创业团队知识异质性、知识整合能力与团队创造力关系研究

基于知识整合的视角,以258名创业团队成员为调查对象,采用多元回归分析方法考察知识异质性、知识整合能力对团队创造力的影响,并检验环境不确定性是否调节知识整合能力对团队创造力的影响。通过回归分析发现:创业团队知识异质性正向作用于知识整合能力、团队创造力;知识整合能力正向作用于团队创造力;同时知识整合能力在知识异质性对团队创造力的影响中起到部分中介效应;在知识整合能力与团队创造力的关系中,环境不确定性产生正向调节作用。     

基于元分析的团队断裂带与团队创新的关系研究

团队断裂带对创新的影响是团队研究领域的重要内容之一,探究团队断裂带与团队创新的关系对企业的管理实践具有重要的指引作用。该领域受到了学界和业界广泛关注,然而,关于团队断裂带对团队创新的影响效应仍存在分歧。基于此,本文对2001-2021年期间的45篇实证文献进行了元分析,证实了团队断裂带对团队创新的抑制作用,并且探究了断裂带类型、团队类型、国别差异和产业类型等因素对于团队断裂带和团队创新关系的调节作用。研究结果发现,相比信息相关断裂带,社会分类断裂带对团队创新的抑制作用更强;相比西方情景,中国情景下的团队断裂带对团队创新的抑制作用更强。     

Team wisdom in software development projects and its impact on project performance

While the concept of wisdom, which refers to how people make right use of their knowledge through their practical actions, judgments, and ethical decisions, in general attracts researcher interest in a variety of disciplines, such as philosophy, psychology and management studies, little is known about how wisdom is conceptualized and then operationalized in the software development project team context. Based on the frameworks for philosophical, group and organizational wisdom, this paper identifies software development project team wisdom as a process for how team members best use the stock and flow of their knowledge through collective judgment, virtue-ethics, emotions/feelings, and effective decision-making during their project-related efforts. Adapting the efforts and functional similarities of both group and organizational wisdom practices, this effort determines that wisdom-related mechanisms (e.g., team diversity, networking with other teams and people, and their past experiences), joint epistemic actions (e.g., team reasoning, intuition, and aesthetic capacity), and team virtue and prudence become the different faces of the software development team wisdom process. We then propose how these different faces interrelate and how they also relate to project process effectiveness, such as team learning and speed-to-users, both of which have been rarely addressed empirically in the context of software development project teamwork.By examining 210 in-house software development project teams in a field study and using structural equation modeling analysis, our results empirically show the following: (a) software development wisdom-related mechanisms positively relate to software development team prudence and virtue and their joint epistemic actions, (b) software development team prudence and virtue are positively associated with software development team joint epistemic actions, and further (d) software development team joint epistemic actions are positively associated with software development project process effectiveness. We conclude by discussing our findings as they relate to the wisdom framework of software development project teams and suggest the key managerial implications for different types of software development projects.     

组织创新、技术创新能力对企业绩效的影响研究

组织创新和技术创新能力是学者长期关注的热点问题之一。文章基于资源基础观的视角,将技术创新能力分解为产品创新能力和工艺流程创新能力,探讨组织创新和技术创新能力对企业绩效的影响。在对沈阳、大连、长春等市174家工业制造类企业进行问卷调研、数据分析的基础上构建结构方程对组织创新、技术创新能力和企业绩效间的关系进行实证检验,研究结果表明:组织创新可以促进产品创新能力和工艺流程创新能力的发展,但组织创新与产品创新能力之间的关系受到工艺流程创新能力的调节;组织创新和技术创新能力都对企业绩效有正向影响;产品创新能力作为一种组织创新实践,对企业绩效有直接影响,但工艺流程创新能力对企业绩效的影响受到产品创新能力的调节作用。     

组织学习、组织创新与企业核心能力关系研究

以我国企业为调查对象,对组织学习、组织创新和企业核心能力之间的关系进行实证研究。结果表明,组织学习对企业核心能力的直接效应与间接效应同时存在,组织创新在二者之间起着中介作用。     

组织文化、知识分享与组织创新的关系研究

 讨了组织文化、知识分享、组织创新与组织绩效之间的相互影响关系,并选取我国华南地区95家高科技企业作为对象进行实证研究。研究结果表明：（1）组织文化通过影响知识分享进而影响组织创新;（2）知识分享影响组织创新进而影响组织绩效;（3）组织创新对组织绩效有直接的正向影响;（4）组织文化对组织绩效没有显著的直接影响,但通过知识分享和组织创新间接影响组织绩效;（5）知识分享对组织绩效没有显著的直接影响,但通过组织创新来间接影响组织绩效。     

Management innovation through standardization: Consultants as standardizers of organizational practice

Management innovation and the consultants who promote and support it are both typically associated with the ‘new’, with departures from the norm and from standard approaches. Indeed, standardization is often seen as an impediment to innovation, especially in the current ‘post-bureaucratic’ era. This article challenges such a view, arguing that consultant-led management innovation is often highly standardized. Based upon qualitative research into internal consultancy in large business organizations, both standardizing agendas and standardized methods are identified from a range of consultant-led management innovation programs. The analysis then points to some of the structural and cultural features of organizations that lead to managers favouring incremental, standardized approaches to change, even if these are often contested. In conclusion, the article points to the need to consider a range of different dimensions in the relationship between standardization and management innovation.     

