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论文编号：	15387
作者编号：	1120211189
上传时间：	2025/6/9 14:18:13
中文题目：	激励参照、资源编排与创新绩效研究
英文题目：	Research on Incentive Reference, Resource Orchestration, and Innovation Performance
指导老师：	李莉 教授
中文关键字：	激励参照；资源编排；创新绩效；创新管理
英文关键字：	Incentive Reference；Resource Orchestration；Innovation Performance；Innovation Management
中文摘要：	摘要 科技创新是推动经济增长和实现高质量发展的关键驱动力，为了有效激发企业的创新潜力，构建有效的激励机制与优化资源编排显得尤为重要。本研究旨在探讨激励参照、资源编排与创新绩效之间的关系。激励参照是根据特定的参照点对当事人进行的业绩评估和激励，主要体现在三个维度，即垂直参照、水平参照和现状参照。资源编排是通过资源的结构化、捆绑和优化利用来实现价值创造，是以资源要素组合和资源行动为核心，研究资源获取与转化利用的过程。 首先，本文回顾了激励参照和资源编排的相关文献，分析了股权激励措施对员工行为的影响以及资源编排在提升企业创新绩效中的作用。有效的激励机制不仅能够提高员工的工作积极性，还能促进团队或群体之间的高效协同，进而提升整体创新绩效。激励参照相关研究探讨了影响激励机制效果的非理性决策因素，如认知偏差和情感因素等。资源编排相关研究探讨了企业各个发展阶段关键资源的配置，进行资源的前瞻性布局和深度研发，为企业和客户创造持续价值。通过文献回顾，进行总结提炼，找出了本文进一步的研究方向。 其次，本文进行了理论基础探讨和机制分析。激励理论旨在构建有效的激励机制框架，以影响行为人和团队的决策行为和绩效表现。参照效应是指员工会将自己所获得的股权激励与某个参照基准进行比较，根据比较结果来调整自己的工作态度和行为，进而影响到企业创新产出。有效的激励机制不仅能够增强员工的创新动力，还能促进企业内部资源的优化配置、高效运用。激励参照与资源编排共同构成了影响创新绩效的关键要素，文中对典型企业的激励参照与资源编排案例分析，激励机制与资源编排需要协同，共同作用于企业创新发展。 第三，本研究考察了激励参照对企业创新活动的具体影响。通过实证研究发现，在新产品开发方面，参照效应在新产品开发中发挥了重要作用，显示了其对创新活动的独特贡献。股权激励通过将员工的个人利益与企业的长远发展紧密联系起来，增强其对创新活动的投入，当激励计划超出员工预期时，能够进一步激发其创新积极性，推动更多创新成果的产生。为了更细致地分析参照效应，将其细分为正向激励参照和负向激励参照。研究结果显示，正向激励参照能够有效促进企业创新，而负向激励参照则对企业创新产生了负向影响。 第四，探讨了资源编排对创新活动的影响，对四类资源编排方式加以研究，即“研发—营销”双主体逻辑和“研发—营销”双算逻辑，以及研发子公司和新产品子公司。通过对比分析，揭示了不同资源编排策略对企业创新绩效的影响。在“研发—营销”双主体逻辑下，研发团队被赋予较大的自主权和自由探索空间，专注于技术领域的探索。这种创新导向旨在获取更具新颖性的成果，为企业的长远发展提供坚实的技术储备。在激烈的市场竞争环境下，企业需要快速响应市场需求的变化和消费者偏好的转移。成立新产品子公司使企业获得显著优势，如快速市场响应、精准市场定位、降低风险以及资源优化配置，“研发—营销”双算逻辑在这种情况下更为适用。 第五，本文探讨了资源编排对激励效果的影响，研究发现，资源编排具有调节作用，激励的参照效果存在差异。在“研发—营销”双算逻辑中，股权激励的绑定效应显著提升了创新主体对市场需求的响应速度，加速了新产品的商业化进程。在“研发—营销”双主体逻辑中，激励参照的技术创新效应更为突出，有助于吸引并留住优秀人才，鼓励其专注于高价值、长远的技术创新。特别是在高新技术行业中，股权激励的参照效应体现在技术创新和知识产权积累方面；在非高新技术产业中，参照效应的作用相对不明显，因为这些行业更多地依赖渐进式创新而非颠覆性创新，对长期激励的需求不如高新技术产业强烈。 最后，为确保研究结论的可靠性，本文进行了一系列稳健性检验和内生性检验，包括采用倾向得分匹配（PSM）方法重新确定样本范围、更换解释变量的测度方式等。结果显示，核心变量的显著性和系数方向均保持一致，进一步确认了研究结果的稳健性和普遍适用性。运用工具变量、两阶段最小二乘法（2SLS）、DID方法进行内生性检验，对于本文实证研究中存在的变量内生性问题加以处理。通过上述分析，本研究揭示了在不同的资源编排情境中，激励参照如何以不同的方式促进企业创新，为理解激励机制与企业创新之间的关系提供了新的视角。未来的研究可以进一步探索企业异质性特征与创新绩效的关系，并从激励参照的角度深入探究资源编排的动因及其对企业长期创新发展的影响。
英文摘要：	Abstract Scientific and technological innovation is a key driving force to promote economic growth and achieve high-quality development. To effectively stimulate the innovation potential of enterprises, it is crucial to establish an effective incentive mechanism and optimize resource allocation. This study aims to explore the relationship between incentive reference, resource orchestration and innovation performance. Incentive reference is the performance evaluation and motivation of parties based on a specific reference point, mainly reflected in three dimensions: vertical reference, horizontal reference and current situation reference. Resource orchestration is the process of creating value through the structuring, bundling and optimized utilization of resources. It focuses on the combination of resource elements and resource actions, and studies the acquisition, transformation and utilization of resources. First, the dissertation reviews the relevant literature on incentive reference and resource orchestration, analyzing the impact of equity incentive measures on employee behavior and the role of resource orchestration in enhancing corporate innovation performance. An effective incentive mechanism can not only increase employees' work enthusiasm but also promote efficient collaboration among teams or groups, thereby improving overall innovation performance. Research on incentive reference explores the irrational decision-making factors that affect the effectiveness of incentive mechanisms, such as cognitive biases and emotional factors. Research on resource orchestration explores the allocation of key resources at different stages of enterprise development and conducts forward-looking resource layout and in-depth development to create continuous value for enterprises and customers. Through a review and summary of the literature, this dissertation identifies the direction for further research. Second, the dissertation conducts a theoretical exploration and mechanism analysis. The incentive theory aims to construct an effective incentive mechanism framework to influence the decision-making behavior and performance of individuals and teams. The reference effect refers to the phenomenon where employees compare their equity incentives with a certain reference benchmark, and adjust their work attitudes and behaviors according to the comparison results, thereby affecting the innovation output of the enterprises. An effective incentive mechanism can not only enhance employees' innovative motivation but also promote the optimal allocation and efficient