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如何提升研发项目群人员创新行为成为理论界和产业界关注的焦点。本文以研发项目群人员为研究对象,探索了研发项目群人员创新效能感、协调性胜任力和创新行为之间的相互关系,以及不同知识能力下创新效能感对创新行为影响的差异。通过问卷调查,采用多元回归方法进行实证研究,结果表明：研发项目群人员创新效能感对创新行为具有正向影响,并能够在协调性胜任力影响创新行为的过程中起到正向调节作用;知识能力对创新效能感作用的发挥具有重要影响：研发项目群人员学历水平和工作年限越高,创新效能感对创新行为的正向影响越大,创新效能感的调节作用也越强。本文深化了创新效能感和创新行为的理论研究,并对研发项目群人员创新行为提升具有现实指导意义。 相似文献
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R&D employees frequently must split their limited time between explorative R&D and exploitative operative tasks. This article explores the influence of this multitasking (pursuing both R&D and operations) on employee R&D performance. The article also analyzes how the relationship between multitasking and individual R&D performance interacts with the degree of access to internal and external resources. We hypothesize that multitasking positively affects R&D performance. Furthermore, we assume that the internal resources (funding, facilities, and support) are increasingly relevant when employees combine R&D and operative activities. However, multitasking employees may show less of a need for external resources (access to networks) in comparison to more focused colleagues. The results of a survey of 332 surgeons from 20 academic medical centers in Germany support our hypotheses. We conclude that managers should ensure that their R&D workforce is also involved in daily operations. Output will be optimized if these employees are not only engaged with explorative tasks but are also involved in exploitative activities. However, managers should also ensure that the appropriate organizational support is provided to individuals who attempt to combine exploration and exploitation. Multitasking individuals benefit the most from access to internal resources, whereas external resources are more efficiently allocated to explorative-only employees. 相似文献
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Organizational environment, changing economic conditions, and the effective supervision of technical personnel: A management challenge 总被引：1，自引：0，他引：1
Industry's share of R&D funding is increasing while, at the same time, the half-life of technology is decreasing. This condition increases the pressure on technical managers to produce research that is creative and innovative but, at the same time, sensitive to the “bottom line.” Six conditions within the context of the organization play an important role in the management of technical employees: 1) Uncertainty in the work place increases the need for a supportive organizational climate and high information sharing, 2) Compensation appears to produce both functional and dysfunctional consequences for motivation, 3) Engineering personalities have a tendency to favor autonomous, challenging, and meaningful assignments, 4) Organizational structures influence the engineer's ability to process information, 5) The structure of the engineering task has been shown to affect job satisfaction, and 6) Career choices become an important consideration for mature engineers. Each of these issues, if not properly managed, can lead to stress, burnout and eventual employee turnover. Most important however, is the fact that if they are not managed properly, creative output from R&D organizations declines at a time when industry is assuming a greater share of the funding. When creativity declines, a reduction in the number of innovative solutions for products and processes is certain to follow. This condition can lead to serious problems when markets are changing dynamically. This paper reviews research findings related to each of the preceding issues and, discusses the role that each of them plays in the management of engineers and technical personnel. At the end of each discussion we provide some propositions worthy of further research. 相似文献
4.
人工智能技术的快速发展和与各行业的结合深刻影响了工作与生活。本研究关注智能化工作场域中人机关系对员工心理和行为的影响。本研究通过自我概念理论构建人机关系影响员工任务绩效的中介模型,对人工智能应用型企业的924名员工的调查问卷进行分析。研究发现：人机关系越好对员工任务绩效的影响越强;人机关系引发的角色认同和自我效能感可以增强员工任务绩效;混合情绪在人机关系与角色认同间起到负向调节作用。人机关系可以重塑员工心理影响员工的任务绩效,智能化场域中员工的工作心理与行为亟需关注。本文将人工智能引入到工作场景中丰富了任务绩效影响机制的研究,关注了人机关系的对员工的影响,企业合理激发员工工作绩效提供了启示。 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
6.