团队知识扩散的行为难题与组织学习的内在逻辑

通过对团队知识扩散相关表征的界定,确定了复杂环境下团队知识共享与整合的基本认知。与此同时,对知识扩散行为难题的剖析,引出组织学习是影响其有效配置的内在动力。在此基础上,从学习能力、学习平台、学习效用以及学习氛围等方面充实了团队知识扩散的相关思路。     

Team learning in IT implementation projects: Antecedents and consequences

This study investigates the antecedents and consequences of team learning, which is composed of information acquisition, dissemination, and implementation, in information technology (IT) implementation projects. By investigating 129 IT implementation project teams, we found that (1) information acquisition and information dissemination have a positive impact on project outcomes, such as speed-to-users, lower implementation cost, and operational effectiveness, and (2) team behavior and enabler variables, such as teamwork, team communication, interpersonal trust between team members, team commitment, and senior manager support, positively influence team learning. We also found that team anxiety moderates the relationship between team learning and project outcomes.     

技术创新网络组织惯性对双元创新的影响研究

针对创新组织的适应性行为,通过分析技术创新网络组织惯性产生的根源性,从结构惯性和认知惯性两个维度,探究组织惯性对渐进式创新和突破式创新的差异性影响,并引入网络嵌入性作为调节变量。以研发强度较高的行业为对象进行问卷调研,运用多元回归模型进行实证检验。研究结果表明:组织惯性对渐进式创新存在显著的正向影响,相比认知惯性,结构惯性更有助于促进渐进式创新;组织惯性与突破式创新之间存在显著的倒U型关系,相比结构惯性,适度的认知惯性更有助于促进突破式创新;关系嵌入在组织惯性对双元创新的影响过程中起到了显著的调控作用,结构嵌入的调控作用部分支持。研究结论有助于揭示技术创新网络组织的适应性行为特征,对于提升组织创新能力、维持网络稳定具有重要意义。     

组织创新对企业模仿与创新绩效的影响

识别组织创新过程对企业绩效的影响对理解企业的创新过程非常重要。本文采用中国制造业调查数据,利用潜在分类模型方法定量分析企业的组织创新类型与特点,并结合多元处理效应模型探讨组织创新对企业产品模仿与创新绩效的影响。研究发现样本企业的组织创新程度从低到高可划分为五个等级。中高程度的组织创新水平(第Ⅲ和第Ⅳ种)对产品模仿绩效有显著作用,表明侧重知识创新和研发投入的组织创新有利于提高企业产品模仿绩效;只有最高程度的组织创新,即第Ⅴ种类型组织创新,显著提高产品创新强度,表明全面提升组织创新程度对产品模仿到产品创新的转变具有重要作用。所以创新政策不应仅仅停留在技术创新层面,而应强调企业的全面创新。     

主动组织遗忘与组织创新的关系研究

在丰富的关于组织学习能力对组织创新的文献中,往往忽视了组织遗忘对组织学习能力和组织创新的影响。本研究主要分析主动组织遗忘与组织创新之间的关系,以及组织学习能力对两者关系的中介作用。通过文献探讨构建概念模型,运用珠三角地区219家企业的有效问卷调查数据,对主动组织遗忘、组织学习能力和组织创新之间的关系进行实证研究。结果表明,主动组织遗忘对组织创新的直接效应与间接效应同时存在,组织学习能力在二者之间起着中介作用。本文的结果为组织学习能力的提高和组织创新水平的提升提供了新的路径选择,主动组织遗忘,包括忘却学习和避免恶习,对组织学习能力起着直接正向的推动作用,并且通过组织学习,主动组织遗忘能间接提高组织创新水平。     

主动组织遗忘、吸收能力与创新绩效关系研究

企业只有主动遗忘过时的知识,扬弃既定思维和克服核心刚性,才能摆脱陈旧技术的羁绊而不断创新,避免技术锁定。在对相关文献进行回顾和分析的基础上,运用层次回归分析方法检验主动组织遗忘与创新绩效的关系,并探索吸收能力对该过程的作用机制。研究结果表明主动组织遗忘与吸收能力、创新绩效具有显著正相关关系;且评价识别能力、消化转换能力及应用整合能力在主动组织遗忘和创新绩效之间起到部分的中介作用。这些结论因主动组织遗忘对创新绩效的直接和间接双重影响而丰富了组织遗忘和创新绩效关系理论,同时有助于企业深入理解主动组织遗忘的重要性及其如何通过吸收能力对企业创新发挥作用。     

