the Virtual Utility Concept,IEMC'96,94-105
[114] Leavy B..“The concept of learning in the strategy field: Review and outlook,”Management Learning, Thousand Oaks,1998,Vol.29, Iss. 4, pp.447-466.
[115] Lynn,G.S&Akgun,A.E. Innovation Strategies under Uncertainty: A Contingency Approach for New Product Development[J].Engineering Management Journal, 1998,10(3):11-17
[116] Calantone,R.J., Cavusgil S.T.&Zhao,Y. Learning Orientation, firm innovation capability, and firm performance[J].Industrial Marketing Management,2002,31(6):515-524
[117]朱瑜,王雁飞,蓝海林.组织学习、组织创新与企业核心能力关系研究.长春理工大学学报[J]. 2007, 25(3): 536-540
[118] Nyostrom &Starbuck,W.H,To avoid organization crisis,unlearn,organizational daynamics,1984,12(4):53-65
[119] Weick,K.E, The collapse of sense making in organizations:the Mann Gluch disaster[J], Administrative Science Quarterly,1993,38:628-652
[120] Engestrom, Y., Brown, K., Engestrom, R., & Koistinen, K.. Organizational Forgetting: An Activity-Theoretical Perspective [A]. In Middleton, D., & Edwards, D.. (Eds). Collective Remembering. Newbury Park, CA: Senge Publications. 1990
[121] John, R. L.. Forgetful or Bad Memory [C]. Proceedings of the 32nd Hawaii International Conference On System Sciences. 1999. Vol. 1. p. 1069
[122] Handy, C.. The Age of Paradox. Boston, MA: Harvard Business School Press. 1994
[123] De Holan, P. M., Phillips, N., & Lawrence, T. B.. Managing Organizational Forgetting [J]. MIT Sloan Management Review. Cambridge: Winter 2004. Vol. 45, Iss. 2; p. 45,
[124] De Holan, P. M., & Phillips, N.. Remembrance of Things Past? The Dynamics of Organizational Forgetting [J]. Management Science. 2004. Vol. 50, Iss. 11. p. 1603-1613
[125] Argyris C., & Sch?n, D.. Organizational Learning II: Theory, Method and Practice [M]. Reading, Mass: Addison-Wesley.1996
[126] Pettigrew A M. On studying organizational cultures [J]. Administrative Science Quarterly, 1979, 24: 570～581
[127] Ouchi W.G..Theory Z, How American Business Can Meet the Japanese Challenge. Addision-Wesley Publishing Company,1981,5-19
[128] Smirich,L..Concepts of culture and organizational analysis. Administrative Science Quarterly,1983,28,339-359
[129] Dension,D.R..Bringing corporate culture to the bottom line.Organizational Dynamics, 1984,12:4-22
[130] Dyer W.G..The cycle of culture evolution in organization. Gaining control of the corporate culture.San Francisco Jossey-Bass,1985
[131] Barney J.B..Organizational culture: Can it be source of sustained competitive advantage?. Academy of Management Review,1986,11(3),pp.656-665.)
[132] Hofstede G.Culture and organizations, London: McGraw-Hill, 1991
[133] Mcmanis C..An Integrative Model of Organizational Trust, Academy of Management Review,1988,20(3),pp.709-734
[134] Schein E.H..organizational Culture. American Psychologist,l990,45(2),109-119
[135] Robbins R..organizational Behavior, Equity Theory.Prentice Hall International Inc,1990,7th,pp.332-336
[136] Vecchio PB..The Purposing of high-performing systems. Organizational Dynamics,1991,11(2),23-29
[137] Verbeke J..People Processing:Strategy of organizational socialization. Organizational Dynamics,1998,7,18-36
[138]管益忻.论企业价值观构塑.经济理论与经济管理, 1989(4): 69-71
[139]陈春花.企业文化的改造与创新.北京大学学报, 1999(3): 27-32
[140]朱筠笙.从经理到教练的转变.光明日报, 2000, 11
[141]陈亭楠.现代企业文化.企业管理出版社, 2003, 12
[142]张亮.知识管理下的企业文化建设探析.市场周刊, 2005(8):8-9
[143]张燕.如何提高职业经理对企业危机的管理能力.经济师, 2005(5):15-16
[144]艾兰.肯尼迪.企业文化, 1982
[145] Wallach E.J..Individuals and Organizations: The Cultural Match, Training and Development Journal,1983,pp.29-36
[146] Kotter,Philip.Marketing Management:Analysis, Planning Implementation, and Control,1997,9 ,New Jersey: David Borkowsky
[147] Cameron K.S..“Culture Congruence Strength and Type: Relationship to Effective,”In Robert E.Quinn. Beyond Rational Management,1985,pp.142-143
[148] Uher&Toakley.A framework for customer relationship management, California Management Review,Berkeley,1999,43(4),pp.89-107
[149] DeLong D.W.& Fahey L..Diagnosing cultural barriers to knowledge management [J].The Academy of Management Executive,2000,14(4):113-127
[150] Lyles M.A.&Sehwen C.R..Top management strategy and organizational structures.The Journal of Management studies,2000,29,155-174
[151]赵风中.组织学习障碍探析[J].科学管理研究, 2006(1): 15-18
[152]刘霞.现代企业激烈机制浅析.胜利油田党校党报, 2004(4),71-72
[153]朱方伟,武春友,佟胜凯.企业组织学习的障碍分析.大连理工大学学报, 2004(3):31-34
[154]宋联可,葛宏兵.如何通过企业文化建立学习型组织.江苏商论, 2005(7): 23-24
[155]谢洪明,王成,葛志良.核心能力:组织文化和组织学习的作用.南开管理评论,2006(4): 106-112
[156]刘兵,邹树梁.组织文化与企业创新的协同机理研究.求索, 2004(1): 25-26
[157]孙爱英,李垣,任峰.组织文化与技术创新的关系研究.科学学研究, 2004(4): 97-102
[158]王明娟.组织文化对组织学习能力影响的实证研究.大连理工大学硕士论文, 2007,12
[159]曾俊健.组织遗忘及其对组织创新的影响[J].科技管理研究, 2010,6:206-208.
