组织知识创新过程研究

知识创新是组织适应外部环境变化和组织自身发展的需要。本文首先分析了组织知识创新的环境诱因和内部动力；然后研究了组织知识创新的过程；最后，对组织知识创新中存在的干扰及采取的对策进行了分析。     

信贷风险控制中的显性与隐性激励机制分析

信贷过程中存在贷款人与借款人之间的信息不对称，从而导致信贷过程中出现道德风险。道德风险是信贷风险产生的根源。银行实际操作中，显性与隐性激励机制的存在可以减少信贷风险。本文通过建立防范道德风险的激励模型和企业声誉模型，分析了显性与隐性激励机制在信贷风险控制中的作用。     

关于组织创新研究的观点综述

８０年代以来，组织创新逐渐成为创新理认研究中的热门话题，涌现出许多新理论、新观点。本文从组织创新的概念、诱因、过程及其技术创新的关系四个方面对现有的关于组织创新的诸多理论观点进行了综述     

Fishing upstream: Firm innovation strategy and university research alliances

This paper examines how innovation strategy influences firms’ level of involvement with university-based research. Our results suggest that firms with internal R&D strategies more heavily weighted toward exploratory activities allocate a greater share of their R&D resources to exploratory university research and develop deeper multifaceted relationships with their university research partners. In addition, firms with more centralized internal R&D organizations spend a greater share of their R&D dollars on exploratory research conducted at universities. In contrast to other external partners, we find evidence suggesting that universities are preferred when the firm perceives potential conflicts over intellectual property.     

Learning and organizations: towards cross-metaphor conversations

Discussions on learning in organizations are characterized by the diversity of perspectives involved and the variety of their disciplinary roots. This is an effort to identify the roots of some metaphors employed in this literature. It is argued that cross-metaphor conversations can contribute to the richness of discussions in the field. Some specific instances where more than one metaphor is employed are identified. The promises of certain “disruptive devices” to facilitate such desirable cross-metaphor interactions are briefly explored.     

高职院校学生党建工作的思考

在高职院校的教学改革进八了一个新的阶段的同时,高职院校的党建工作,尤其是大学生党建工作还相对滞后,面临许多困难和问题。高职院校党组织要从创新组织运行机制入手,进一步健全领导指导机制、组织管理机制、组织保障机制和党建研究机制,推进高职院校大学生党建工作上水平、上台阶。     

Positions and rewards: The allocation of resources within a science-based entrepreneurial firm

We study the link between resource allocation and employee publication in the open science in a quantitative case study of one science-based, entrepreneurial firm. We bridge the literature on incentives with that on authority structures to argue that a positive relationship between rewards and productivity will be strongest for individuals in positions of scientific leadership within the firm. In a novel dataset, we find that prolific publishers receive greater year-end bonuses and are allocated additional direct reports, but this relationship only holds for individuals in scientific leadership roles. These results contribute to our understanding of resource allocation processes and reward structures in science-based firms.     

Towards an implementation framework for business intelligence in healthcare

As healthcare organizations continue to be asked to do more with less, access to information is essential for sound evidence-based decision making. Business intelligence (BI) systems are designed to deliver decision-support information and have been repeatedly shown to provide value to organizations. Many healthcare organizations have yet to implement BI systems and no existing research provides a healthcare-specific framework to guide implementation. To address this research gap, we employ a case study in a Canadian Health Authority in order to address three questions: (1) what are the most significant adverse impacts to the organization's decision processes and outcomes attributable to a lack of decision-support capabilities? (2) what are the root causes of these impacts, and what workarounds do they necessitate? and (3) in light of the issues identified, what are the key considerations for healthcare organizations in the early stages of BI implementation? Using the concept of co-agency as a guide we identified significant decision-related adverse impacts and their root causes. We found strong management support, the right skill sets and an information-oriented culture to be key implementation considerations. Our major contribution is a framework for defining and prioritizing decision-support information needs in the context of healthcare-specific processes.     

基于成本收益的用户参与在线信誉反馈系统驱动力研究

从感知成本和收益的角度,探索了用户参与在线信誉反馈系统的驱动力。实证研究发现,感知成本负向影响用户的参与度,且是影响系数最大的因素;乐于助人、个人分享动机以及感知收益对参与意愿具有正向显著影响;感知收益的影响系数最小。     

面子意识与知识共享、员工创造力关系的实证研究——以组织沟通氛围为调节变量

采用问卷调查方式收集数据,以592名企业员工为样本,揭示面子意识对知识共享行为、员工创造力既抑制又促进的独特作用机制。实证研究发现,虽然"怕丢面子"通过知识收集、知识贡献的部分中介机制负向影响员工创造力,但是"想挣面子"通过知识贡献的完全中介机制正向影响员工创造力;支持性的组织沟通氛围在面子意识与知识共享之间的关系中存在正向调节效应。我国管理者充分认识面子意识对知识共享、员工创造力的作用机制,可以采取针对性措施对员工的面子意识因势利导,以提升知识管理的效率和组织创新绩效。