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论文编号：	686
作者编号：	20050730
上传时间：	2008/6/20 11:32:20
中文题目：	基于员工主体性的创新行为及其激
英文题目：	Research on the Innovation Beh
指导老师：	齐善鸿
中文关键字：	员工主体性 创新行为 激励 动
英文关键字：	Employee Subjectivity Innova
中文摘要：	从国家创新战略层面分析，技术创新需要充分尊重群众的首创精神，广泛开展群众性技术革新活动，动员广大人民群众投身到自主创新的事业中来；从企业创新战略层面分析，彼得•德鲁克指出，在日新月异的年代里，公司必须使每位员工都渴望创新，并为组织的发展负责。作为国家和企业创新战略的重要环节，员工创造性以及能动性的激发正在成为企业创新能力构建的支点。 本论文重点解决三个问题：（1）创新行为激励的起点。员工内在创新动力的自我激发和自我管理是创新行为激励与管理的基础；（2）创新行为的选择过程。新技术形成的本质原因在于其社会属性，即能否给他人和社会带来价值和福祉；（3）创新行为的结果。创新行为最终要促进企业内外创新资源的增值，并提高人与组织适应外部环境变化的能力，进而形成人、企业、社会和谐发展的动态能力。 为了解决员工创新行为激励起点的问题，本文首先从员工主体性的管理特征出发，通过对社会历史进程中技术发展史的分析，来剖析员工创新行为激励的主体性规律，从而得出较为科学和客观的创新行为激励理论基础。在此基础上，论文进一步形成了员工创新行为激励的12项具体要素，并对这些具体的激励要素内容进行了阐述。 为了分析员工创新行为的选择过程，本论文首先从员工创新行为的阻力来源入手，从员工自身、管理者、组织等三个层面分析阻碍员工创新行为的现状，并以重构的上述三者价值互动关系来破解阻碍员工创新行为的内在原因。在此基础上，论文形成了员工创新行为的主体性价值选择原则，并针对创新行为的三个阶段，形成了9种具体的创新行为，并对这些创新行为具体内容进行阐述。 作为创新行为的结果，本论文分析了动态能力的创新内涵，提取了企业动态能力的创新逻辑，研究了员工创新行为对企业动态能力的影响。在此基础上，分析了企业动态能力的创新要素构成，形成了13项具体内容，为进一步的问卷设计以及实证研究做好基础。 在上述三方面理论研究的基础上，本论文构建了员工创新行为激励、员工创新行为选择与企业动态能力三者关系的概念模型，提出了24个假设。通过结构模型的方法，利用Visual PLS软件，在对问卷数据进行了相关量化研究之后，形成了各个指标以及假设的实证结果，并对实证结果进行了分析。在实证研究的基础上，本论文构建了可操作化的、基于员工主体性价值实现的创新行为激励与管理机制。 根据上述研究内容，本论文分八章展开讨论。第一章提出研究背景、研究思路以及研究方法；第二章包括了创新行为管理文献的逻辑分析，创新行为及其激励文献综述，创新行为成因前溯——人的主体性研究，主体性的价值认知阐述等。其中，主体性价值认知的两个结论分别是本论文第三章和第四章的基本理论出发点；第三章的研究重点在于员工创新行为激励主体性规律的历史分析以及在此基础上形成的具体激励要素；第四章的研究重点在于员工创新行为选择的主体性价值原则，员工创新行为的主体性构成，员工创新行为对企业动态能力的影响等。第五章的研究重点在于创新行为及其激励的实证研究方法与设计，该部分确立了创新行为激励-创新行为选择-动态能力概念模型，研究假设，指标设计，问卷设计，调研数据分析及问卷调整等；第六章的研究重点在于对调研数据进行结构方程模型分析，形成相关假设的实证分析结果，为进一步的创新行为激励与管理机制的建构奠定基础；第七章的研究重点在于应用前述各章的理论与实证结果，构建可操作化的、基于员工主体性价值实现的创新行为激励与管理机制；第八章的研究重点在于全文结论总结、创新点汇总、研究局限和未来展望等。 本论文创新之处包括：员工创新行为激励的主体性规律及其操作机制；员工创新行为价值选择的主体性构成及其操作机制；员工创新行为的物质和精神一体化收益可持续性保障；创新行为对企业动态能力的人与社会价值重构。
英文摘要：	From the view of national innovation strategy, technology innovation need respect people’s innovation spirit and mobilize people to throw themselves into independent innovation business. Peter Drucker pointed out that in the age of changing, the company has to be made each employee hope earnestly innovation, and be responsible for the development of the organization. To be an important link of nation and enterprise innovation strategy, the employee’s creation and innovation capability is becoming a fulcrum of enterprise innovation capability. This dissertation resolved three problems: (1) The motivation origin of innovation behavior. Employee’s self-motivation and self-management of inside innovation power is the basis of innovation behavior management; (2) The choice process of the innovation behavior. The essence reason of new technique forming lies in its social attribute which can bring the others and society the value and welfare; (3) The result of the innovation behavior. The innovation behavior is end to want to promote innovation resources’ value increasing outside and inside enterprise, raise the ability that the people and organization adapt to the environment change, form the dynamic capability of the people, enterprise and society harmonious development. For resolving the problem of motivation origin of innovation behavior, this dissertation set out from the employee's subjectivity management characteristic, analyzed the technique history development in the social history progress, found out the subjectivity rule of employee's innovation behavior motivation, founded a reasonable theory basis about employee's innovation behavior motivation. On this basis, this dissertation formed 12 concrete factors about the employee's innovation behavior motivation. For resolving the