[160]司军.企业核心竞争力--管理创新与技术创新的融合.中小企业管理与科技(上旬刊). 2010, (10):29-30
[161]李贺,靖继鹏.基于知识管理的企业组织创新研究.吉林大学博士论文, 2006
[162] Francois Therin.Learning organization and innovation performance in high-tech small firms[M].International Council for SmallBusinessWorldConference,2002,6:16-19
[163] Yeung.Organizational Learning Capability. NewYork : Oxford University Press,1999
[164] McKee D.An organizational learning approach to product innovation[J].Journal of Product Innovation Management,1992,9 (3) :232-245
[165]林义屏.市场导向、组织学习、组织创新与组织绩效间关系之研究-以科学园区信息电子产业为例[D].国立中山大学企业管理学系博士学位论文, 2001
[166]李丹.我国企业组织学习能力与绩效关系研究—基于对201家企业的实证分析.工业技术经济, 2007,26(5)
[167]毛建军,武德昆,高俊山.组织学习能力与企业绩效关系实证研究.北京科技大学学报, 2008,30(7)
[168]彭红霞,达庆利.企业文化、组织学习、创新管理对组织创新能力影响的实证研究.管理学报, 2008,第5卷第1期
[169]沈小平,孙东川,徐咏梅等.技术创新与管理创新的互动模型研究.科学学与科学技术管理. 2001, (10):74-76
[170] Argyris C..Education for Leading-learning. Organizational Dynamics, 1993, 21(3): 5-18
[171] Dodgson Mark.Organizational learning:A review of some literature.Organization Studies.1993,14(3):375-394
[172] DeLong D. Building the knowledge - based organization how culture drives knowledge behaviors[C].Boston ,1997
[173] Alavi M.,&Leidner D.E..Knowledge Management System:Issues,Challenges,andBenefits.Communications of the AIS,Vol.1(7),pp.1-37,1999
[174] Davenport T, PrusakL. Working Knowledge:How Organizations Manage What They know[M].Harvard College Press,1998
[175] Iles, P.. Developing Learning Enviroments: Challenges for Theory, Research and Practice. Journal of European Industrial Training,1994, 18(3): 3-9
[176]蔡雨阳,黄丽华,黄岩.组织学习:影响因子和信息技术的冲击.中国软科学, 2000, 10:96-100
[177] Garrate B..An Old Idea That Has Come of Age ,People Management, 1, 19, pp.25-28., 1990
[178] Watkins K.E.&Marsick V.J..Sculpting the Learning Organization,San Francisco,Jossey Bass,1993
[179] Goh S.C..Toward a Learning Organization:The Strategic Building Blocks,Sam Advanced Management Journal,63,2,pp.15-22,1998
[180] Daft R.L..Organization Theory and Design,DPS Associates,Inc,p304,315,507,2001
[181] Ruppel C.P.,Harrington S.J.Sharing Knowledge Through Intranets:A Study of Organizational Culture and Intranet Implementation[J].IEEE Transactionson Professional Communication,2001,44 (1) :37
[182] Ahmed, Pervaiz K., Ann Y. E. Loh, Mohamed. Cultures for Continuous Improvement and Learning. Total Quality Management,1999, 10(4): 426-434
[183]王登立.学习型组织的构建与阻碍因素之探索性研究.大学企业管理研究所硕士论文, 2001
[184]林懿真.个人与组织文化契合度与学习型组织之影响,大学人力资源管理研究所硕士论文, 2001
[185]黄仁祈.企业文化、组织学习、组织创新与企业核心能力间之关系研究,成功大学高阶管理硕士在职专版硕士论文, 2002
[186]吴明隆. SPSS统计应用实务.北京:科学出版社, 2003: 24-142
[187]过文俊.让企业成为忘却型组织.中外管理, 2004.3
[188]郭雯.技术范式转变时期企业的组织学习研究.浙江大学博士学位论文, 2003
[189] Senge P.Building Learning Ornanizations[J].Sloan Management Review,1990,32(1):7-23.