行为理论和自我决定理论关于企业奖酬是否以及如何影响员工创新有着不同的观点,实证研究的结论也不一致。本研究以研发人员为研究对象,从行为理论出发探讨在我国社会背景下企业创新奖酬对研发人员创新意愿及创新行为的影响,以及物质主义特性在其中的调节作用。通过312对研发人员与上司配对的一手数据,对被中介的调节模型进行实证检验。分析表明,创新奖酬的实施对研发人员创新行为有促进作用,员工的创新意愿在其中起到部分中介作用。个体的物质主义特性调节了组织创新奖酬与研发人员创新意愿之间的关系。对于高物质主义者而言,组织创新奖酬对员工创新意愿的影响作用更强。特别地,员工的物质主义特性对创新奖酬与员工创新行为之间关系的调节作用是以创新意愿作为中介。 相似文献
7.
While it is well-known that cross-cultural conflict management is a common problem in multinational joint ventures. The cooperation parties come from different countries and regions, and their social, political and legal systems and cultural backgrounds are different, which leads to the differences in business philosophy, decision-making thinking preferences and management communication modes. The conflict of managerial values caused by cultural differences will inevitably affect the management concept and mode of joint ventures, which will permeate the whole process of enterprise management activities. Employees from different cultural backgrounds may have different acceptance of the rules and regulations of the joint venture or different understanding of the work tasks, which may cause employees′ uncertainty or anxiety and ultimately affect their work innovation behavior and enterprise performance.
However, a fact that can not be ignored is that managers of joint ventures do not know much about cultural differences, the impact of communication modes and how to influence employees′ work innovative behavior. Managers need to manage cultural conflicts and differences between the two countries and even more countries in order to maximize cultural integration and enhance working enthusiasm and creativity of employees. So, this study attempts to reveal the deep-seated impact mechanism of cultural differences between parent company and subsidiary companies and management communication modes on employees′ work innovative behavior. And we also hope to explore the optimal communication mode in cross-cultural conflict management of joint ventures, so as to provide experience for cross-cultural conflict management of joint ventures.
This paper took 211 employees of 12 automobile joint ventures as the research object. Cultural differences perceived by employees were viewed as the independent variable, and communication modes between managers and subordinates were regarded as both independent variables and moderating variables. The theory of anxiety/uncertainty management was adopted to analyze the effect and mechanism of employees′ perceptions of cultural differences on their work innovative behavior. The theory and techniques of Transactional Analysis were used to classify the communication modes between managers and subordinates. The hierarchical regression method was conducted to analyze the samples and compare the impact of different communication modes on employees′ innovative behavior.
Through empirical research, this study mainly draws the following conclusions: (1) Joint venture employees′ perceptions of cultural differences between parent and subsidiary companies affects their innovative behavior. The more cultural differences perceived by employees between parent and subsidiary companies, the more difficult it is for employees to understand the rules and regulations and normative requirements of joint ventures, thus enhancing the risk defense mechanism of employees and curbing their creative and innovative motivation in the process of work. (2) Manager-employee value conflict caused by cultural differences runs through the communication modes between managers and employees, thus affecting the innovative behavior of employees. The three dimensions of communication mode (complementary transactions, crossed transactions and covert ulterior) affect the direction and intensity of employees′ innovative behavior differently. Among them, complementary transactions positively affects employees′ innovative behavior, while crossed transactions and covert ulterior negatively affect employees′ innovative behavior. (3) Different communication modes adopted by manager-employee in the process of communication can moderate the impact of cultural differences perceived by employees on their innovative behavior. Among them, complementary transactions can weaken the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while covert ulterior strengthens the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while crossed transactions has no obvious moderating effect.
The theoretical contributions of this study are mainly embodied in the following aspects. Firstly, this study confirms the impact of employees′ perceptions of cultural differences and communication modes between managers and employees on employees′ innovative behavior. Different communication modes between managers and employees will not only directly affect employees′ innovative behavior, but also moderate the relationship between employees′ perceptions of cultural differences and their innovative behavior. Secondly, this study reveals the complex mechanism of the relationship between employees′ perceptions of cultural differences and their innovative behavior, and identifies the important moderating role of different communication modes. Thirdly, this study enriches the application fields of the anxiety/uncertainty theory, and expands the research fields of the theory and techniques of Transactional Analysis.
