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《Research Policy》2022,51(1):104388
Innovation rarely happens through the actions of a single person. Innovators source ideas while interacting with peers at different levels and intensities. With a dataset of disambiguated inventors from 1980 to 2010 in European metropolitan areas, we assess the influence of their interactions with co-workers, organizations’ colleagues, and geographically co-located peers on their productivity. By adding many fixed effects to control for unobserved heterogeneity, we uncover the importance of metropolitan areas knowledge for inventors’ productivity, with firms and co-workers’ network knowledge being less relevant. When the complexity and quality of knowledge are accounted for, the picture changes: proximate, social interactions become central. 相似文献
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As individuals age, mental and physical impairment can emerge and impact their well-being. Previous research on social participation in older adults has typically focused on specific activities or failed to distinguish between different forms of participation. In contrast, we propose that social participation is a resource optimization process for older adults, where various forms of participation must be optimized in order to improve well-being outcomes. Drawing on Selective Optimization with Compensation theory, we develop hypotheses on how older adults with cognitive decline select and optimize their social participation profile and how multiple modes of participation synergistically affect their perceived loneliness. Using data from the Canadian Longitudinal Study on Aging (CLSA), we test a polynomial model and find that online social participation has a U-shaped effect on loneliness, while personal-oriented offline social participation mitigates this effect. We also find that the impact of social participation modes varies considerably between younger and older groups. Our findings suggest implications for the design of integrative aging support programs and the use of ICT to promote mental well-being in different stages of advanced age. 相似文献
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人际不信任作为判断人际关系质量的重要标准会导致知识隐藏,但至今鲜有研究探讨二者之间的内在机制,削弱了实践指导性。依据情感事件理论和心理所有权理论,重点关注消极情感在人际不信任影响员工知识隐藏行为过程中的中介作用,以及员工知识心理所有权在上述关系中的调节作用。通过对324个样本的层级回归分析发现：（1）消极情感部分中介人际不信任对员工知识隐藏行为的影响;（2）知识心理所有权不仅对消极情感与知识隐藏行为之间的关系具有显著的调节作用,而且显著调节人际不信任通过消极情感影响员工知识隐藏行为的中介作用,表现为员工的知识心理所有权水平越高,消极情感在人际不信任和员工知识隐藏行为关系间的中介作用越弱。 相似文献
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This study was interested in determining whether ethnicity-based cultural differences affected knowledge usage in today's multicultural organizations. Our empirical study uses a psychology-based approach to measure what we refer to as implicit managerial knowledge of Information and Communication Technology (ICT) workers within three Australian organizations. The research instrument captures responses to various ICT workplace scenarios in order to determine and compare the different ways in which people make use of the implicit knowledge they use to manage themselves and others. Using the culture-based literature to assist with interpretation of the data, we have identified a number of themes and their characteristics and brought these together to provide a comprehensive model for understanding cultural influences. This model can be used to better appreciate why and perhaps anticipate how an individual's implicit managerial knowledge will be used in responding to everyday workplace situations. Such an understanding will assist organizations to develop appropriate and effective knowledge management strategies. 相似文献
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本文基于可雇佣能力的视角,依据计划行为理论,提出在可雇佣能力的各维度中融入创新要素的内容,推导员工创新行为产生的机理,并将创新行为的影响因素归纳为内在因素及外在因素,内在因素与员工的可雇佣能力密切相关,外在因素与组织创新氛围紧密关联,在此基础上提出企业引导员工创新的策略。本文开辟了员工创新行为形成机制研究的新视角,为组织实施创新激励政策提供新的思路,也为组织识别、开发、培养员工的创新潜质提供对策建议。 相似文献