[190] Argyris C. Organizational Learning and Management Information Systems[J]. Ornanizations & Society. 1977,2( 2):113-123“国立中央”“国立中央”“国立”
[191] Davenport T.Mundane Knowledge Management and Microlevel Organizational Learning[J]. American Society for Information Science&Technolony , 2002 , 53(12):1038-1046
[192] Tobin D R.Re-Educating the Cot-potation: Fovnuations for the Learning Organization [M]. Oliver Wight Publications,Ess Junction,1993
[193] Sinkula J M. Market Information Processing and Organizational Learning [J]. Journal of Marketing,1994,58:35-45
[194] Nevis C,Dibella A J,Gould J M.Understanding Organizations as Learning Systems[J]. Sloan Management Review,1995,36(2):73-85
[195] Hult G T,Ferrell O C. Global Organizational Learning Capacity in Purchasing: Construct and Measurement[J].Journal Business Research,1997,40:97-111
[196] Slocum,Mcgill.The new Learning strategy:anytime,anything,anywhere.Organization Dynamics,1994
[197] Levit,March.Organizational Learning.Annual Review of Sociology ,1988,14
[198] Garvin.Building Learning Organization.Harvard Business Review,1993
[199]蔡启通.组织因素、组织成员整体创造性与组织创新之关系[D].台北:台湾大学, 1997
[200] Cameron K.S.,Quinn R.E..Diagnosing and Changing Organizational Culture:Based on The Competing Values Framework[M].NewYork:Addison-Wesley Press,1998
[201] DenisonD.R.,MishraA.K..Toward a Theory of Organizational Culture and Effectiveness[J].Organization Science,1995,6 (2) :204-223
[202]郑伯壎.组织文化价值观的数量衡鉴[J].中华心理学刊, 1990,32:31-49
[203] O’Reilly C.A.,Chatman J.,Caldwell J..People and Or ganizational Culture:A Profile Comparison Approach to Assessing Person-or ganization Fit[J].Academy of Management Journal,1991,34:487-516
[204] Glynn M A.Innovative genius: a framework for relating individual and organizational intelligences to innovation[ J ]. Academy of Management Review. 1996, 21 (4) :1081 - 1111
[205]孙强,杨义梅.企业技术创新与管理创新的协同效应研究.武汉理工大学学报(信息与管理工程版). 2006, (3):82-84
[206]樊霞,朱桂龙.技术创新的复杂性及适合度景观研究.科学技术与辨证法. 2008, (10):102-105
[207]朱桂龙,徐艳晓.企业技术创新过程中的组织学习机制和能动效应研究.科技管理研究. 2008, (1):31-32,52
[208]朱桂龙,周全.企业技术创新战略选择机理与模式研究.科技管理研究. 2006, (3):51-53
[2] Argyris C., & Sch?n, D..Organizational Learning: A Theory of Action Perspective[M]. Reading, Mass: Addison-Wesley. 1978
[3]陈国权,马萌.组织学习的模型、案例与实施方法研究[J].中国管理科学, 2001, 9(4): 65-74
[4]陈国权,马萌.组织学习评价方法与学习工具的研究及其在30家民营企业的应用[J].管理工程学报, 2002, 16(1)
[5]王振江,汪盛强.组织学习力测度[J].上海大学学报, 2000(5)
[6]许学国,彭正龙.组织学习效果的模糊评价[J].上海大学学报(自然版),2000,7(增刊):24-27
[7]吴价宝.组织学习能力测度[J].中国管理科学, 2003, 11(4): 73-78
[8]刘怡.中小企业组织学习能力的测度分析[J].科技管理研究, 2006, 3: 74-77
[9]云韶辉,郑丕谔.组织学习能力评价指标体系的研究[J].西北工业大学学报, 2007, 27(1): 35-38
[10]毛建军,高俊山.组织学习能力测度模型研究[J].商业研究, 2007:44-45
[11]高俊山,毛建军,谷冬元.组织学习能力综合评价模型研究[J].管理学报, 2008, 5(2):212-217
[12]吴晓波,郭雯,苗文斌.技术系统演化中的忘却学习研究.科学学研究, 2004,(3):802-806
[13]陈春花,金智慧.知识管理中的主动遗忘管理[J].科学学与科学技术管理, 2006,1(4):104-108
[14]倪文斌,高巍,张莉.组织遗忘模式及管理策略研究[J].哈尔滨工业大学学报, 2006,8(3):73-77
[15]吴欣,郭蕊.基于知识管理的组织遗忘模式及管理策略研究[J].兰州学刊, 2006,11(158):153-155
[16] Fulmer R,&Keys J. A Conversation With C.Argyris: The Father of Organizational Learning [J].Organizational Dynamics,1998,26(4): 21-32
[17] Dodgeson M..Organizational Learning: A Review of Some Literature[J].Organization Studies,1993,10(3):375-394