The results of this study have important reference significance for the management practice of joint ventures. Based on the results of this study, the employees′ perceptions of cultural differences are important factors to affect employees′ innovative behavior. Therefore, we put forward the following management suggestions for joint ventures. Firstly, it is suggested that joint ventures should attach great importance to alleviating the uncertainty and anxiety caused by employees′ perceptions of cultural differences, strive to create a safe and harmonious working environment for employees, so as to stimulate their innovative potential and improve their work enthusiasm and creativity. Secondly, joint ventures should popularize the theory of Transactional Analysis and the techniques of Interpersonal Communication Interaction Analysis in the process of human resources training. In addition, managers and employees of joint ventures should choose appropriate communication modes. When communicating, both managers and employees should give priority to complementary transactions, avoiding the use of crossed transactions and covert ulterior.
However, this study still has the following limitations: (1) This study took the employees of automobile joint ventures in China as research object. The representativeness of the samples needs to be improved. The universality of the research conclusions needs to be confirmed further. (2) There are some inconsistencies between self-evaluation and supervisor-evaluation of employees′ innovative behavior. The supervisor-evaluation data did not verify all the theoretical hypotheses. (3) The richness of the models needs to be strengthened. This study used the theory of anxiety/uncertainty management to explain the main effect of perceptions of cultural differences on employee innovative behavior, and tested the moderating effect of communication modes, but did not explore and test the mediating effect of the relationship between perceptions of cultural differences and employee innovative behavior. We will further explore the mediating variables and effects in the future study. 相似文献
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9.
基于126家沪市A股上市高新技术企业2008-2010年的数据,利用面板数据模型,研究了技术创新能力与高新技术企业资本结构间的关系,并考察盈利能力对"关系"的影响。研究表明,高新技术企业的研发人员投入、专利授权量(公开量)与负债水平正相关,而研发资金投入、发明专利申请量与负债水平负相关。盈利能力的"风险基准"降低作用与"激励动机"提升作用并存。拥有高盈利能力的高新技术企业可能会为了提高员工的研发积极性,在某些情况下,虽有"风险基准"降低的优势,但更倾向使用股权融资,即"激励动机"的提升作用。本文丰富了现有研究,为高新技术企业的融资决策提供了有益的借鉴。 相似文献
10.
Chunjia Han Stephen Rhys Thomas Mu Yang Petros Ieromonachou Hongru Zhang 《The Journal of High Technology Management Research》2017,28(1):93-109
Research and development (R&D) investment activity plays a crucial role in developing high-tech industries. In recent decades, China has made sustained investments in its domestic high-tech industries, with the goal of increasing their productivity. This paper investigates the effect of this investment on relative R&D efficiency across China's high-tech sectors. Data Envelopment Analysis (DEA) was used to generate quantitative indices for sector comparisons. The analysis of this study indicates that overall R&D investment efficiency did not increase from 1998 to 2009, despite R&D expenditure increasing by 2188%. Over the same period, most sectors suffered from decreasing returns to scale (DRS), presumably also reflecting the inefficient R&D investment. Most of the sectors showed significant fluctuation on R&D investment efficiency. This research result indicates that the problem of China's high-tech industry may be from the inefficiency of its technology commercialization processes, and therefore represents a critical parameter for policy makers and managers. 相似文献
11.
Sepehr Ghazinoory Zahra Hashemi 《The Journal of High Technology Management Research》2021,32(1):100394
Tax incentives and direct funding are two different public support instruments used to facilitate the formation and growth of firms. Limited empirical evidence has compared the effectiveness of two different policies and their interactions for firms. In this paper, we investigate the main and interaction effects of these interventions on high-tech firms. Since large and small firms innovate in different ways, we compare the use of both incentives by Iranian high-tech SMEs and large firms through a factorial design technique. This paper presents significant differences both across instruments and across firm size. Results show that for SMEs, tax exemption has a significant effect on R&D investment, and funding has a significant effect on R&D investment, R&D employees, and new products. However, there aren't any interaction effects between instruments. For large firms, funding is an effective instrument for R&D investment. Also, there is an interaction effect between tax incentives and direct funding on new products. These findings indicate that funding is a more effective instrument than tax exemption, especially for SMEs, but suggest some changes in supporting policies of high-tech firms in Iran. 相似文献
12.
