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Jing Chen Tao Hua Ouyang Shan L. Pan 《International Journal of Information Management》2013,33(6):971-974
The ability to change organizational routines according to the need of organizational transformation is difficult to achieve, but increasingly vital for an organization to survive in a highly turbulent business environment. However, despite fruitful research on organizational routines, how routines evolve through feedback remains unclear. This study aims to investigate the role of feedback in routine changes by examining a case study of Haier, the largest home appliance manufacturer in the world. The findings of this case show that feedback of a routine plays a critical role in routine changes. It highlights that feedback helps an organization to make sense of its behavior patterns and evaluate these patterns properly, which enable the organizations to better initiate and advocate routine changes that are necessary for a successful organizational transformation. Further, this case shows the importance of leveraging IT in managing routine changes. 相似文献
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本研究关注从传统农业技术行业到现代农业物联网行业的转型,选择组织学习视角、采用案例研究方法对转型过程中行业主导企业和跟随企业的认知和行动倾向演化进行研究,揭示组织惯例的演化过程机理并构建演化过程模型。研究得出：行业惯例的演化主要经历主导企业组织惯例的演化、行业跟随企业组织惯例的演化以及新行业惯例的形成三个阶段;组织学习是促使行业惯例以及行业中个体企业的组织惯例实现演化的关键,其中主导企业依赖试错学习实现主动式演化,而跟随企业依赖效仿学习实现被动推动式演化;尽管行业惯例演化过程中不同类型的企业依赖于不同的学习模式,但组织惯例演化的根本均在于通过参与者的有效沟通与互动形成新的共同理解和一致性行动。 相似文献
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Andrew Davies Lars Frederiksen Eugenia Cacciatori Andreas Hartmann 《Research Policy》2018,47(8):1403-1417
Prior research on organizational routines in the ‘capabilities’ literature has either studied how new routines are created during an exploratory process of variation and selection or how existing routines are replicated during a phase of exploitation. Few studies have analyzed the life cycle of new routine creation and replication as an integrated process. In an in-depth case study of England’s Highways Agency, this paper shows that the creation and replication of a new routine across multiple sites involves four sequential steps: envisioning, experimenting, entrenching and enacting. We contribute to the capabilities research in two ways: first, by showing how different organizational levels, capabilities and logics (cognitive and behavioural) shape the development of new routines; and second, by identifying how distinct evolutionary cycles of variation and selective retention occur during each step in the process. In contrast with prior research on replication as an exact copy of a template or existing routine, our study focuses on the replication of an entirely new routine (based on novel principles) that is adapted to fit local operational conditions during its large-scale replication across multiple sites. We draw upon insights from adjacent ‘practice research’ and suggest how capabilities and practice studies may complement each other in future research on the evolution of routines. 相似文献
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国际新创企业通过将知识进行整合并更新到知识存量中,形成一系列的组织流程和惯例,是企业快速成长和获取竞争优势的重要基础。以国际新创企业的组织能力提升为主线,从知识进化、惯例演化的视角,探讨知识进化、惯例演化下的国际新创企业组织能力提升的过程理论框架。研究发现:第一,国际新创企业的不同国际化发展阶段,个人知识、经营层面惯例和组织能力共同演化,组织能力随着知识的进化和惯例的演化不断的提升。第二,企业内部组织能力提升的路径可以分为3种:组织内部知识上行流动、组织内部惯例逐级演化和组织内部惯例互动演化,组织能力随着国际化阶段的变化也呈现提升的特征。第三,国际新创企业国际化的激进性特征,在其国际化的不同阶段,能力的提升力度是不一样的。 相似文献
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动态能力的理论分歧在于其对竞争优势产生直接影响还是间接影响。组织惯例是动态能力的核心,揭示其在不同环境不确定水平下与竞争优势的关系,对解决动态能力理论分歧非常重要。鉴于惯例本身的复杂性和抽象性,以惯例视角探究企业竞争优势的衍生路径研究并不多见。本文在揭示惯例本质及其衍生机理的基础上,以分组方式分别探究了不同环境不确定水平下,组织惯例更新与竞争优势之间的关系。实证结果表明：组织惯例更新是组织学习的结果。在适度的外部环境下,惯例更新对竞争优势产生积极影响。但在高度变化的外部环境下,惯例修正行为对竞争优势没有显著影响,惯例创造行为却会对竞争优势产生负面影响,此时的动态能力并不是竞争优势的直接来源。 相似文献