[18] Gilbert Probst, Steffen Raub and Kai Romhardt, Managing knowledge : building blocksfor success, New York : John Wiley & Sons, 2000
[19]彼得·圣吉.上海:第五项修炼[M].上海三联书店, 1994
[20]伯恩德H.施米特(Bernd H. Schmitt)著/吴振阳译.木马战略,成功的企业如何实践突破性思考.机械工业出版社, 2009
[21] Nonaka I. A Dynamic Theory of Organization Knowledge Creation[J].Organization Science, 1994, 5(1): 14-37
[22]陈国权,马萌.组织学习.现状与展望[J].中国管理科学, 2000,8(1): 66-74
[23]李东.知识型企业的管理沟通[M].上海:上海人民出版社, 2002: 247
[24]张嵩,黄立平.组织学习的模式述评[J].山东经济, 2002, 111(4): 53-55
[25]王伟.组织学习理论研究述评[J].郑州大学学报(哲学社会科学版), 2005, 38(1):33-37
[26] Cyert R.M.and March ,J.G.. A Behavioral Theory of the Firm[J],Englewood Cliffs,NJ :Prentice Hall,1963
[27] Hedberg,B.L.T..How Organization Learn and Unlearn.In.P.C.Nystrom and W.H.Starbuck (Eds.),Handbook of organization design.Vol.l.New York:Oxford University press,1981
[28] Daft,Richard.L,Weick,Karl E..Toward a Model of Organizations as Interpretation Systems[J],Academy of Management Review,1984,9(2):284-295
[29] Huber G..Organizational Learning: The Contributing Processes and the Literatures, Organization Science,1991,2(1):88-115
[30] Nonaka I.&Takaeuchi H..The Knowledge creating Company. Harvard Business Review,1991,69:96-104
[31] Dixon,Nancy.The Organization Learning Cycle: How we can Learn Collectively[M].London:McGraw-Hill,1994:38
[32] Nevis E.C.,DiBella A.J. and Gould,J.M..Understanding Organizations as Learning Systems[J], Sloan Management Review,1995:73-85
[33] Slater S.F.&Narver J.C..Market Orientation and the Learning Organization[J].Journal of Marketing,1995,59(3):63-74
[34] Pilar J.G.,Jose.C.L.&Ramon V.C..Organizational Learning Capability: a Proposal of Measurement[J].Journal of Business Research,2005,58(7):715-725
[35]陈国权,郑红平.组织学习影响因素,学习能力与绩效关系的实证关系研究[J].管理科学学报, 2005, 8(1):48-61
[36] Ulrich D.,Jick T.,Vonglinow M..High Impact Learning : Building and Diffusing LearningCapability [J]. Organization Dynamics ,1993,22 (2)
[37]高章存.国外组织学习能力理论比较研究[J].经济社会体制比较, 2007, 4(132):145-150
[38] Arthur K,Yeung,David O. Ulrich,Stephen W.Nason,MaryAnnVonGlinow., Organizational Learning Capability. Organizational Dynamics,1993,22(2):52-67
[39] Cohen,J., and Cohen,P, Applied Multiple Regression/Correlation Analysis for theBehavioral Sciences(2nd ed.)[M]. Hillsdale, New Jersey: Lawrence Erlbaum Associates.,1983
[40] Gavin,D.A., Building a learning organization[J]. Harvard Business Review,1993,71(4): 78-91
[41] Kim.L., Crisis construction and organizational learning: Capability building in catching-up at Hyundai motor[J].A Journal of the Institute of Management Sciences,1998,9(4):506-521
[42]胡汉辉,潘安成.组织知识转移与学习能力的体系研究[J]. 2006,9(3):81-87
[43]阎大颖.企业能力框架下的跨国并购动因.最新研究进展综述与分析[J].经济经纬,2006(6):35-38
[44] Nevis,E.C,DiBella A.J,& Gould,J.M. Understanding organization as learning systems[J].Sloan Management Review,1995:73-85
[45] Baker,Wulliam E.and James M.Sinkula.,The Synergistic Effort of Market Orientation and Learning Orientation on Organizational Performance, Academy of Marketing Science,1999(16):411-427
[46] Hult,S.D.&Morgan,R.M. The Comparative Advantage Theory of Competition[J].Journal of Marketing,1995,59(2):1-15
[47] Goh S.,Richards G..Benchmarking the Learning Capacity of Organizations [J]. European Management Journal,1997,15(5):575-583.