utilization of internal resources of enterprises. Incentive reference and resource orchestration together constitute the key factors affecting innovation performance. In this dissertation, a case of incentive reference and resource orchestration in typical enterprises is analyzed, showing that incentive mechanisms and resource orchestration need to be coordinated and work together in the innovation and development of enterprises. Third, this study examines the specific impact of incentive reference on enterprise innovation activities. Through empirical research, it is found that the reference effect plays a significant role in new product development, demonstrating its unique contribution to innovation activities. Equity incentives, by closely linking employees' personal interests with the long-term development of the enterprise, enhance their investment to innovation activities. When the incentive plan exceeds employees' expectations, it can further stimulate their innovative enthusiasm and promote the generation of more innovative outcomes. To conduct a more detailed analysis of the reference effect, it is divided into positive incentive reference and negative incentive reference. The results show that positive incentive reference can effectively promote enterprise innovation, while negative incentive reference has a negative impact on enterprise innovation. Fourth, this study explores the impact of resource orchestration on innovation activities and identifies two distinct types of resource orchestration strategies, namely the “R&D-Marketing” dual-entity logic and the “R&D-Marketing” dual-calculation logic. Through comparative analysis, the impact of different resource orchestration strategies on enterprise innovation performance is revealed. Under the “R&D-Marketing” dual-entity logic, the R&D team is granted greater autonomy and space for free exploration, focusing on the exploration of technical fields. This innovation orientation aims to obtain more innovative results and provide a solid technological reserve for the long-term development of the enterprise. In the fierce market competition environment, enterprises need to quickly respond to changes in market demand and shifts in consumer preferences. Establishing a new product subsidiary gives enterprises significant advantages such as rapid market response, precise market positioning, risk reduction, and optimized resource allocation. In this case, the “R&D-Marketing” dual-calculation logic is more applicable. Fifth, the dissertation explores the impact of incentive reference on enterprise innovation performance in the context of resource orchestration with differences in the reference effect of equity incentives. Under the “R&D-Marketing” dual-calculation logic, the binding effect of equity incentives significantly improves the response speed of innovation entities to market demand and accelerates the commercialization process of new products. Under the “R&D-Marketing” dual-entity logic, the technological innovation effect of incentive reference is more prominent, which helps to attract and retain top talents and encourages them to focus on high-value, long-term technological innovation. Especially in the high-tech industries, the reference effect of equity incentives is reflected in the technological innovation and intellectual property accumulation. In non-high-tech industries, the effect of reference is relatively less obvious, because these industries rely more on incremental innovation than disruptive innovation and have less demand for long-term incentives than high-tech industries. Finally, to ensure the robustness of the research findings, a series of robustness tests were conducted, including the use of propensity score matching (PSM) to redefine the sample scope and adopting alternative measures for explanatory variables. The results confirm that the significance and coefficient direction of the core variables remain consistent, further validating the reliability and generalizability of the findings. Endogeneity tests are performed using instrumental variable methods, two-stage least squares(2SLS), and DID methods to address the endogeneity issues in the empirical research. Through these analyses, the study reveals how incentive reference promotes enterprise innovation in different ways under various resource orchestration contexts, providing a new perspective for understanding the relationship between incentive mechanisms and enterprise innovation. Future research can further explore the relationship between firm heterogeneity and innovation performance and investigate the motivations behind resource orchestration from an incentive reference perspective.
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