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激发员工的创新行为,让员工参与到服务创新过程中是研究人员和服务企业共同面临的重要课题。而顾客参与有利于员工创造力的发挥,本文在对相关文献进行回顾与分析的基础上提出了顾客参与、顾客满意度和员工创新行为之间关系的理论假设模型。采用问卷调查法进行结构方程分析,得出实证结果包括:顾客参与对员工创新行为的影响;顾客满意度对员工创新行为的影响;创造性地将顾客满意度引入到顾客参与和员工创新行为之间的关系,发现了顾客参与影响员工创新行为的内在机理。为顾客行为和员工行为关系的研究提供了理论基础,并得到了一些具有实践价值的结果和启示。 相似文献
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以资源保存理论和情感事件理论为理论基础，以316名员工为被试，运用非伦理领导、情绪耗竭、内在动机和创新越轨行为等量表，对非伦理领导通过情绪耗竭和内在动机两个中介变量影响员工职场创新越轨行为的作用机制进行了探讨。研究结果表明：（1）非伦理领导、情绪耗竭、内在动机和职场创新越轨行为彼此显著相关；（2）情绪耗竭和内在动机的链式多重中介效应在非伦理领导与员工职场创新越轨行为之间起完全中介作用，非伦理领导不但分别以情绪耗竭和内在动机两个独立中介变量影响员工职场创新越轨行为，还可以通过“非伦理领导→情绪耗竭→内在动机→创新越轨行为”的路径影响员工职场创新越轨行为。 相似文献
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授权型领导影响知识型员工创新的信任机制 总被引：1，自引：0，他引：1
授权型领导是领导对员工信任基础上所作出的管理决策和领导方式,并影响到员工创新行为。本文研究授权型领导如何通过影响知识型员工的两种信任,并进一步影响知识型员工创新行为的中间信任机制,以及组织支持感在该机制中的调节作用。通过配对调研和数据收集与处理,实证研究发现,授权型领导能够正向影响知识型员工对领导产生的基于情感的信任和基于认知的信任,并最终正向影响知识型员工的创新行为,组织支持感正向调节授权型领导对知识型员工基于情感的信任和基于认知的信任的影响关系。 相似文献
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知识工作、知识团队、知识工作者及其有效管理途径——来自德鲁克的启示 总被引：2，自引：0，他引：2
在知识经济时代,对知识工作者的有效管理是组织赢取竞争能力的关键。在回顾德鲁克知识工作者相关理论的基础上,归纳总结了知识社会和知识性工作的特征,分析了知识工作者的内涵、特性与工作成效等问题,讨论了团队作为知识工作者组织形式的重要功能。 相似文献
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该文以时间脉络来分析中国动画,从中国动画的起源、蓬勃发展,直至现代不断探索和创新尝试的过程,并以《淮南子传奇》这部动画片为例,分析中国动画在传承中国传统文化的基础上,不断进取和摸索中国动画的"民族性",让"民族的精神本性"在动画这个载体中得到充分的体现。 相似文献
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《Research Policy》2019,48(9):103804
In this paper, we explore the impact of a firm's workers’ replacements on innovation performance by using rich matched employer–employee panel data for the Veneto region of Italy. We take the well-known resource-based theory of the firm as our departure point, and develop a set of hypotheses which we test empirically with negative binomial regressions. We find that workers’ replacements significantly dampen innovation performance, coherently with the idea that they generate losses in the tacit knowledge base of the firm. We also find that workers’ replacements are especially detrimental to large and young firms, possibly because large companies benefit comparatively less from ‘diaspora’ effects and because innovative capabilities in young firms are mostly dependent on specific human capital. Finally, our results show that firms’ location in industrial districts significantly mitigates the negative impact of workers’ replacements, and that a similar picture emerges when firms are more exposed to knowledge spillovers, particularly of related knowledge. 相似文献
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《The Journal of High Technology Management Research》2001,12(2):167-181
This paper presents a study that found no support for the claim: “Employees with multiple skills enable organizations to thrive in dynamically changing and unpredictable environments.” The study showed that the “multi-skilled worker” (MSW) was a non-significant predictor of financial performance in a statistical analysis of companies that operated in these environments. A sample of companies drawn from three high-technology industries (suppliers to the automotive industry, electronic instrumentation, and semiconductor manufacturers) showed no relationship between employee skill diversity and financial performance. As a result, it appears that the benefits of a multi-skilled workforce may be overstated in terms of its contribution to the organization's financial performance. Or, it may simply suggest that the additional profits generated by responsive, multi-skilled employees are insufficient to offset the additional costs associated with training and hiring them. Companies should be aware of these issues when considering plans to expand employee skill sets as part of a strategy for improving responsiveness. 相似文献
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在企业数字化转型的关键时期,创新显得尤为重要。作为可干预的人格特质,自我分化是员工“以变应变”实现突破创新的关键因素。本文以资源保存理论为基础,对不同行业的企业组织中主管和员工进行调研,通过构建结构方程模型,从员工的内心和人际关系两个层面探讨自我分化对员工创新行为的影响,并进一步分析了心理距离在其中的中介作用。实证研究结果表明：（1）自我分化（内心层面和人际关系层面）对员工的创新行为有正向影响;（2）自我分化（内心层面和人际关系层面）通过心理距离的中介作用间接影响员工的创新行为。研究结果丰富了员工创新行为影响因素的相关研究,同时有助于管理者认识到自我分化这一人格特质的可干预性,对管理者激励高自我分化水平的员工发挥自身优势、引导低自我分化水平的员工挖掘自身潜能具有重要的实践意义。 相似文献