[48]张海波,谢康.信息技术提升组织学习能力的模式研究[J].现代管理科学, 2005, (1): 18-19
[49] Shuomlinova O..Constructive Destruction :Transformation of Russian State Owned Construction Enterprises During Market Transition. Organization Studies,1999,20(3): 451-484
[50] Niek Bontis,Mary M.Crossna&John Hullnad.Managing An Organizational Learning System By Aligning Stocks And Flows. Journal of Management Studies, 2002, 39(4): 437-469
[51] Eric H.Kessler,Paul E. Bierly and Shanthi GoPalakrishan.Internal vs. Eternal Learning in New Product Development: Effects on Speed,Costs and Competitive Advantage.R&D Management,2000(30):213-222
[52]蔡文之,曼诺尔夫,迪克斯,张新华.中国企业的组织学习实证分析.上海社会科学院学术季刊, 1999(l):154-162
[53]董小英,刘倩倩,余艳. IT支持的组织学习.我国企业实证研究.中国人民大学学报, 2006(02): 23-26
[54]王晓辉.学习型组织文化的差异与影响研究--基于广东地区国有企业和民营企业样本相比较的实证分析.管理世界, 2007(11): 76-87
[55]徐璐.中国企业的组织学习与创新能力--基于问卷调查的实证研究.国际商务--对外经济贸易大学学报, 2008(06): 55-61
[56] Andrews J.C.&Delahaye,B.L.Influences on Knowledge Processes in Organizational Learning: The Psychosocial Filter. Journal of Management Studies, 2000, 73(6): 797-810)
[57]赵海峰,万迪防.组织学习的测度.经济管理2003, (2):18-23
[58]严新锋.基于价值观的学习型国企团队学习路径选择的实证研究.东华大学硕士论文, 2007.9
[59]蒋天颖,施放.制造业组织学习维度结构的实证分析.浙江社会科学, 2008(5): 86-93
[60]张同健.我国企业组织学习测度体系实证研究.广西大学学报, 2007(12): 72-77
[61]张婧.市场导向、创新、组织学习和组织绩效的关系研究.科技管理研究, 2005(4):4-6
[62]谢洪明.市场导向、组织学习与组织绩效的关系研究.科学学研究, 2005(8):517-524
[63]王永贵,张玉利,杨永恒,李季.对组织学习、核心竞争能力、战略柔性与企业竞争绩效的理论剖析与实证研究—探索中国企业增强动态竞争优势之路.南开管理评论,2003(4): 54-61
[64]谢洪明,韩子天.组织学习与绩效的关系:创新是中介变量吗?--珠三角地区企业的实证研究及其启示.科研管理, 2005(5):1-10
[65]吴婵君.中小企业组织学习与核心能力关系实证研究.管理视角, 2006(15): 81-83
[66]谢洪明,葛志良,王成.社会资本、组织学习与组织创新的关系研究.管理工程学报,2008(1): 5-10
[67]吴隆增,简兆权.组织学习、知识创造与新产品开发绩效的关系研究.科技进步与对策, 2008(1): 110-113
[68]彭红霞,达庆利.企业文化、组织学习、创新管理对组织创新能力影响的实证研究.管理学报, 2008(5): 144-149
[69]贺远琼,田志龙.组织学习与企业绩效的关系—基于适应能力视角的实证研究.研究与发展管理, 2008(2): 28-33
[70]林向红,李垣,吴海滨.组织间学习及其控制模式与企业创新关系的实证研究.现代管理科学, 2008(10): 15-17
[71]蒋天颖,季伟伟,施放.制造业企业组织学习对组织绩效影响的实证研究.科学学研究, 2008(10): 1046-1051
[72] Starburk, W.H, Organizations as action generators, American Sociological Review,1983,48,91-102
[73] Hedberg,B.L.T,Nystrom,P.C.,&Starbuck,W.H,Campingon seesaws: Prescriptions for a self–designing organization, Administrative Science Quarterly,1976,21,41-65
[74] Kilmann,R.H.,A completely integrated program for organizational change .In A.M.Mohrman Jr.,S.A.Mohrman,G.E.Ledford Jr.,T.G.Cummings, E.E.Lawler,Ⅲ, & Associates (Eds.), Large Scale Organizational change (P:220-228). San Francisco : Jossey-Bass,1989
[75] Schein,E.H, How can organization learn faster? The challenge of entering the green room. Sloan management review,1993,34(2):85-92
[76] Hendry,C, Understanding and creating whole organization change through whole learning theory, Human relations,1996,49(5):621-641
[77] Emil Turc and Phillippe Baumard, Can organization really unlearn?, 2005,125-146
[78]约瑟夫·熊彼特.经济发展理论.商务印书馆, 1997
[79] Chandler,A., Strategy and structure,Cambrige,MA:MIT,1962
[80] Burns,T.,&Stalker,G., The management of innovation.London:Tavistock,1961
[81] Hedlund,G., A model of knowledge management and the N-form corporation, Strategic management Journal,1994,15:73-90
[82]傅家骥,姜彦福.技术创新—中国企业发展之路[M].北京:企业管理出版社, 1992
[83]肖东生.企业组织创新风险研究[M].长沙:中南大学出版社, 2002
[84] Polanyi,M. The tacit dimension.Garden,NY:Doubleday,1966
[85] Szulanski,G., Exploring internal stickiness: Impediments to the transfer of best practicewithin the firm, Strategic Management Journal,1996,17:27-43
[86] Daft R.L.&BeckerS.W. Innovation in Organizations: innovation adoption in school organizations[M].New York: Elsevier North-Holland,1978
[87] Kimberly,J.R.&Evanisko,M.J. Organizational Innovation: The Influence of Individual, Organizational, and Contextual Factors on Hospital Adoption of Technological and Administrative Innovation[J].Academy of Management Journal,1981,24:689-713
[88] Kanter,R.M.(1988),“When a Thousand Flowers Bloom: Structural, collective, and social Conidtions for Innovation in Organization,”Research in Organizational Behavior, 1998,10:169-211
[89] Damanpour,F. Innovation type. radicalness, and the adoption process[J].Communication Research,1991,15(5):542-567
[90] Robbins,S.P., Organizational Behavior: Concepts, Controversies and Application, Englewood Cliffs,N.J.:Prentice-Hall,1996
[91] Neely, A., & Hill, J. Innovation and business performance: a literature review. Gov. Office for the Eastern Region. 1998.
