企业网络内容对其结构的影响--基于东阳红木家具集群的实证研究
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摘要
以师徒制企业网络为研究对象,探究企业网络的内容对其结构(网络整体结构分布、网络强度和网络多样性等)的影响。借助个体师徒制网络的两大功能--职业生涯帮助和社会心理支持,将师徒制企业网络的内容划分为物质型和精神型两类。利用对东阳红木家具产业集群内具有师徒关系的51家企业进行访谈和问卷调查的数据,运用PAJEK软件对所收集的数据进行网络可视化处理。结果显示:首先,在网络"外围—内核"的空间分布上,基本遵循"单一物质/精神型网络内容的连接—多物质/精神型网络内容的连接—混合型网络内容的连接"的规律;其次,基于精神型内容建立的师徒企业联系强度比基于物质型内容建立的师徒企业联系强度要强;最后,传递更多物质型内容比传递更多精神型内容的师徒企业以及传递更多混合型内容比传递更多单一精神/物质型内容的师徒企业,更可能接触到不同派系的师傅企业,也更可能派生出不同派系(知识多元化)的徒弟企业。
In the context of mentor-protégéenterprises network,this paper discusses how enterprise network content influences its structure(whole structure and distribution,network strength and diversity).Based on two functions of individual mentoring network,namely career enhancement assistance and psychosocial support,it divides the content of mentor-protégéenterprise network into materialized type and psychological type.Taking Chinese wood furniture industry cluster in Dongyang as the case,it uses the data from the interview and questionnaires of 51mentor-protégérelated companies to visualize and analyze network structure and content by PAJEK software.The result shows as follows:in terms of the "core-peripheral" network structure,the distribution follows the rule of "single materialized/psychological network content based ties-multiple materialized/psychological network content based ties-hybrid network content based ties";the strength of psychological content based ties are stronger than that of materialized content based ties;the enterprises with more materialized contents based ties are more likely to connect mentor enterprises from different cliques,and are more likely to spin off different cliques of protégéenterprises(or knowledge diversified protégéenterprises)than those with more psychological content based ties;enterprises with more hybrid contents based ties are more inclined to contact and spin off different cliques of enterprises compared to their purely psychological or materialized counterparts.
In the context of mentor-protégéenterprises network,this paper discusses how enterprise network content influences its structure(whole structure and distribution,network strength and diversity).Based on two functions of individual mentoring network,namely career enhancement assistance and psychosocial support,it divides the content of mentor-protégéenterprise network into materialized type and psychological type.Taking Chinese wood furniture industry cluster in Dongyang as the case,it uses the data from the interview and questionnaires of 51mentor-protégérelated companies to visualize and analyze network structure and content by PAJEK software.The result shows as follows:in terms of the "core-peripheral" network structure,the distribution follows the rule of "single materialized/psychological network content based ties-multiple materialized/psychological network content based ties-hybrid network content based ties";the strength of psychological content based ties are stronger than that of materialized content based ties;the enterprises with more materialized contents based ties are more likely to connect mentor enterprises from different cliques,and are more likely to spin off different cliques of protégéenterprises(or knowledge diversified protégéenterprises)than those with more psychological content based ties;enterprises with more hybrid contents based ties are more inclined to contact and spin off different cliques of enterprises compared to their purely psychological or materialized counterparts.
引文
[1]郑健壮,靳雨涵.集群内师徒制企业间的创业传导——基于新塘羽绒产业集群的案例研究[J].技术经济,2015,34(8):22-29.
[2]KRAM K E.Mentoring at work:developmental relationships in organizational life[M].Glenview,IL:Scott Foresman,1985:20.
[3]郑健壮,靳雨涵.两种典型师徒制企业集群特征的比较:基于浙江两个案例的研究[J].阅江学刊,2016(4):44-53.
[4]郑健壮,靳雨涵,潘芊伊.师徒企业联系强度与知识传导——以兰溪纺织业集群为例[J].情报理论与实践,2016,39(5):7-21.