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很多爱心人士在加入慈善公益组织后发现现实与预期的工作或组织状态不一致,导致其产生较高的离职倾向和较低的幸福感与组织公民行为,造成这类组织的管理低效。为了剖析这种现象发生的原因,本研究着眼于心理契约违背,并从职场精神力角度分析了其作用机理。通过结构方程模型（SEM）方法的实证检验,本研究发现在慈善公益组织中：（1）心理契约违背对员工的主观幸福感与组织公民行为有负向影响,对员工的离职倾向有正向影响;（2）心理契约违背对员工的职场精神力有负向影响;（3）职场精神力部分中介了员工心理契约违背与主观幸福感的负向关系,完全中介了心理契约违背与组织公民行为的负向关系,以及心理契约违背与离职倾向的正向关系。 相似文献
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通过对257家新兴企业中高层管理者和研发人员的调查数据,本文研究了员工信息素养对外部知识效应的影响,重点分析了员工信息素养对外部知识获取与内部创新能力之间关系的调节效应,并运用模糊集定性比较分析（fsQCA）技术探讨了企业规模对员工信息素养的制约效应。结果表明：员工信息素养对技术知识和市场知识的吸收效果均有促进作用;此外,企业规模越大,员工信息素养对技术知识与创新能力之间关系的促进作用越小。本研究结论不仅丰富了员工素养与企业创新等领域的理论空间,同时也为战略性新兴产业企业在开放式创新环境下有效提高员工信息素养、增强外部知识吸收、提升创新能力和创新绩效提供了实践指导。 相似文献
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面向知识经济与创新型国家的项目导向型组织和社会研究 总被引：7，自引：0，他引：7
全面讨论了面向知识经济和创新型国家建设的项目导向型组织和社会的基本构成和作用机理。同时还对项目导向型社会中各类项目导向型组织,特别是最为重要的项目导向型政府组织,进行了深入的探讨。 相似文献
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本研究基于自我归类理论和社会需要理论，探索个体感知差异对职场排斥和知识共享行为的影响，以及成就需要和归属需要在这个过程中的调节效应。利用来自356位企业员工的样本数据，采用分层回归的方法进行假设验证。结论显示个体感知差异负向影响知识共享行为，职场排斥中介了二者之间的负向关系，个体成就需要和归属需要反向调节个体感知差异与知识共享行为、个体感知差异与职场排斥之间的关系。研究结果为知识共享领域的研究提供了新的视角和框架，同时对企业管理实践有一定的现实意义。 相似文献
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《International Journal of Information Management》2014,34(6):770-779
Project-based organizations (PBO) are nowadays widespread in almost all the activity sectors. This type of organizations poses complex problems for information and knowledge management due to the fragmentation and lack of uniformity of organizational structures, processes, practices, and technologies. The ineffectiveness of knowledge sharing over time, between project teams, is perhaps the most prominent issue that PBO must deal with. This strongly affects organizational learning, which seems to under-deliver value to PBO. Therefore, relevant knowledge is trapped in an “informational limbo” out of reach, not being capitalized for the organization. This is particularly true in research and development (R&D) institutions, where knowledge sharing can be hindered by conceptual misunderstandings resulting from different disciplines, cultures and ways of working of project participants. This paper addresses such issues by analyzing, in a comprehensive way, how information and knowledge management can better suit project team's needs and at the same time improve organizational learning. An ethnographic study, based on immersed participant observation, is performed at a Portuguese R&D Institute, in order to understand the link between the way information is managed in a project and how people interact and learn by sharing knowledge between projects. Results provide a set of enterprise information management (EIM) recommendations. Findings also suggest that a PBO-wide EIM strategy, balancing knowledge codification and personalization mechanisms, is a feasible solution to overcome the problems of knowledge sharing in PBO. 相似文献
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The rapid development of information communication technology has led towards the emergence of the “connected world” characterised by the pervasive embeddedness of smart technologies. Smart technologies have a transformative impact on different domains of life. The application of smart technologies redefines the way people live, interact and conduct business. To date, the attention of the scholarly community has been paid primarily to smart cities, smart manufacturing and smart homes. However, despite numerous studies discussing the benefits of advanced technologies in the workplace, there is a lack of research on smart offices and how they affect productivity and employee well-being. This opinion paper argues that office spaces constitute a distinctive type of space, and research on smart homes or manufacturing does not suffice to capture its essence. Therefore, the aim of this paper is to propose a research agenda that can advance the current literature on smart and information communication technologies in relation to workplace spaces and the potential implications these could have on productivity. 相似文献