[92] Alasoini,T., Promoting Network-based organizational innovations: a new approach in Finnish labor and technology polices[J].International Journal of Technology Management, 2001,22:174-188
[93]王志莲,张红. TCL集团组织创新研究经济问题探索[M]. 2003,4:83-87
[94]郭韬.关于组织创新含义的再思考[J].哈尔滨商业大学学报(社会科学版), 2003,1: 105-106
[95]周晓,何明升.组织学习与组织创新. ENTERPRSE MAMAGEMENT[J]. 2007,12:91-92
[96]田增瑞,袁恬.基于资源的技术创新与管理创新的互动研究:西峰模式的案例研究,研究与发展管理.第21卷第6期,2009:60-67
[97]林昭文,熊权.企业中层在技术创新中作用探讨.科技管理研究. 2007, (7):27-29
[98]李燚.管理创新中的组织学习方式研究.复旦大学博士论文, 2004
[99] Daft R.L. A Dual-core Model of Organizations innovation [J]. Academy of Management Journal. 1978,21(2):193-210
[100] Kelly,P.&Kranzberg,M. Technological Innovation: A Critical Review of Current Knowledge[M].San Francisco: San Francisco University Press,1978
[101] Damanpour,F.,Szabat,K.A.&.Evan,EM. The Relationship between Types of Innovation and Organizational Performance [J].Journal of Strategic Marketing,1993,1:93-122
[102] Frambach,R.T.&Schiillewaert,N. Organizational Innovation Adoption: A Multi-level Framework of Determinants and Opportunities for Future Research[J].Journal of Business Research,2002,55:163-176
[103] Momford,M.D. Managing Creative People: Strategies and Tactics for Innovation[J].Human Relations,1983,37(1):1-28
[104] Nonaka,I.,Toyama.R,Konno N.SECI,Ba and leadership: a unified model of dynamic knowledge creation, Long Range Planning,2000,33:34-52
[105] Johannessen,J.A.and J.O.Dolva, Competence and Innovation: Identifying Critical Innovation Factors, Entrepreneurship, Innovation and Change,1994,3(3):209-222
[106]张钢.企业组织创新过程中的学习机制及知识管理[J].科研管理, 1999, 20(3):40-45
[107]张钢.企业组织创新的内在逻辑研究[J].科学管理研究, 2000, 18(5): 1-5
[108]徐操志,完颜韶华,许庆瑞.组织创新的生命周期观[J].科研管理, 2001, 22(6):44-49
[109]管建成,王军霞.创新型组织的界定[J].科学与研究, 2002,3: 23-28
[110]刘洪涛,朱炎.基于知识管理的企业组织创新模式研究.长春理工大学学报, 2008,21(4): 57-60
[111] Stata,R. Organizational Learning-The Key to Management Innovation [J].Sloan Management Review,1989:63-74
[112] Mabey C.&Salaman G. Strategic Human Resource Management [M]. Oxford: Blackwell, 1995
[113] Carayannis,E.G.,Preston,A and Awerbuch,S(1996),Technological Learning,Architectural Innovations,and the Virtual Utility Concept,IEMC'96,94-105
[114] Leavy B..“The concept of learning in the strategy field: Review and outlook,”Management Learning, Thousand Oaks,1998,Vol.29, Iss. 4, pp.447-466.
[115] Lynn,G.S&Akgun,A.E. Innovation Strategies under Uncertainty: A Contingency Approach for New Product Development[J].Engineering Management Journal, 1998,10(3):11-17
[116] Calantone,R.J., Cavusgil S.T.&Zhao,Y. Learning Orientation, firm innovation capability, and firm performance[J].Industrial Marketing Management,2002,31(6):515-524
[117]朱瑜,王雁飞,蓝海林.组织学习、组织创新与企业核心能力关系研究.长春理工大学学报[J]. 2007, 25(3): 536-540
[118] Nyostrom &Starbuck,W.H,To avoid organization crisis,unlearn,organizational daynamics,1984,12(4):53-65
[119] Weick,K.E, The collapse of sense making in organizations:the Mann Gluch disaster[J], Administrative Science Quarterly,1993,38:628-652
[120] Engestrom, Y., Brown, K., Engestrom, R., & Koistinen, K.. Organizational Forgetting: An Activity-Theoretical Perspective [A]. In Middleton, D., & Edwards, D.. (Eds). Collective Remembering. Newbury Park, CA: Senge Publications. 1990
[121] John, R. L.. Forgetful or Bad Memory [C]. Proceedings of the 32nd Hawaii International Conference On System Sciences. 1999. Vol. 1. p. 1069
[122] Handy, C.. The Age of Paradox. Boston, MA: Harvard Business School Press. 1994
[123] De Holan, P. M., Phillips, N., & Lawrence, T. B.. Managing Organizational Forgetting [J]. MIT Sloan Management Review. Cambridge: Winter 2004. Vol. 45, Iss. 2; p. 45,
[124] De Holan, P. M., & Phillips, N.. Remembrance of Things Past? The Dynamics of Organizational Forgetting [J]. Management Science. 2004. Vol. 50, Iss. 11. p. 1603-1613
[125] Argyris C., & Sch?n, D.. Organizational Learning II: Theory, Method and Practice [M]. Reading, Mass: Addison-Wesley.1996
[126] Pettigrew A M. On studying organizational cultures [J]. Administrative Science Quarterly, 1979, 24: 570～581
[127] Ouchi W.G..Theory Z, How American Business Can Meet the Japanese Challenge. Addision-Wesley Publishing Company,1981,5-19
[128] Smirich,L..Concepts of culture and organizational analysis. Administrative Science Quarterly,1983,28,339-359
[129] Dension,D.R..Bringing corporate culture to the bottom line.Organizational Dynamics, 1984,12:4-22
[130] Dyer W.G..The cycle of culture evolution in organization. Gaining control of the corporate culture.San Francisco Jossey-Bass,1985
[131] Barney J.B..Organizational culture: Can it be source of sustained competitive advantage?. Academy of Management Review,1986,11(3),pp.656-665.)