problem of choice process of the innovation behavior, this dissertation started from the resistance source of employee’s innovation behavior, analyzed the reason of resistance from three levels, such as employee's oneself, manager and organization, resolved this problem from the view of three levels value interaction. On this basis, this dissertation formed the subjectivity value choice principle of employee innovation behavior , formed 9 concrete innovation behaviors, carried on elaborate analysis to them. For resolving the problem of innovation behavior result, this dissertation analyzed the innovation contents of the dynamic capability, extracted the innovation logic of the enterprise dynamic capability, studied the influence about employee innovation behavior to the enterprise dynamic capability. On this basis, 13 concrete contents about dynamic capability’s innovation reconstruction were formed. All of these founded a reasonable basis for further questionnaire design and the empirical study. On the basis of above-mentioned research, this dissertation set up the concept model about employee's innovation behavior motivation, innovation behavior choice and enterprise dynamic capability, put forward 24 assumptions. Using the method of the structure equation model (SEM) and Visual PLS software, we got some empirical results and argued them. On this basis, this dissertation set up innovation behavior motivation and management mechanism which can operate in practice. According to the above-mentioned research contents, this dissertation divide eight chapters to launch a discussion. Chapter 1 puts forward studying background, the method of research and the skeleton about this dissertation; Chapter 2 includes the basic logic of present innovation management research, the analyses about the present innovation behavior motivation, the essence reason about innovation behavior—people’s subjectivity, the value cognition of people’s subjectivity. Two conclusions of people’s subjectivity value cognition are the basic theories point of chapter 3 and chapter 4 respectively. The research point of chapter 3 lies in the the employee's innovation behavior motivation rule based on the subjectivity and the forming of main factors about innovation behavior motivation. The research point of chapter 4 lies in the subjectivity value choice principle, innovation behavior contents, the influence about employee innovation behavior to enterprise dynamic capability. Chapter 5 includes the research method design about innovation behavior and it’s motivation, the research assumption, the index design, the questionnaire design, the investigation data analysis and the questionnaire adjustment. Chapter 6 includes empirical data analysis by the method of SEM and software tool of Visual PLS，empirical results about above-mentioned assumptions, and the argument about these results. In Chapter 7, applying above results, innovation behavior motivation and management mechanisms on the basis of subjectivity were set. The research point of chapter 8 lies in the full text conclusion summary, limitation of this research and the prospect with future. The innovation point in this dissertation includes: the rule and its operation mechanism about the employee's innovation behavior subjectivity motivation, employee innovation behavior’s subjectivity value choice and it’s operation mechanism, sustainable guarantee about employee’s material-spirit innovation benefit, human-social value reconstruction about enterprise dynamic capability.
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