《Research Policy》2022,51(7):104551
Firms frequently enter collaborations with other organizations for the purpose of innovating. In this paper, we argue that engaging in R&D collaboration can have the unintended consequence of increasing the mobility of highly skilled personnel. We investigate our research question using a representative dataset that combines information from the Swedish Community Innovation Survey (CIS) with employer–employee registry data. Our econometric analysis shows that R&D collaborations by firms are associated with higher levels of outgoing mobility among skilled employees, particularly among those with technical (“STEM”) education and master's or doctoral degrees. We also find support for the interpretation that R&D collaboration augments employees’ general human capital, subsequently increasing their outside employment options. We discuss important implications for firm collaboration strategies. 相似文献
13.
激励体系对员工创新行为影响的实证研究——基于工作动机理论的分析 总被引：1，自引：0，他引：1
基于工作动机理论,把内在激励、薪酬与奖励、组织创新氛围进行整合,作为整体激励体系探讨对员工创新行为的影响.在浙江省高新技术企业进行问卷调查,得到353份有效问卷.分层回归分析结果表明,内在激励、薪酬与奖励、组织创新氛围对员工创新行为有显著的积极影响;内在激励、薪酬与奖励对促进员工的创新行为有显著的交互作用;在高内在激励条件下,薪酬与奖励对员工创新行为有显著的积极影响,但在低内在激励条件下,薪酬与奖励对员工创新行为关系没有显著影响;当内在激励取高水平值时,薪酬与奖励和员工创新行为之间的正向关系更加强烈. 相似文献
14.
多元化劳动力异质性知识激发创新的同时,也为组织带来诸多管理挑战,因而求同用异的人力资源实践成为学界与业界关注的热点。基于此,本研究基于资源保存理论,界定了多元包容性人力资源实践（DI-HRP）的内涵构成,揭示了其通过工作繁荣对员工创新行为的影响机理,考察了共享型领导在其间的调节作用。本研究通过对37家企业461个有效样本的多时点追踪与分层回归分析发现：（1）DI-HRP正向影响员工创新行为;（2）工作繁荣在DI-HRP对员工创新行为的影响间起中介作用;（3）共享型领导正向调节DI-HRP对工作繁荣和员工创新行为的直接影响以及其通过工作繁荣对员工创新行为的间接作用。 相似文献
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以实证方式探讨了程序公正对员工创新行为的影响及其影响机制。研究结果发现,程序公正对员工创新行为有显著的正向影响,而积极情绪则在其中起中介作用。程序公正通过激发员工的积极情绪反应,从而促进员工的创新行为。此外,程序公正对员工积极情绪和创新行为的影响效应还会被领导成员交换所调节。在高层领导成员交换的情形下,程序公正对员工积极情绪和创新行为的影响效应会得到增强。 相似文献
16.
工作动机对个人创新行为的影响研究 总被引：6，自引：0，他引：6
通过对391名企业员工的问卷调查,对个人创新行为和工作动机进行了结构检验,并考察了工作动机对个人创新行为的影响作用。结果表明,内部动机是促进个人创新行为的重要影响因素,可以同时对创新构想产生和创新构想执行产生正向影响;外部动机只在创新构想的执行阶段产生促进作用。 相似文献
17.
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
18.
This paper examines the sources of Europe's lagging business R&D performance relative to the US, particularly the role played by missing young leading innovators in high technology intensive sectors in Europe. It investigates through econometric analysis differences in the rates of return to R&D of European and US large R&D firms. It finds that, while in the US, young firms succeed in realizing significantly higher rates of return to R&D as compared to their older counterparts, including in high-tech sectors, European firms fail to generate significant rates of return, even if they are Yollies and even if they are in high-tech sectors. These findings can at least partly explain why Europe has less R&D intensive young leading innovators in high technology intensive sectors. 相似文献
19.
Drawing on psychological ownership and social exchange theories, this study suggests theoretical arguments and empirical evidence for understanding employee reactions to distributive, procedural, and interactional (in)justice — three crucial bases of employees’ feelings of social self-worth. Utilizing field data and artificial intelligence technique, this paper reveals that distributive, procedural, and interactional (in)justice contribute to higher levels of knowledge hiding behavior among employees and that this impact is non-linear (asymmetric). By reuniting the discourses of organizational justice and knowledge management, this study indicates that feelings of psychological ownership of knowledge and the degree of social interaction are mechanisms that work with organizational (in)justice to influence knowledge hiding behavior. The current research may inform contemporary theories of business research and provide normative guidance for managers. 相似文献