[132] Hofstede G.Culture and organizations, London: McGraw-Hill, 1991
[133] Mcmanis C..An Integrative Model of Organizational Trust, Academy of Management Review,1988,20(3),pp.709-734
[134] Schein E.H..organizational Culture. American Psychologist,l990,45(2),109-119
[135] Robbins R..organizational Behavior, Equity Theory.Prentice Hall International Inc,1990,7th,pp.332-336
[136] Vecchio PB..The Purposing of high-performing systems. Organizational Dynamics,1991,11(2),23-29
[137] Verbeke J..People Processing:Strategy of organizational socialization. Organizational Dynamics,1998,7,18-36
[138]管益忻.论企业价值观构塑.经济理论与经济管理, 1989(4): 69-71
[139]陈春花.企业文化的改造与创新.北京大学学报, 1999(3): 27-32
[140]朱筠笙.从经理到教练的转变.光明日报, 2000, 11
[141]陈亭楠.现代企业文化.企业管理出版社, 2003, 12
[142]张亮.知识管理下的企业文化建设探析.市场周刊, 2005(8):8-9
[143]张燕.如何提高职业经理对企业危机的管理能力.经济师, 2005(5):15-16
[144]艾兰.肯尼迪.企业文化, 1982
[145] Wallach E.J..Individuals and Organizations: The Cultural Match, Training and Development Journal,1983,pp.29-36
[146] Kotter,Philip.Marketing Management:Analysis, Planning Implementation, and Control,1997,9 ,New Jersey: David Borkowsky
[147] Cameron K.S..“Culture Congruence Strength and Type: Relationship to Effective,”In Robert E.Quinn. Beyond Rational Management,1985,pp.142-143
[148] Uher&Toakley.A framework for customer relationship management, California Management Review,Berkeley,1999,43(4),pp.89-107
[149] DeLong D.W.& Fahey L..Diagnosing cultural barriers to knowledge management [J].The Academy of Management Executive,2000,14(4):113-127
[150] Lyles M.A.&Sehwen C.R..Top management strategy and organizational structures.The Journal of Management studies,2000,29,155-174
[151]赵风中.组织学习障碍探析[J].科学管理研究, 2006(1): 15-18
[152]刘霞.现代企业激烈机制浅析.胜利油田党校党报, 2004(4),71-72
[153]朱方伟,武春友,佟胜凯.企业组织学习的障碍分析.大连理工大学学报, 2004(3):31-34
[154]宋联可,葛宏兵.如何通过企业文化建立学习型组织.江苏商论, 2005(7): 23-24
[155]谢洪明,王成,葛志良.核心能力:组织文化和组织学习的作用.南开管理评论,2006(4): 106-112
[156]刘兵,邹树梁.组织文化与企业创新的协同机理研究.求索, 2004(1): 25-26
[157]孙爱英,李垣,任峰.组织文化与技术创新的关系研究.科学学研究, 2004(4): 97-102
[158]王明娟.组织文化对组织学习能力影响的实证研究.大连理工大学硕士论文, 2007,12
[159]曾俊健.组织遗忘及其对组织创新的影响[J].科技管理研究, 2010,6:206-208.
