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论文编号：	11953
作者编号：	1120130794
上传时间：	2020/9/16 19:54:22
中文题目：	知识型员工创新、自主管理及控制
英文题目：	knowledge worker’s innovation、self-management and control
指导老师：	于斌
中文关键字：	知识型员工；创新；自主管理模式；控制
英文关键字：	knowledge worker；innovation；self-management；control
中文摘要：	随着知识经济的到来，创新成为企业乃至国家发展最重要的驱动力。人工智能技术的不断发展使得价值创造的基础从机器变成了具有创造力的知识型员工。当前急需解决的问题就是企业应该如何促进知识型员工的创新行为？当前以控制为主的科层模式能否满足企业新的创新要求？新的以授权为主的自主管理模式是否有道德风险？企业又该如何控制？本研究围绕这些问题进行探讨。首先在文献回顾的基础上对个体层次上的创新行为从过程的视角进行了界定。将个体层次的创新行为分为四个过程，即创新意愿、创新能力、创新活动以及创新绩效四个阶段。四个阶段之间，创新的前提首先是要具备创新能力，但是创新能力只是一种创新的潜力，有创新能力不代表个体就会去作出创新活动，从个体行为角度来看，个体做出某项活动前提还需要个体具有强烈的动机与意愿，因此有了创新意愿再有创新能力个体才会去作出创新的行为，而创新意愿与创新能力之间是可以互相影响的，如员工可能当前创新能力较低，但如果其具有强烈的创新意愿那么他就极有可能会主动地通过学习等方式提升自己的创新能力。反过来，具有高创新能力的员工也会往往会具有更高的创新意愿。同时具有创新意愿及创新能力的员工才会产生创新活动。由于创新行为的不确定性特征，创新活动最终是否能够产生实际的创新绩效也具有不确定性。因此创新活动可能产生创新绩效也可能不产生创新绩效。第二，运用内容分析方法对当前影响知识型员工创新行为的相关研究文献进行文本分析、编码以及统计，对编码结果运用聚类分析法对内容分析所得的变量进行分类，探索性地得出影响员工创新行为的八类关键因素，然后上面提出的个体创新的四个过程维度，对八类因素所处的层次，影响的是四个过程中的哪个过程进行文本的意义分析，最终得出系统性的、多层次、多过程的个体创新影响模型。第三，基于制度主义视角探讨了组织结构影响知识型员工创新行为的机制，并运用问卷调查法收集数据对理论进行了实证检验。在此基础上对自主管理模式的概念框架与原则进行了逻辑分析，且进一步对科层管理模式与自主管理模式的差异进行了分析。第四，对自主管理模式下员工是否会产生道德风险进行了理论分析与实证检验。并对自主管理模式下企业应该如何控制做了探讨。得出结论：企业应运用软性控制代替刚性控制，主要包括三种控制方式即绩效控制，价值观控制与沟通控制的方式。本文的创新主要包括以下三个方面：第一，从行为过程视角对创新概念进行次级维度划分及维度间逻辑关系分析，厘清了创新行为的微观过程。第二，运用内容分析法整合归纳当前影响知识型员工创新的因素，系统性、跨层次地揭示了影响员工创新的因素，并创造性地提出知识型员工创新影响模型。第三，基于制度主义视角揭示了组织结构影响员工创新行为的机理。第四，对自主管理模式下的控制问题进行了研究，弥补了当前研究的不足。
英文摘要：	With the advent of knowledge economy, innovation has become the most important driving force for the development of enterprises and even the country. The continuous development of artificial intelligence technology has changed the foundation of value creation from machines to creative knowledge workers. How should enterprises promote the innovative behavior of knowledge workers? Can the current control-oriented hierarchical model meet the new requirements of enterprise innovation? Is there moral hazard in the new empowerment model? How should the enterprise control? This study focuses on these issues. Firstly, on the basis of literature review, the author defines the innovation behavior at individual level from the perspective of process. The innovation behavior at individual level is divided into four stages: innovation will, innovation ability, innovation activity and innovation performance. Between the four stages, the premise of innovation is first to have the ability to innovate, but the ability to innovate is only an innovation potential. Having the ability to innovate does not represent the individual to make innovation activities. From the perspective of individual behavior, The individual needs a strong motivation and will to make a certain activity premise. Therefore, individuals who have the will to innovate and have the ability to innovate will be able to make innovative behaviors, and the willingness to innovate and the ability to innovate can affect each other. For example, an employee may be less creative at the moment, but if he has a strong willingness to innovate, he or she is very likely to actively improve his or her innovation ability through learning. In turn, employees who are highly innovative tend to have a higher willingness to innovate. At the same time, employees who have the will and ability to innovate will produce innovative activities. Because of the uncertainty characteristic of innovation behavior, whether the innovation activity can eventually produce actual innovation performance is also uncertain. Thus, innovative activities may or may not produce innovative performance. Second, the text analysis, coding and statistics of the current research literature affecting the innovation behavior of knowledge-based employees are conducted by using content analysis methods, and the variables derived from content analysis are classified by using cluster analysis methods. Exploratively, eight key factors that affect employee innovation behavior are derived. Then the four process dimensions of individual innovation proposed above affect the level of the eight factors and affect which of the four processes to carry out the text meaning analysis. Finally, a systematic, multi-level, multi-process individual innovation impact model is obtained. Thirdly, this paper discusses the mechanism of the influence of organizational structure on the innovation behavior of knowledge workers from the perspective of institutionalism, and uses questionnaire to collect data to test the theory. On the basis of this, this paper makes a logical analysis of the conceptual framework and principles of the autonomous management model, and further analyzes the differences between the hierarchical management model and the autonomous management model. Fourth, the author makes a theoretical analysis and empirical test on whether employees will have moral hazard under autonomous management mode. The paper also discusses how to control enterprises under autonomous management mode. It is concluded that enterprises should use soft control instead of rigid control, which includes three control methods: performance control, value control and communication control. The innovation of this paper mainly includes the following three aspects: First, from the perspective of behavior process, the concept of innovation is divided into sub-dimensions and the logical relationship between dimensions is analyzed, and the microscopic process of innovation behavior is clarified. Secondly, using the content analysis method to integrate and summarize the current factors that affect the innovation of knowledge employees, systematically and across levels, it reveals the factors that affect employee innovation, and creatively puts forward the model of knowledge employee innovation influence. Thirdly, it reveals the mechanism of organizational structure affecting employee innovation behavior based on the perspective of institutionalism. Fourth, the control problem under the autonomous management model is studied, which makes up for the shortcomings of the current research.
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