【作者】 刘消寒；

【导师】 吕有晨；

【作者基本信息】 吉林大学 ， 企业管理， 2011， 博士

【摘要】 全球市场和中国市场在过去十几年中都发生了巨大的变化。企业之间竞争异常激烈,企业压力不断加大。前所未有的压力给了中国企业前所未有的动力,促使企业必须进行创新。在当前环境下,只有不断创新,获取竞争对手所不具有的优势,才能在竞争中占据主动,从而立于不败之地。在进行创新实践的过程中,理论研究的支持必不可少。究竟哪些因素会影响企业的创新动力和创新能力已经成为了一个热点课题。在众多因素中,企业文化被认为是一个重要的部分。国外学者丹尼斯、李、斯塔福德和赫克(Danes,Lee,Stafford & Heck, 2008)、梅里尔(Merrill, 2008)、施勒格尔米尔希等(Schlegelmilch et al., 2003)、克雷文斯(Cravens,2003)等人,国内学者张钢、陈劲和许庆瑞(1997)、李同修(2008)、谢铁华(2008)等人,都认为企业文化对企业创新力有着十分重要的作用。可是,在实证研究方面,文献数量却非常有限,屈指可数的只有迪谢潘德、法利和韦伯斯特(Deshpande, Farley & Webster,1993)针对日本企业的研究和郑畅达(Changda Zheng,2007)针对美国企业的研究。他们都认为,团队文化和层级文化与企业的创新能力有负相关,灵活文化与市场文化与企业的创新能力有正相关性。但是,在国内,却没有相关的实证研究,这是一个关键但是却几乎空白的领域。为此,本研究采用定量的方法来考察企业文化对企业创新动力和创新能力的影响将非常有意义。另一个重要问题是,企业的创新动力与创新能力具有怎样的关系。在这一方面,相关研究也有不少。库珀(Cooper,2005)认为,技术进步、不断变化的全球化市场、不断增加的竞争压力、不断变化的消费者需求和更短的产品生命周期共同构成了企业的创新动力。在库珀之前,邓登(Dundon,2002)也曾提出过类似的观点。在国内,李妍、梅强(2010)的研究也认为,企业创新动力(包括技术推力、市场拉力等)能对创新能力产生正向影响。可是同样地,这些理论缺乏实证研究的支持。为此,本文也采用定量方法研究了企业的创新动力可以在多大程度上影响企业的创新能力。由此,本研究在对企业创新、创新能力、创新动力、企业文化等相关文献回顾和评述基础上,找到现有研究的局限和不足,提出了本研究的基本思路,并进一步构建了本文的理论框架及相应的研究假设。在问卷设计方面,本研究采用了奎因(Quinn,1983)提出的OCAI量表,将企业文化划分为四种类型,分别是团队文化(clan)、灵活文化(adhocracy)、市场文化(market)和层级文化(hierarchy)。团队文化(弹性、内在)强调员工奉献、士气、参与和公开,灵活文化(弹性、外在)强调适应、成长和创新,市场文化(控制、外在)强调产出、产量、效率和明确的目标,层级文化(控制、内在)强调稳定、控制和管理。在企业创新动力的衡量方面,本研究采用了库珀(Cooper,2005)的观点,认为企业对技术进步,全球市场,竞争压力,消费者需求和产品生命周期五个因素的感知就是企业创新的动力。在企业创新能力方面,本研究考察了多个调查问卷的题项设置,设计了衡量企业创新能力的五道问题,分别是:率先向市场推出新产品或新服务;较早地将新产品或新服务投放到那些处于成长期的市场中去,从而抢占该市场;避免将新产品或新服务投放到那些已经成熟和稳定的市场中,而是寻找或开辟新的市场;与竞争对手相比,在研发方面具有很大的优势;除研发以外,能够发掘新的管理模式、营销方法、或供给来源等,实现其它方面的创新。问卷调查主要是在吉林大学商学院MBA学员中完成的,共发放了122份问卷,回收有效问卷是118份。在对问卷进行整理后,本研究通过SPSS13.0及AMOS 7.0软件包对数据进行处理,先后采用描述性统计分析、问卷的信效度检验、多元回归分析方法等,对研究提出的假设进行一一检验。最终得到如下主要研究结论:第一,在企业文化与企业创新动力的关系方面,四种企业文化中的两种,即团队文化和层级文化程度的高低,与企业创新动力的强弱没有显著的相关性;另外两种,即灵活文化和市场文化,则对企业的创新动力呈显著的正向影响。第二,从企业创新动力的角度来说,企业对于技术进步,不断变化的全球市场,不断增加的竞争压力,不断变化的消费者需求和不断缩短的产品生命周期这五个维度的感知,均对企业创新能力具有显著的正向影响。第三,在企业文化与企业创新能力的关系方面,四种企业文化中的两种,即团队文化和层级文化程度的高低,与企业创新能力的强弱没有显著的相关性;另外两种,即灵活文化和市场文化,则对企业的创新能力呈显著的正向影响。第四,企业创新动力在企业文化对企业创新能力的影响中具有中介作用。本次研究的理论贡献在于:第一,本研究将企业文化这一变量引入到我国企业创新过程的研究中。首次采用了实证研究方法分析了企业文化、企业创新动力和创新能力的关系,提出并论证了不同类型的企业文化对企业创新具有不同的影响,从而对我国企业创新的理论研究做出了新的尝试。第二,研究将企业的创新过程当成一个系统来看,详细分析了创新过程的两个组成因素,即创新动力和创新能力如何受其他因素影响,又是如何互相作用的,从而扩充了现有企业创新理论的研究体系。第三,研究基于企业创新动力的角度对企业文化与企业创新能力的关系进行了解释,从而为未来探讨企业创新理论提供了一个新的思路。本次研究的结论在实践应用上同样具有一定的意义:第一,本研究有助于我国企业深入理解企业文化对于创新动力和创新能力所具有的重要影响,在加大创新投入的同时也要重视企业文化的深层次建设,以增加创新成功的可能性。第二,本研究深入探讨了创新动力在企业创新过程中的作用和角色,有助于企业明确把握自身的创新动力源泉,进而激发出更多更好的创新成果。更多还原