[160]司军.企业核心竞争力--管理创新与技术创新的融合.中小企业管理与科技(上旬刊). 2010, (10):29-30
[161]李贺,靖继鹏.基于知识管理的企业组织创新研究.吉林大学博士论文, 2006
[162] Francois Therin.Learning organization and innovation performance in high-tech small firms[M].International Council for SmallBusinessWorldConference,2002,6:16-19
[163] Yeung.Organizational Learning Capability. NewYork : Oxford University Press,1999
[164] McKee D.An organizational learning approach to product innovation[J].Journal of Product Innovation Management,1992,9 (3) :232-245
[165]林义屏.市场导向、组织学习、组织创新与组织绩效间关系之研究-以科学园区信息电子产业为例[D].国立中山大学企业管理学系博士学位论文, 2001
[166]李丹.我国企业组织学习能力与绩效关系研究—基于对201家企业的实证分析.工业技术经济, 2007,26(5)
[167]毛建军,武德昆,高俊山.组织学习能力与企业绩效关系实证研究.北京科技大学学报, 2008,30(7)
[168]彭红霞,达庆利.企业文化、组织学习、创新管理对组织创新能力影响的实证研究.管理学报, 2008,第5卷第1期
[169]沈小平,孙东川,徐咏梅等.技术创新与管理创新的互动模型研究.科学学与科学技术管理. 2001, (10):74-76
[170] Argyris C..Education for Leading-learning. Organizational Dynamics, 1993, 21(3): 5-18
[171] Dodgson Mark.Organizational learning:A review of some literature.Organization Studies.1993,14(3):375-394
[172] DeLong D. Building the knowledge - based organization how culture drives knowledge behaviors[C].Boston ,1997
[173] Alavi M.,&Leidner D.E..Knowledge Management System:Issues,Challenges,andBenefits.Communications of the AIS,Vol.1(7),pp.1-37,1999
[174] Davenport T, PrusakL. Working Knowledge:How Organizations Manage What They know[M].Harvard College Press,1998
[175] Iles, P.. Developing Learning Enviroments: Challenges for Theory, Research and Practice. Journal of European Industrial Training,1994, 18(3): 3-9
[176]蔡雨阳,黄丽华,黄岩.组织学习:影响因子和信息技术的冲击.中国软科学, 2000, 10:96-100
[177] Garrate B..An Old Idea That Has Come of Age ,People Management, 1, 19, pp.25-28., 1990
[178] Watkins K.E.&Marsick V.J..Sculpting the Learning Organization,San Francisco,Jossey Bass,1993
[179] Goh S.C..Toward a Learning Organization:The Strategic Building Blocks,Sam Advanced Management Journal,63,2,pp.15-22,1998
[180] Daft R.L..Organization Theory and Design,DPS Associates,Inc,p304,315,507,2001
[181] Ruppel C.P.,Harrington S.J.Sharing Knowledge Through Intranets:A Study of Organizational Culture and Intranet Implementation[J].IEEE Transactionson Professional Communication,2001,44 (1) :37
[182] Ahmed, Pervaiz K., Ann Y. E. Loh, Mohamed. Cultures for Continuous Improvement and Learning. Total Quality Management,1999, 10(4): 426-434
[183]王登立.学习型组织的构建与阻碍因素之探索性研究.大学企业管理研究所硕士论文, 2001
[184]林懿真.个人与组织文化契合度与学习型组织之影响,大学人力资源管理研究所硕士论文, 2001
[185]黄仁祈.企业文化、组织学习、组织创新与企业核心能力间之关系研究,成功大学高阶管理硕士在职专版硕士论文, 2002
[186]吴明隆. SPSS统计应用实务.北京:科学出版社, 2003: 24-142
[187]过文俊.让企业成为忘却型组织.中外管理, 2004.3
[188]郭雯.技术范式转变时期企业的组织学习研究.浙江大学博士学位论文, 2003
[189] Senge P.Building Learning Ornanizations[J].Sloan Management Review,1990,32(1):7-23.
[190] Argyris C. Organizational Learning and Management Information Systems[J]. Ornanizations & Society. 1977,2( 2):113-123“国立中央”“国立中央”“国立”
[191] Davenport T.Mundane Knowledge Management and Microlevel Organizational Learning[J]. American Society for Information Science&Technolony , 2002 , 53(12):1038-1046
[192] Tobin D R.Re-Educating the Cot-potation: Fovnuations for the Learning Organization [M]. Oliver Wight Publications,Ess Junction,1993
[193] Sinkula J M. Market Information Processing and Organizational Learning [J]. Journal of Marketing,1994,58:35-45
[194] Nevis C,Dibella A J,Gould J M.Understanding Organizations as Learning Systems[J]. Sloan Management Review,1995,36(2):73-85
[195] Hult G T,Ferrell O C. Global Organizational Learning Capacity in Purchasing: Construct and Measurement[J].Journal Business Research,1997,40:97-111
[196] Slocum,Mcgill.The new Learning strategy:anytime,anything,anywhere.Organization Dynamics,1994
[197] Levit,March.Organizational Learning.Annual Review of Sociology ,1988,14
[198] Garvin.Building Learning Organization.Harvard Business Review,1993
[199]蔡启通.组织因素、组织成员整体创造性与组织创新之关系[D].台北:台湾大学, 1997
[200] Cameron K.S.,Quinn R.E..Diagnosing and Changing Organizational Culture:Based on The Competing Values Framework[M].NewYork:Addison-Wesley Press,1998
[201] DenisonD.R.,MishraA.K..Toward a Theory of Organizational Culture and Effectiveness[J].Organization Science,1995,6 (2) :204-223
[202]郑伯壎.组织文化价值观的数量衡鉴[J].中华心理学刊, 1990,32:31-49
[203] O’Reilly C.A.,Chatman J.,Caldwell J..People and Or ganizational Culture:A Profile Comparison Approach to Assessing Person-or ganization Fit[J].Academy of Management Journal,1991,34:487-516
[204] Glynn M A.Innovative genius: a framework for relating individual and organizational intelligences to innovation[ J ]. Academy of Management Review. 1996, 21 (4) :1081 - 1111
[205]孙强,杨义梅.企业技术创新与管理创新的协同效应研究.武汉理工大学学报(信息与管理工程版). 2006, (3):82-84
[206]樊霞,朱桂龙.技术创新的复杂性及适合度景观研究.科学技术与辨证法. 2008, (10):102-105
[207]朱桂龙,徐艳晓.企业技术创新过程中的组织学习机制和能动效应研究.科技管理研究. 2008, (1):31-32,52
[208]朱桂龙,周全.企业技术创新战略选择机理与模式研究.科技管理研究. 2006, (3):51-53