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组织能力是企业、产业、区域、以及一个国家持续竞争优势的基础，研究组织能力具有重要的现实意义和学术价值。论文研究企业组织能力问题，根据系统涌现原理建构了企业组织能力系统涌现的概念模型,并且基于信息熵理论构建了企业组织能力系统涌现性度量模型和指标体系，用以测度企业组织能力系统的涌现强度。此外，以昆明云内动力股份有限公司为案例，根据云内动力的具体情况确定了22个度量指标，通过访谈法、问卷法、文本分析等方法收集了2008-2012年期间的指标数据以进行实证研究。研究表明：基于信息熵的企业组织能力系统涌现性度量模型可用于测度企业组织能力生成的强弱，尤其适用于动态复杂、超强竞争、充满不确定性的全球竞争环境。 相似文献
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在对既有组织免疫研究梳理、归纳的基础上,基于复杂自适应系统理论与生物医学免疫理论中的免疫应答研究,构建一个综合宏观能力与微观惯例演化视角的多层次分布式组织免疫应答模型,将组织应对内、外环境变化的过程重新描述成一个同时具有惯例人工制品、组织运营惯例以及组织战略动态能力3个层面的复杂自适应系统,自动根据内外异己强度,在相应层面上实施非特异性应答、广泛特异性应答以及独特特异性应答的过程,并借鉴临床医学中上述3类免疫应答特征,对组织免疫能力与组织一般能力以及动态能力间的概念差异进行区分,最后通过组织外部环境、员工个人能力、社会行为模式以及员工工作特征4个控制变量的设置,阐释具体组织内外环境差异对个别企业免疫效能的影响。 相似文献
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【目的/意义】基于机器学习算法对信息进行聚类及预测引起了广泛关注,本文将以航空公司客户信息为对
象构建出k-means,BP神经网络模型,对航空用户进行聚类及预测,实现用户的精准营销。【方法/过程】首先,对航
空公司的客户信息进行预处理,并根据信息聚类和信息预测理论,构建出k-means客户聚类模型与BP神经网络的
流失预测模型。【结果/结论】实证结果表明,在聚类模型上,k-means算法将客户聚为五类,实现了不同价值客户的
差异化识别;在客户预测模型上,BP神经网络的准确性更高。【创新/局限】本次研究将LRFMC模型引入到用户聚
类模型的实验中,使得模型泛化能力上存在了一定的局限,但也为该问题的未来研究提供了新的方式。 相似文献
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【目的/意义】通过分析知识、惯例和动态能力之间深层次的关系,探究知识和惯例对动态能力的影响机理,
为组织动态能力的开发和更新提供新视角。【方法/过程】在文献回顾的基础上,按照“知识—惯例—能力”的研究范
式,构建了知识创造和惯例变革双重驱动下动态能力形成模型。通过剖析知识创造和惯例变革的内在过程,进一
步揭示组织动态能力的形成机理。【结果/结论】在动态环境下,知识创造和惯例变革共同驱动动态能力的形成。知
识创造为惯例变革提供关键知识资源;惯例变革是动态能力形成的内在动力。【创新/局限】本文剖析知识和惯例对
动态能力形成的作用机理,构建了基于知识创造和惯例变革对动态能力形成的理论驱动模型,未来仍须对该理论
模型作进一步探讨和检验。 相似文献
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破坏事件作为组织负效应的研究分支被组织创新领域学者广泛关注,近期基于创新理论与非契约治理中的组织惯例研究意识到,组织内外基于颠覆性创新的不同类型破坏事件有可能对组织惯例的非契约治理结果存在不同影响。基于此,本文结合双元创新理论与社会网络理论,以组织适应性作为因变量,探究不同阶段破坏事件发生的情况下双元惯例的治理选择问题。实证结果表明,在一阶破坏水平高而二阶破坏水平低的情况下利用式惯例与探索式惯例对组织适应性同样有效;在一阶破坏水平低而二阶破坏水平高的情况下探索式惯例对组织适应性存在正向促进作用而利用式惯例对组织适应性存在负向抑制作用。研究结论有利于理解破坏事件通过惯例促进组织适应性与组织绩效原因,并为企业如何利用组织双元惯例在组织变革中存活与提升组织适应性提供理论依据。 相似文献
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组织惯例及其演进研究 总被引：4，自引：0，他引：4
组织理论形成了组织惯例变化的外生观与内生观两种流派,近年来的研究更为强调组织惯例的演化不但是对管理目标或者环境压力的反应,更是组织学习的产物。本文在对组织惯例观点回顾的基础上,基于动态能力理论和组织学习理论建立了组织惯例的一个演进模型。 相似文献
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为了破解技术创新网络的迭代创新机制,基于间断均衡视角分析惯例跨期性耦合对迭代创新的影响,探究动态结构洞的中介作用以及技术非对称性的调节作用。结合中国高科技企业的样本数据,运用社会网络和多元回归分析进行检验。结果表明：惯例的变化过程具有间断均衡属性,先常规后柔性惯例、先柔性后常规惯例跨期性耦合的解构维度对迭代创新存在正向影响;动态结构洞在惯例跨期性耦合与迭代创新间发挥差异化的中介作用,结构洞生成在先常规后柔性惯例跨期性耦合与迭代创新间起部分中介作用,结构洞填充在先柔性后常规惯例跨期性耦合与迭代创新间起部分中介作用;技术非对称性正向调节动态结构洞对迭代创新的正向影响,同时正向调节结构洞生成的中介作用,存在被调节的中介效应,但是对结构洞填充在先柔性后常规惯例跨期性耦合与迭代创新间的中介不存在显著调节作用。研究结论有助于揭示网络组织从追赶、超越到创新前沿的转型机制。 相似文献
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This paper addresses the question of how firms accomplish the strategic task of adapting their entire set of IORs (interorganizational relationships) to changing environmental conditions. To study this, we move beyond the focus on collaboration with individual partners (the dyadic perspective) that has been the dominant emphasis in the literature until now. Instead, we view the firms’ portfolios through the lens of the different modes of IOR engaged in (licensing agreements, non-equity alliances, venture capital investments, minority investments, joint ventures, and mergers & and acquisitions). We study the role of environmental change within the high-tech setting of the bio-pharmaceutical industry and distinguish between industry technological change and firm-specific technological change. In doing so, we rely on prospect theory to theorize how firms’ perceptions of environmental change in terms of a looming loss or a potential gain affect their risk-bearing, how this leads them to adjust their IOR portfolio