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论文编号：	3352
作者编号：	1120080758
上传时间：	2011/6/9 11:29:16
中文题目：	研发团队中个人创新行为的多层次影响因素研究
英文题目：	A Multi-level Study on Factors Influencing R & D Team Members’ Individual Innovative Behaviors
指导老师：	袁庆宏
中文关键字：	团队创新气氛 团队互动过程 知觉组织支持 个人创新行为
英文关键字：	Team Innovative Climate Team Interaction Process Perceived Organizational Support Individual Innovative Behaviors
中文摘要：	研发人员是企业价值创造的关键，探究研发人员创新行为的影响因素是创新管理研究的重要课题。研发人员的个人创新行为不仅是个人行为绩效的重要组成部分，而且也是组织创新过程中最重要的要素和组织创新的基础，因此员工的创新行为对于企业的研发绩效具有十分重要的意义。研发人员创新行为的影响因素不仅包括个体因素，而且还涉及行为发生的情景因素。 本论文根据研发人员典型的认知和态度特征以及实际团队情境来探讨成员的个人创新行为。在个人层次上以社会交换理论为基础分析知觉组织支持对于个人创新行为的影响作用，以及研发人员的职业承诺在知觉组织支持与个人创新行为之间的中介作用。同时在团队情境因素方面，考虑到中国员工普遍具有高的权力距离倾向，团队对于其成员的行为具有明确或者隐性的期待，迫使绝大多数成员调整自己的个性和特点以做出符合团队要求的创新行为。所以，本论文还以社会认知理论为基础探究团队创新气氛和团队互动过程对于研发人员个人创新行为的影响机理。 本研究以企业研发人员为研究样本来源，根据所回收的997份有效问卷共242个团队的资料进行分析，通过个体层次和跨层次的验证分析，发现了如下结论：在个人层次上的研究表明，研发人员知觉到组织支持的时候，无论是实质报酬或是情绪需求的帮助，都会产生对组织的义务感并表现出更加积极的创新行为。另一方面由于研发人员比较重视职业上的抱负，其职业承诺程度与创新行为表现之间也密切相关。此外，本研究还发现职业承诺在知觉组织支持与个人创新行为之间的中介效应，表明研发人员感知到组织重视其福祉和贡献时会对自身的职业产生认同和投入，并由此进一步影响到个人的创新行为。 在团队创新气氛和团队互动过程的跨层次影响作用方面，本论文根据环境心理学和团队有效性理论，使用较为科学的阶层线性模型(HLM)分析方法来验证本研究提出的跨层次假设，发现团队创新气氛和团队互动过程是影响研发人员创新行为表现的重要环境因素，它们除了直接影响个人创新行为之外，还会通过成员的自我效能感及主观规范进而影响成员的创新行为，表明良好的团队创新气氛和团队互动过程会影响成员对创新活动完成的信心以及其他成员的行为期待，进而有助于创新行为的形成。 本论文的理论价值和创新之处在于：首先，本论文验证了知觉组织支持和职业承诺各自对个人创新行为的影响，以及知觉组织支持通过职业承诺这一研发人员的重要态度变量对创新行为的影响过程，丰富和拓展了个人创新行为个体层次影响变量的研究。其次，本研究以自我效能感和主观规范作为个体认知因素，探讨团队创新气氛和团队互动过程对于个人创新行为的影响过程与机理。最后，本论文运用跨层次的研究方法系统分析了个人创新行为的形成过程，跨层次研究不仅体现为一种统计方法，更是一种较为系统的研究思路，有助于能够更加系统和全面地理解处于团队情境下的个人创新行为。 本论文共分为七章。第一章绪论部分介绍了本论文的研究背景与动机，在对关键概念进行界定的基础上阐明本论文的研究问题、研究方法、技术路线、整篇论文研究的理论基础以及主要的创新之处。第二章文献回顾部分就个人创新行为及其影响变量的相关研究进行梳理和评述。第三章基于理论推演发展出本论文的个体层次模型和跨层次研究模型并提出假设。第四章为问卷设计与小样本测试，其目的是为本论文的假设检验提供可靠的测量工具。第五章为数据收集与数据质量分析。内容涉及研究对象和程序、数据收集过程、数据分析方法、数据质量的评估以及团队层面数据的加总验证等。第六章分别运用个体层次回归模型和跨层次阶层模型进行本论文假设的检验。第七章为研究结论与展望，在概括主要研究结论的基础上指出论文的实践意义、研究局限与未来研究展望。
英文摘要：	R & D staffs are key drivers for firm’s value creation, and the study of R & D team member’s innovative behaviors becomes an important issue in the field of innovation management. R & D staffs’ innovative behaviors are not only parts of individual behavioral performance, but also serve as ingredients of innovation process and the foundation of organizational innovation. So employees’ innovative behaviors become very important to firm’s R & D performance. The influential factors of individual innovative behaviors does not only include individual variables but also contextual factors in which they happens. This dissertation explores individual innovative behaviors from the perspective of R & D staffs’ typical cognitive and attitudinal character and actual team’s environment. At the individual level, immediate influences of perceived organizational support and occupational commitment to individual innovative behavior, and the mediate mechanism of occupational commitment between perceived organizational support and individual innovative behavior are studied based on social exchange theory. Meanwhile, due to the fact that chinese employee has high power distance and teams have explicit or implicit expectations on team members’ behaviors, employees are more inclined to adjust their behaviors to accommodate these expectations, and contextual factors such as team innovative climate and team interaction process are also considered based on social cognitive theory. In this study, questionnaire survey is used to investigate firm’s R & D staffs, and totally 997 valid questionnaires composed of 