【Abstract】 The global markets has changed a lot in the past several decades. Fierce competition and increasing pressure are key characteristics of this time. Unprecedented pressure gives Chinese companies unprecedented power, companies must innovate. In this context, innovation has become widely recognized as a key to competitive success. The failure of many corporations is due to the lack of innovation.Therefore, the research studing innovation is important. Scholars have been exploring the factors affecting the innovation drivers and innovation capability, from which organizational culture has been believed as an important one. Many studies have shown the relationship between organizational culture, organizational innovation capability, and innovation drivers (e.g., Danes, Lee, Stafford & Heck, 2008; Merrill, 2008; Schlegelmilch et al., 2003; Cravens,2003; Gang Zhang, Jin Chen, Qingrui Xu, 1997; Tongxiu Li, 2008; Tiehua Xie, 2008). However, the amount of quantitative studies is limited. In other countries, there are several examples. For instance, the studies of Deshpande, Farley, and Webster (1993), and Changda Zheng (2007) have shown that in Japan and the United States, clan and hierarchy culture have negative association with innovation capability, while market and adhocracy culture show a positive one. But, in China, it is a gap of research. This paper contributed to examine the influence of organizational culture on innovation drivers and capability.Another question is whether innovation drivers can convert into innovation capability. Cooper (2005) presented five drivers: advances in technology, globalization, competitive pressure, ever-shortening product life cycles, and changing customer buying needs. Before this theory, Dundon (2002) presented similar result. In China, Yan Li and Qiang Mei (2010) also believed that innovation drivers, including technology push and demand pull, can positively influence innovation capability. However, these theories to some extent lack the support of quantitative studies. To address the research gap, this paper utilized quantitative method to examine to what degree innovation drivers can affect innovation capability.Thus, after the relevant literature was collected and reviewed for the literature of innovation, corporate culture, innovations drivers and innovation capability, this paper found the limit of previous researches, then the conceptual framework and relevant hypotheses of this study were made up. In terms of scales, this paper adopted OCAI scale presented by Quinn (1983) to measure organizational culture. Based on Quinn, organizational culture can be sorted into 4 types: clan, hierarchy, adhocracy, and market. The clan culture (loose/internal) values human commitment, morale, participation, and openness. The adhocracy culture (loose/external) emphasizes adaptability, growth, and innovation. The hierarchy culture (tight/internal) focuses on stability, control, and management of the existing bureaucracy. The market culture (tight/external) emphasizes output, production, efficiency, and goal clarity. In the design of questionnaire, the paper uses OCAI form to measure organizational culture. Regarding innovation drivers, this paper adopted Cooper’s theory - the perception of technology advances, globalization, competitive pressure, ever-shortening product life cycles, and changing customer buying needs is the driver of innovation. In terms of innovation ability, on the basis of the previous research, we developed 5 questions, which are being first to market, avoiding late entry, avoiding enter stable or declined markets, being at cutting edge of technology, being leader in other areas like marketing and management.Questionnaires were delivered primarily among MBA students in Jilin University. 122 questionnaires were assigned to the respondents during the process, and then, 4 questionnaires were unanswered or invalid and 118 questionnaires were validate, creating an effective response rate of 96.72%. Then the author analyzed the data through SPSS 13.0 and AMOS 7.0 software, descriptive statistic analysis, reliability and validity analysis, multiple regression analysis were used to test the hypotheses. Finally, the main conclusions were got as follows:Firstly, innovation capability has statistically significant positive association with two types of organizational culture - adhocracy and market, and has no statistically significant correlations with the other two - clan and hierarchy.Secondly, innovation drivers have statistically significant positive association with two types of organizational culture - adhocracy and market, and has no statistically significant correlations with the other two - clan and hierarchy.Thirdly, in terms of the relationship of innovation drivers and innovation capability, all of the five innovation drivers have statistically significant positive correlations with innovation capability.lastly, innovation drivers play an intermediary role in the effect of corporate culture on innovation ability. This research has some contributions to the present innovation theory:First of all, this paper introduced organizational culture into the research of innovation, and the first time used quantitative method to examine the relationship among organizational culture, innovation drivers and innovation capability. One of the conclusions is that different types of corporate culture has a different effect on the innovation, thereby making a new attempt to the theoretical study on the innovation of enterprises in China.Secondly, this paper regarded the process of innovation as a system, analyzed the two steps of innovation process, examined how they influence each other, and how be influenced by external factors, thus expanding the existing theory system of enterprise innovation.Thirdly, based on the aspect of innovation drivers this research explains the relationship between organizational culture and innovation capability, which provides a new way of thinking to the future discussion on enterprise innovation theory.In terms of practice fields, the contributions are:Firstly, the study could help Chinese corporations have deeper understanding on the importance of organizational culture for innovation success and then pay attention to the construction of deeper organizational culture.Futhermore, this research had deeply discussed the function and role of innovation drivers in the enterprise innovation process, which could help the companies to clearly grasp the innovation drivers of itself, and thus stimulate more and better innovations.更多还原