[5]郑健壮,靳雨涵.师徒制综述:回顾与展望[J].高等工程教育研究,2016(3):69-74.
[6]张正堂.企业导师制研究探析[J].外国经济与管理,2008,30(5):35-42.
[7]李楠,王晓蓉.企业师徒制隐性知识转移的影响因素研究[J].软科学,2013,27(2):113-117.
[8]HIGGINS M C,THOMAS D A.Constellations and careers:toward understanding the effects of multiple developmental relationships[J].Journal of Organizational Behavior,2001,22(3):223-247.
[9]HIGGINS M C,KRAM K E.Reconceptualizing mentoring at work:a developmental network perspective[J].Academy of Management Review,2001,26(2):264-288.
[10]COTTON R D.YAN SHEN.Reutlivne-Tarandach.On becoming extraordinary:the content and structure of the developmental networks of major league baseball hall of farmers[J].Academy of Management Journal,2011,54(1):15-46.
[11]陈诚,文鹏.新生代员工学习意愿与企业导师知识共享行为[J].经济管理,2011,10(33):87-93.
[12]关鑫,吴维库.导师式领导风格及其作用机理研究[J].软科学,2014,28(2):79-82.
[13]GIULIANI E,BELL M.The micro-determinants of meso-level learning and innovation:evidence from a Chilean wine cluster[J].Research Policy,2005,34(1):47-68.
[14]LAURSEN K,MASCIARELLI F,PRENCIPE A.Regions matter:how localized social capital affects innovation and external knowledge acquisition[J].Organization Science,2012,23(1):177-193.
[15]姚小涛,席酉民.管理研究与社会网络分析[J].现代管理科学,2008(6):19-21.
[16]MURPHY W M,KRAM K E.Understanding non-work relationships in developmental networks[J].Career Development International,2010,15(7):637-663.
[17]BALKUNDI P,HARRISON D A.Ties,leaders,and time in teams[J].Academy of Management Journal,2006,49(1):49-68.
[18]SCOTT S G.Determinates of innovative behavior:apath model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(3):580-581.
[19]李毅,柴国荣.管理研究网络范式评述与展望[J].兰州大学学报:社会科学版,2013,41(3):81-88.
[20]邹文篪,田青,刘佳.“投桃报李”——互惠理论的组织行为学研究述评[J].心理科学进展,2012,20(11):1879-1888.
[21]赵延东,罗家德.如何测量社会资本:一个经验研究综述[J].国外社会科学,2005(2):18-24.
[22]郭殿霞,李葳,李春晶.网络结构对战略联盟创新绩效影响研究[J].科技与管理,2012,14(4):35-39.
[23]张慧玉,杨俊.新企业社会网络特征界定与测度问题探讨——基于效率和效果视角[J].外国经济与管理,2011,33(11):11-20.
[24]符正平,曾素英.集群产业转移中的转移模式与行动特征——基于企业社会网络视角的分析[J].管理世界,2008(12):83-92.
[25]MCEVILY B,ZAHEER A.Bridging ties:a source of firm heterogeneity in competitive advantage[J].Strategic Management Journal,1970,20(12):1133-1156.
[26]赵云辉,崔新健.看门人社会网络结构对跨国公司知识转移绩效影响的实证研究[J].技术经济,2016,35(8):7-14.
[27]梁娟,陈国宏,蔡彬清.基于知识权力和知识交互行为的产业集群多重知识网络演化分析[J].技术经济,2017,36(5):34-42.
[28]MOODY J,WHITE D R.Structural cohesion and embeddedness:a hierarchical concept of social groups[J].American Sociological Review,2003,68(1):103-127.
(1)出于保密考虑,企业名称为缩写,隐藏具体讲述人姓名,文中括号内的文字为笔者根据前后语句的补充。
[2]KRAM K E.Mentoring at work:developmental relationships in organizational life[M].Glenview,IL:Scott Foresman,1985:20.
[3]郑健壮,靳雨涵.两种典型师徒制企业集群特征的比较:基于浙江两个案例的研究[J].阅江学刊,2016(4):44-53.
