面向企业创新能力的组织智力资本测度研究

【作者】 贾福辉；

【导师】 许庆瑞；

【作者基本信息】 浙江大学 ， 企业管理， 2005， 硕士

【摘要】 论文首先根据当前我国企业在促进其知识型员工间的知识交流和合作创新的实践中面临的实际问题以及传统创新能力测度理论的发展现状和不足，提出了研究问题和本论文的创新点。第二章对传统的组织创新能力测度理论、组织智力资本的构成研究以及组织运用其智力资本提升创新能力的理论研究分别进行了总结和评述，为本论文的研究奠定了理论基础，且进一步突出了本研究的创新点：第三章以理论分析为基础，对影响知识交流和合作创新的四个变量进行了总结和分析，同时通过对组织智力资本三个维度的划分，结合理论研究和典型案例验证提出了本研究的16项假设，为下一步的实证研究奠定了基础。第四章主要利用问卷所得数据进行组织智力资本创新要素与创新绩效相关性实证分析，首先通过因子分析将原有的智力资本的三个维度细分成五个维度，从而更加明确其具体意义和作用机理；再是通过相关性分析及逐步回归分析验证五个方面的创新要素与四个影响知识交流和合作创新的关键变量间的相互作用关系；然后再分析关键变量间以及与组织创新绩效间的相互关系，最终对16项假设进行验证，得出本研究的第一个结论。在理论研究和实证论证的基础上，在本论文的第五章，提出了面向企业创新能力的组织智力资本测度模型，并对第三、四章的理论分析进行了总结，构建了有利于创新能力提升的组织智力资本要素测度的五个方面以及四个关键变量的测度计分卡；第六章运用此测度体系测度了两个现实案例，获得了有意义的结果，也进一步验证了本研究的假设。研究的主要结论是：① 将有利于员工间知识交流和合作进而提升创新能力的智力资本要素划分成管理平台资本要素、管理资本要素、组织关系资本要素、员工认识态度资本要素以及组织认知资本要素，并从理论和实证两个方面验证了与四个关键变量间的关系。② 四个关键变量的分析更加明确了众多智力资本要素对于提升组织创新能力的作用机理；四个变量间存在相互作用关系，且与创新绩效都有较强的正相关性。③ 以理论和实证研究为基础，本研究构建了面向企业创新能力的组织智力资本的测度体系，提出了在知识经济时代的背景下更注重于发挥组织知识员工创新积极性，进而提升组织创新能力的测度体系。更多还原

【Abstract】 According to the deficiencies of the classic audit theories to innovation capability and based on the situation and problems which our country enterprises are confronted in promoting knowledge exchange and cooperation among their knowledge employees, this paper first brings forward the research issues. In the second chapter, this paper has reviewed and summarized the classic audit theories to innovation capability, the theories about the composition to organization intelligence capital, and the researches to build up innovation capability by making use of intelligence capital separately. Then the innovation points are brought out. Based on literature review, in the third chapter, four key variables, which influence knowledge exchange and cooperate among knowledge employees, have been analyzed. Based on this analysis, this paper brings out 16 assumptions through combining theoretical research and typical case. The foundation for the next positive research has been established.Chapter four carries out the analysis of correlation between the innovation elements of intelligence capital and the innovative performance by utilizing the data from the questionnaires. At first, through Factor Analysis, the existing three dimensions of intelligence capital are subdivided into five dimensions so that the concrete meaning and function mechanism of these elements become more definite; then, through the Correlation Analysis and Stepwise Regression Analysis, the relation between the five factors and the four key elements have been validated; at last, by analyzing correlation among the four key elements and the correlation between the four key elements and innovation performance, the 16 hypothesis have been confirmed. So, this study obtained the first conclusion.Based on the theory study and the positive validation, in chapter five, the audit framework to intelligence capital factors, which can promote innovation capabilities, has been brought out. After having summarized the theories in chapter three and four, this paper brings out the Audit Scorecards to the five dimensions of intelligence capital and the four key variables. In chapter six, two steel firms have been studied and compared by using the audit system. The significant results have shown.The main conclusion of this study is:First, organization of intelligence capital has been subdivided into five dimensions, that is: Management Infrastructure Capital, Management PhilosophyCapital, Organization Relation Capital, Employee Attitude Capital, Organization Cognitive Capital. And this paper has researched the relation between these capital and the four key variables.Secondly, the analysis of the interaction among the four key variables confirms the function mechanism of the elements of intelligence capital further. All the four key variables have strong relationship with innovation performance.Thirdly, based on the theory and practical research, this research set up the audit system to the organization intelligence capital factors, which can promote the innovation capability. This audit system pays more attention to promote the enthusiasm of knowledge employees to innovation in the era of knowledge-driven economy and then boost the innovation capability.更多还原