242 teams were collected. The conclusion of individual level and cross-level quantitative analysis is showed as follows: the individual level study shows that when R & D staffs perceive support from their organization whether actual rewards or emotional needs, they will feel more obligations to their organizations and behave more innovatively. Then, this dissertation draws the conclusion that occupational commitment is closely related to individual innovative behaviors and the mediate mechanism of occupational commitment between perceived organizational support and individual innovative behaviors also exists. This finding shows that when their organizations values R & D staffs’ contributions and cares about their well-being, they become more identification and involvement with their occupations, which would further enhance the formation of individual innovative behaviors. As to the influence of team innovative climate and team interaction process, this dissertation uses hierarchical linear model to test the cross-level hypothesis based on the theory of environment psychology and team effectiveness, and finds that team innovative climate and team interaction process are important contextual factors to innovative behaviors. Except for the direct effect, team innovative climate and team interaction process have indirect effects through self-efficacy and subjective norms, which shows that team innovative climate and team interaction process impact individual’ self confidence and expectations by important others, and then these confidence and other’s expectations prompt the formation of innovative behaviors. This study contributes to current research in several ways. First, this dissertation analyzes the influence of organizational support and occupational commitment to individual innovative behavior, and immediate role of occupational commitment between them, which can enrich and extend the individual-level influencing factors of individual innovative behaviors. Second, this dissertation explores influential mechanism of team innovative climate and team interaction process to individual innovative behavior. At last, this dissertation uses the method of hierarchical linear model (HLM) to analyze individual innovative behaviors because HLM is not only a statistical method, but also contributes to systematically and comprehensively understand individual innovative behaviors in team context. The structure of this dissertation is showed as follows. Chapter 1 clarifies the background and motivation of this study, defines the key concept of the title, and introduces the research questions, research methods, research procedures, theoretical base and the key innovations of present study. Chapter 2 reviews the literature of individual innovative behaviors and its related influential variables. Chapter 3 put forward individual level and cross-level conceptual models, and hypotheses are proposed later. Chapter 4 aims to produce reliable research measures by designing scales and ploit test. Chapter 5 describes the procedures of date collection, methods of date analysis, evaluation of date quality, and aggregating variables from individual to team level. Chapter 6 tests the hypotheses which are proposed in chapter three by using regression model and hierarchical liner model. Chapter 7 summarizes overall conclusion, practical significances, and limitations of this research and then future pathways of present research are discussed.
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