diversity, and how these adjustments get implemented at the mode level. Whereas most of our hypotheses were confirmed by the study, a key unexpected finding was that firms respond to both types of technological change through stronger forms of adaptation than theoretically anticipated. Firms adapt to industry technological change through an increase in the diversity of their portfolio of IORs and by churning it up, which leads to a loosening of control at the individual mode level but greater adaptivity at the portfolio level. When facing firm-specific change instead, they adapt by reducing portfolio diversity, while cutting back on collaboration across five out of the six modes. Our findings both contribute to the literature on organizational adaptation, interfirm collaboration, and IOR portfolios and provide a greater behavioral understanding of network change. 相似文献
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This is a historical study of organizational change projects based on documents as the primary data source. It covers a period of 15 years (1985–2000) at an offshore construction yard. The study shows that change agents created links between new and former projects when they prepared, introduced, and motivated employees for ‘yet another’ change project, a process coined as ‘institutional bridging.’ The bridges served both as legitimation of the new project and as a means to carry forward practices, values, and knowledge. For practicing managers and change agents, this finding implies that disruptive change may be avoided if one succeeds in building bridges between sequential change projects. Then planned change may serve both as carriers and as creators of organizational knowledge. Theoretically, the study contributes to the discussion of organizational carriers and how organizations continue and develop identity in contexts characterized by uncertainty and change. 相似文献
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《Research Policy》2021,50(10):104349
This paper offers insights on how digital artefacts foster coordination of individuals in distributed innovation projects by limiting the divergence of team members’ representations of the project. This role is particularly important when coordination mechanisms such as leadership and modularity show some limits. Using distributed innovation in open-source software as a setting, we develop and test the hypotheses that (1) the release of initial code in open-source software projects limits the divergence of team members’ representations and (2) limiting divergence of team members’ representations triggered by initial code release implies a higher probability of project survival, a non-trivial goal in such a setting. To test our hypotheses, we draw on a dataset of 5,703 open-source software projects registered on SourceForge.net. Both our hypotheses are supported, pointing towards fruitful directions for expanding research on the way distributed innovation processes are carried out when digital artefacts are involved. 相似文献
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The need for those working in a variety of settings to interact effectively with technical experts has grown dramatically in recent years as computers have become essential to the performance of an increasing broad range of professional work. This article presents a case of this sort of interprofessional interaction, exploring the process and outcomes of collaboration between technical professionals and educators working to bring Internet access to an urban public school district. Drawing on field note and interview data, the case reported here illustrates how differences in institutional routines