供应链间横向竞合战略对信息共享与创新绩效的影响研究

以往对供应链信息共享的研究较多,但以供应链间横向竞合战略作为前因变量、以创新绩效作为结果变量的研究相对较少。通过构建供应链间横向竞合战略、信息共享与创新绩效关系理论模型,对广东省163家制造企业进行了问卷调查,利用结构方程模型对竞合战略、信息共享与创新绩效的关系进行了实证研究。将信息共享分为信息共享内容和信息共享质量两个维度,将创新绩效分为工艺创新和产品创新两个维度。结果表明：竞争与合作对创新绩效均有显著正向影响,合作相对于竞争而言对创新绩效的影响作用更大;竞争与合作均可通过信息共享间接作用于创新绩效;合作对信息共享具有显著正向影响,而竞争对信息共享和合作均有显著负向影响。     

外部研发对企业创新绩效的影响机制研究

已有研究表明，利用外部研发有助于增强企业创新能力，但对其作用机理的解释不够。从外部研发需通过内部组织发挥作用这一思路出发,以组织正式化和创新激励政策为调节变量,探讨了外部研发对企业创新绩效的影响机理，以中国549家企业为样本，运用SPSS20.0软件进行多元回归调节检验，对4者之间关系进行了实证研究。结果表明，外部研发对企业创新绩效有显著正向影响；创新激励政策正向调节外部研发与创新绩效之间的关系；组织正式化对外部研发与创新绩效的关系具有不同调节作用。与此同时，高激励能够减少组织正式化对于创新绩效的负向作用。该研究部分解释了外部研发对创新绩效的作用机理，对于促进企业创新活动，提升创新管理能力具有重要意义。     

产业技术创新联盟知识共享的两阶段博弈分析

为推动产业技术创新联盟知识共享的高效率均衡,综合考虑知识的经济特征和产业导向的准公共性,设计了基于自组织和他组织知识共享的两阶段博弈模式。第一阶段,构建基于位势和效用的知识共享博弈模型,对比分析联盟集中决策与分散决策下成员个体特征、联盟特征等因素对知识共享效用的影响机理;第二阶段,建立基于激励和效用的知识共享博弈模型,剖析个体特征、联盟特征、联盟激励对知识共享效用的影响机理,并结合数值算例进行验证。由此,构建“自组织+他组织”的两阶段知识共享策略,为推动产业技术创新联盟知识共享的高效率均衡提供了理论参考。     

Productivity,innovation strategies and industrial relations in SMEs. Empirical evidence for a local production system in northern Italy

The paper aims to provide an original contribution to evaluating several kinds of relations between four areas of innovation activities – training, technology, organization, ICT (information and communication technologies) – and industrial relations and firm’s economic performance. Quantitative evidence for a SME‐based local production system is provided by exploiting two datasets: the first is derived from a direct survey carried out in 2005 collecting data on innovations, labour flexibility and industrial relations; the second is represented by a panel of official balance sheets data for the period 1998–2004. The analysis is divided in two consequential parts. We first examine the drivers of different innovation strategies and subsequently we exploit innovation indicators as potential drivers of firm’s productivity. The results show that training activities and organizational changes have strong links with many industrial relations indicators, thus emerging as industrial relations driven innovations. On the contrary, ICT and technological innovation seem to be more influenced by firms’ past performances than by industrial relations. The analysis on labour productivity drivers shows that training activities are the most relevant factors; then, ranked consequently, technological innovation, organisational innovations and, finally, ICT also appear to impact on productivity levels. It is worth noting that the role of ICT emerges more robustly when endogeneity is specifically addressed. Finally, the role of firm size seems here to be overshadowed by other drivers.     

The relative importance of human resource management practices for innovation

Human resource management (HRM) practices are generally expected to stimulate a firm's innovation performance. However, which of these practices really pay off? Based on a unique dataset that includes detailed information for both a firm's innovation activities and a broad set of HRM practices, we find that primarily new workplace organization practices seem to enhance a firm's innovation activities. Flexible practices of working time management and incentive payment schemes show only small effects on both innovation propensity and innovation success. Further training does only affect innovation success, but not innovation propensity. Overall, we find a stronger linkage between HRM practices and innovation propensity than with innovation success. Further, we find that innovation propensity increases, first, with the number of combinations of HRM practices adopted by a firm but not with the number of combinations of HRM practices from different groups of HRM practices adopted by a firm.     