[4]郑健壮,靳雨涵,潘芊伊.师徒企业联系强度与知识传导——以兰溪纺织业集群为例[J].情报理论与实践,2016,39(5):7-21.
[5]郑健壮,靳雨涵.师徒制综述:回顾与展望[J].高等工程教育研究,2016(3):69-74.
[6]张正堂.企业导师制研究探析[J].外国经济与管理,2008,30(5):35-42.
[7]李楠,王晓蓉.企业师徒制隐性知识转移的影响因素研究[J].软科学,2013,27(2):113-117.
[8]HIGGINS M C,THOMAS D A.Constellations and careers:toward understanding the effects of multiple developmental relationships[J].Journal of Organizational Behavior,2001,22(3):223-247.
[9]HIGGINS M C,KRAM K E.Reconceptualizing mentoring at work:a developmental network perspective[J].Academy of Management Review,2001,26(2):264-288.
[10]COTTON R D.YAN SHEN.Reutlivne-Tarandach.On becoming extraordinary:the content and structure of the developmental networks of major league baseball hall of farmers[J].Academy of Management Journal,2011,54(1):15-46.
[11]陈诚,文鹏.新生代员工学习意愿与企业导师知识共享行为[J].经济管理,2011,10(33):87-93.
[12]关鑫,吴维库.导师式领导风格及其作用机理研究[J].软科学,2014,28(2):79-82.
[13]GIULIANI E,BELL M.The micro-determinants of meso-level learning and innovation:evidence from a Chilean wine cluster[J].Research Policy,2005,34(1):47-68.
[14]LAURSEN K,MASCIARELLI F,PRENCIPE A.Regions matter:how localized social capital affects innovation and external knowledge acquisition[J].Organization Science,2012,23(1):177-193.
[15]姚小涛,席酉民.管理研究与社会网络分析[J].现代管理科学,2008(6):19-21.
[16]MURPHY W M,KRAM K E.Understanding non-work relationships in developmental networks[J].Career Development International,2010,15(7):637-663.
[17]BALKUNDI P,HARRISON D A.Ties,leaders,and time in teams[J].Academy of Management Journal,2006,49(1):49-68.
[18]SCOTT S G.Determinates of innovative behavior:apath model of individual innovation in the workplace[J].Academy of Management Journal,1994,37(3):580-581.
[19]李毅,柴国荣.管理研究网络范式评述与展望[J].兰州大学学报:社会科学版,2013,41(3):81-88.
[20]邹文篪,田青,刘佳.“投桃报李”——互惠理论的组织行为学研究述评[J].心理科学进展,2012,20(11):1879-1888.
[21]赵延东,罗家德.如何测量社会资本:一个经验研究综述[J].国外社会科学,2005(2):18-24.
[22]郭殿霞,李葳,李春晶.网络结构对战略联盟创新绩效影响研究[J].科技与管理,2012,14(4):35-39.
[23]张慧玉,杨俊.新企业社会网络特征界定与测度问题探讨——基于效率和效果视角[J].外国经济与管理,2011,33(11):11-20.
[24]符正平,曾素英.集群产业转移中的转移模式与行动特征——基于企业社会网络视角的分析[J].管理世界,2008(12):83-92.
[25]MCEVILY B,ZAHEER A.Bridging ties:a source of firm heterogeneity in competitive advantage[J].Strategic Management Journal,1970,20(12):1133-1156.
[26]赵云辉,崔新健.看门人社会网络结构对跨国公司知识转移绩效影响的实证研究[J].技术经济,2016,35(8):7-14.
[27]梁娟,陈国宏,蔡彬清.基于知识权力和知识交互行为的产业集群多重知识网络演化分析[J].技术经济,2017,36(5):34-42.
[28]MOODY J,WHITE D R.Structural cohesion and embeddedness:a hierarchical concept of social groups[J].American Sociological Review,2003,68(1):103-127.
(1)出于保密考虑,企业名称为缩写,隐藏具体讲述人姓名,文中括号内的文字为笔者根据前后语句的补充。