and professional values can generate differing agendas, contrasting assumptions, and contrasting expectations concerning project products and outcomes among collaborators from different professional worlds. In the case we describe, these differences affected such central matters as the types and usefulness of technical resources to which users had access as well as users' confidence in the technology. The case also illustrates how aspects of this interprofessional conflict were addressed through an organizational change. The kinds of issues that arose in this project are likely to occur in a variety of professional settings; therefore, examination of this case provides insight into a variety of issues and dynamics that should be considered when embarking upon or analyzing any interprofessional collaborative effort, and particularly one that involves technical professionals. 相似文献
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Exploring the duality between product and organizational architectures: A test of the “mirroring” hypothesis 总被引：1，自引：0，他引：1
A variety of academic studies argue that a relationship exists between the structure of an organization and the design of the products that this organization produces. Specifically, products tend to “mirror” the architectures of the organizations in which they are developed. This dynamic occurs because the organization's governance structures, problem solving routines and communication patterns constrain the space in which it searches for new solutions. Such a relationship is important, given that product architecture has been shown to be an important predictor of product performance, product variety, process flexibility and even the path of industry evolution.We explore this relationship in the software industry. Our research takes advantage of a natural experiment, in that we observe products that fulfill the same function being developed by very different organizational forms. At one extreme are commercial software firms, in which the organizational participants are tightly-coupled, with respect to their goals, structure and behavior. At the other, are open source software communities, in which the participants are much more loosely-coupled by comparison. The mirroring hypothesis predicts that these different organizational forms will produce products with distinctly different architectures. Specifically, loosely-coupled organizations will develop more modular designs than tightly-coupled organizations. We test this hypothesis, using a sample of matched-pair products.We find strong evidence to support the mirroring hypothesis. In all of the pairs we examine, the product developed by the loosely-coupled organization is significantly more modular than the product from the tightly-coupled organization. We measure modularity by capturing the level of coupling between a product's components. The magnitude of the differences is substantial—up to a factor of six, in terms of the potential for a design change in one component to propagate to others. Our results have significant managerial implications, in highlighting the impact of organizational design decisions on the technical structure of the artifacts that these organizations subsequently develop. 相似文献
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为了破解技术创新网络的越轨创新机制，基于悖论整合的权变视角分析了常规惯例复制、柔性惯例复制对越轨创新的影响，探究网络闭合、知识基础的单独与协同调节作用。结合研发密集型行业的合作网络数据，运用多元回归分析进行实证检验。研究结果表明：惯例复制、网络闭合与知识基础的多维匹配是实现越轨创新的最小功能集；常规惯例复制、柔性惯例复制的解构维度对越轨创新存在正向影响；高网络闭合的封闭式网络强化了常规惯例复制对越轨创新的促进作用，未能弱化柔性惯例复制的作用效能；高知识基础的多样化知识抑制了常规惯例复制对越轨创新的促进作用，无法提升柔性惯例复制的促进作用；网络闭合与知识基础的协同组合存在差异化的调节作用，削弱了柔性惯例复制对越轨创新的影响，而在常规惯例复制与越轨创新间不存在显著调节。研究结论对厘清越轨创新的形成边界、构建适度宽松的创新生态系统具有重要意义。 相似文献