基于区块链技术的协同创新知识共享研究

为探究区块链技术对协同创新中知识共享的影响,构建基于区块链技术的协同创新知识共享系统模型,分析区块链技术特性对协同创新知识共享过程和结果的影响。在此基础上,引入Steemit区块链网络社区,基于现实数据构建知识共享系统动力学模型,并运用VensimPLE软件进行仿真。结果表明,区块链技术有助于构建全新的协同创新生态系统,通过营造去信任化的知识共享环境、提升协同创新伙伴异质性,推动协同创新知识共享进程,提升知识共享水平与质量。     

客户协同创新维度及构成实证研究

客户协同创新是开放网络环境下企业创新能力提升的重要途径。基于协同理论、关系嵌入理论及客户参与创新等理论基础，对客户协同创新要素进行理论分析。采用探索性案例分析法，归纳客户协同创新要素特征，包括由互惠利益、关系质量和持续意愿构成的协同关系嵌入，由程序化协调、人际关系协调构成的协调协作机制，以及由信息资源分享、协同任务分担构成的协同资源投入。以案例研究结论为基础，进行量表开发，选择知识密集型服务业为实证对象，验证客户协同创新维度构成，可为客户协同创新机理研究与应用实践提供理论基础。     

股东对创新投入的反应：股权激励异质性的信号作用

以我国2017—2019年沪深两市A股实施股权激励的上市企业为样本,基于股东视角分析股东对创新投入信息的反应,探讨这一反应在股权高度集中时的变化,并考察高管团队股权激励异质性因素向股东传递信号的机制。结果表明,创新投入与股东反应正相关;股权集中度正向调节创新投入与股东反应的关系;股权激励异质性负向调节创新投入与股东反应的关系,且该效应在民企中更加显著;经营风险是股权激励异质性负向影响股东对创新投入反应的中介变量。     

高管激励对企业创新影响的实证分析——基于分析师关注的中介效应研究

基于2011-2018年A股上市公司的面板数据,采用中介效应模型和Bootstrap检验,实证分析了高管激励、分析师关注和企业创新三者之间的关系.结果 表明:薪酬激励、股权激励都可以促进企业创新,高管激励力度越大,企业的创新投入和创新产出越多;高管激励与分析师关注呈正相关关系,不论是薪酬激励还是股权激励,都会提高分析师对企业的关注程度;分析师关注在高管激励与企业创新关系中发挥了重要中介作用,高管激励通过提高分析师关注进而促进了企业创新,在控制了高管激励因素后,分析师关注对企业创新仍然存在明显正效应.     

外部知识获取影响企业创新绩效的作用机理

从外部知识需要通过企业内部实践才能加以利用这一思路出发,基于中国489家大中型企业的调查数据,运用SPSS21.0软件实证探讨了内部沟通和创新激励对外部知识向创新绩效转化的影响机理。层级回归结果显示:外部知识获取对企业创新绩效的提升具有显著作用,内部沟通和创新激励在上述关系中起部分中介作用。     

薪酬激励对于企业创新的影响——锦标赛理论还是委托代理理论？

薪酬激励对企业创新影响的理论当前主要有基于薪酬差距的锦标赛理论和基于管理层薪酬的委托代理理论。本文利用我国非金融类A股上市公司数据,将薪酬差距和管理层薪酬结合起来研究发现,企业内部薪酬差距主要来自于管理层外部薪酬溢价,薪酬激励对创新产出的促进作用主要通过创新投入产生。无论从薪酬差距视角还是管理层薪酬视角,薪酬激励和企业创新之间的关系更加适合用委托代理理论而不是锦标赛理论解释。内部薪酬差距的扩大是否有利于企业创新尚需更加合理的数据和研究设计予以证实。     

Internal monitoring, regulation, and compensation of top executives in banks

This paper examines the relation between incentive pay, monitoring, and regulatory requirements in banks. Using a one-period model with asymmetrical information between the bank owner and the top management team, as well as within the team itself, we show that (1) incentive pay increases the mutual-monitoring activity among top executives; (2) senior executives, especially the CEO, collect more incentive pay than their subordinates; and (3) bank regulations, such as capital adequacy (CAD) requirements, reduce the absolute amount of incentive pay granted to executives.     

Innovation management in organizations

This paper poses the question of how a firm should optimally choose both its organization and its compensation in the pursuit of innovation. One key result is that incentive pay arises as a robust instrument of innovation management both with and without delegation, although in the present model its primary purpose is not to elicit more effort for the creation of new ideas, but to ensure that new ideas are implemented if and only if this is efficient. While without delegation, the firm may “underinvest” in innovation, with delegation the opposite bias may arise as new ideas may be implemented too often (“overinvestment”). The optimal organizational choice trades off these two biases.     