Business services as actors of knowledge transformation: the role of KIBS in regional and national innovation systems

Over the last years, there has been a significant increase in the attention paid to the activities of knowledge-intensive business services (KIBS). KIBS produce and diffuse knowledge, which is crucial for innovation processes. The paper gives an overview of the role and function of KIBS in innovation systems and their knowledge production, transformation and diffusion activities. Focusing on innovation interactions between manufacturing small- and medium-sized enterprises (SMEs) and KIBS, the empirical analyses grasps KIBS position in five regional contexts. The analysis leads to the conclusion that innovation activities link SMEs and KIBS through the process of knowledge generation and diffusion.     

合作学习、组织柔性与创新方式选择的关系研究

本文针对企业在快速变化环境下出现的创新不确定性增加的问题和目前相关理论研究的不足,在基于资源和基于能力理论的基础上,利用组织学习和技术创新等相关理论,分析了合作学习对组织的资源柔性、能力柔性的影响作用;并对资源柔性和能力柔性如何影响创新方式的选择,如何降低创新风险以提高持续竞争优势进行了深入探讨。     

B吸收能力、知识整合对组织创新和组织绩效的影响研究/B

选取我国珠三角地区124家高科技企业作为实证研究对象,探讨吸收能力、知识整合、组织创新与组织绩效之间的关系。本文的研究结果表明：（1）吸收能力对知识整合有显著的直接正向影响;（2）吸收能力对组织创新没有显著的直接正向影响;（3）知识整合对组织创新有显著的直接正向影响;（4）组织创新对组织绩效有显著的直接正向影响。该实证结果对于人们正确     

Transformative innovation policy: Addressing variety in an emerging policy paradigm

This paper presents an analytical framework for assessing the emergence of a new policy paradigm labelled “transformative innovation policy”, which can be seen as layered upon, but not fully replacing, earlier policy paradigms of science and technology policy and innovation systems policy. The paper establishes conceptual diversity in this emerging policy paradigm. Despite a common agenda for transformative change, there are notable differences concerning the understanding of the innovation process. Two global initiatives to promote such new innovation policies, Mission Innovation and the Global Covenant of Mayors for Climate and Energy, are used to illustrate how different articulations of transformative innovation policy are expressed in practice. These may be seen as a positive expression of the breadth of the emerging policy paradigm. While there are grounds for such a positive reading, this paper ends with a caution by stressing the political nature of paradigm change and the strong legacy of an economic, firm-centred and technology-oriented tradition in innovation policy. It makes a plea for more emphasis on a broader conceptualization of transformative innovation, and suggests that a socio-technical understanding of innovation provides several appropriate analytical concepts that can help to shape our thinking and understanding of transformative innovation policy.     

Externalities of openness in innovation

Discussion of open innovation has typically stressed the benefits to the individual enterprise from boundary-spanning linkages and improved internal knowledge sharing. In this paper we explore the potential for wider benefits from openness in innovation and argue that openness may itself generate positive externalities by enabling improved knowledge diffusion. The potential for these (positive) externalities suggests a divergence between the private and social returns to openness and the potential for a sub-optimal level of openness where this is determined purely by firms’ private returns. Our analysis is based on Irish plant-level panel data from manufacturing industry over the period 1994–2008. Based on instrumental variables regression models our results suggest that externalities of openness in innovation are significant and that they are positively associated with firms’ innovation performance. We find that these externality effects are unlikely to work through their effect on the spread of open innovation practices. Instead, they appear to positively influence innovation outputs by either increasing knowledge diffusion or strengthening competition. Our evidence on the significance of externalities from openness in innovation provides a rationale for public policy aimed at promoting open innovation practices among firms.     

知识价值导向下的知识共享与创新

知识是推动社会进步的重要元素,而知识团队是一类特殊的知识密集型组织,因此,在知识团队中实现有效的知识管理,促进知识的共享与创新具有十分重要的意义。以知识价值为导向,将知识团队的知识共享与创新和知识增值相结合,通过一种可量化的评价体系提出更有效、更具操作性的策略与方法,提高知识团队的竞争力。     

基于组织学习的领导风格与企业创新绩效关系的实证研究

 领导风格对企业的创新具有重要的影响。文章从领导风格、组织学习与企业技术创新绩效的关系入手,提出了交易型领导风格、变革型领导风格经由组织学习进而影响企业技术创新绩效的概念模型和研究假设。通过对浙江、江苏、上海三地200份调查问卷的实证分析,发现交易型领导风格中的权变奖励、主动例外管理对创新绩效具有积极的影响,变革型领导风格中的智力激发、鼓舞性激励对创新绩效有积极的影响,组织学习在两种领导风格与创新绩效之间都起到了完全中介作用。最后提出了两种领导风格的交互对创新的重要性和未来的研究展望。