Separation of Regulatory Powers When Contracts Are Incomplete

The investment of a regulated firm affects the service/good provided on many dimensions. Should an integrated regulator take care of them all? Or is it better to have separate regulators responsible for them? We analyze the effect of the separation of regulatory powers on the regulated firm's ex ante incentive to invest in a “cooperative” innovation. The effects of the innovation are not verifiable and the cost of investing is sunk, hence, there is a problem of hold‐up. We find that when the innovation produces opposite effects the ex ante firm's incentive to invest is larger in the case of separation than in the case of integrated regulation. We also stress the risk of over‐investment that the separation of regulatory powers may induce. We maintain that along with classical incentive regulation—which mainly provides incentives for the firm to be efficient—the separation of regulatory powers may play a role in providing an incentive for cooperative innovations.     

Business model ambidexterity and technological innovation performance: evidence from China

By applying an ambidexterity perspective to the business model context, this study examines the effects of efficiency and novelty – two conflicting business model design themes – on technological innovation performance and the relationship between these themes as it relates to enhancing technological innovation performance. From an analysis of data on 173 Chinese manufacturing firms, it is found that both efficiency and novelty themes are positively related to technological innovation performance; the combined dimension (CD) of business model ambidexterity (the interaction between efficiency and novelty themes) is positively related to technological innovation performance; and the balance dimension (BD) of business model ambidexterity (the balance between efficiency and novelty themes) positively moderates the relationship between CD and technological innovation performance.     

绩效薪酬与员工创造力关系研究述评与展望

大力实施创新驱动发展战略亟需企业激励机制变革,激励理论发轫于新古典经济学,融合了管理学、心理学、神经学等多学科视野,由于不同学科有不同的话语体系,导致长期以来观点对峙、理论冲突。从经济学、认知心理学、行为心理学和认知神经科学4个视角,解读了绩效薪酬影响员工创造力的最新研究进展,并在对比分析的基础上,讨论了该领域研究者对绩效薪酬与员工创造力关系的非线性思考,为整合与发展激励理论提供了基于动态心理计量过程和内外动机协同的新分析视角。     

重大科研项目团队心理资本维度及与创新绩效的关系

实施创新驱动发展战略、推动科技创新的核心要素是人,然而鲜有研究关注重大科研项目团队中人的健康状态,特别是心理状态与心理品质。基于此,运用扎根理论对4个重大科研项目团队（共10名成员）的访谈资料进行编码,发现重大科研项目团队心理资本包括团队自信、团队希望、团队乐观、团队韧性、团队合作和团队责任6个维度,且各维度对创新绩效具有积极作用。此外,根据访谈资料并结合以往研究成果,提出 “团队氛围和团队协同合作分别在团队心理资本与团队绩效关系中起调节效应及中介效应”的假设,并建议关注重大科研团队及其成员心理资本的开发和培育,推动科研团队持续高效健康发展。     

An empirical study of collaborative partnering among enterprises and government organizations for information system outsourcing

Most researches on information systems (IS) outsourcing indicate that public sector decides to outsource information technology (IT) services due to the belief that private vendors offer more cost advantages. This research explores government sectors of outsourcing and focus on the role of relationship for IS-service providers. Quantitative data of 126 questionnaires and 30 IS demonstrate that trust, mutual dependence, equipment investment and information sharing are contributing factors to successful outsourcing long-term partnerships. Information sharing between the service receiver and provider is also vital in terms of equipment investment in long-term partnerships, and is affected by the level of trust that each party holds for the other within the outsourcing process. Conceptual model is useful in explicating important government-business partnering strategies – the model highlights not only the economic benefits that the IS-outsourcing relationship brings based on social exchange theory characteristics, but also suggests many additional relevant elements.     

Knowledge sharing in an organization

Managers are always seeking effective policies that encourage employees to share their knowledge with others in an organization. The appropriate organizational incentives are difficult to investigate due to human factors and other institutional complexities affecting sharing behaviors of individuals. Conducting laboratory or field experiments to evaluate the effectiveness of various organizational incentive policies is unrealistic. This work proposes a novel agent-based modeling approach to simulate the actions of knowledge sharing between actors in an organization. Several human and institutional factors in this artificial world were manipulated to understand knowledge sharing. The simulation results produce the following interesting findings. (1) The initial state of actors' action affects the knowledge-sharing action regardless of the adopted strategy. (2) Poorer collective capability among the population lowers the knowledge sharing behaviors. (3) The incentive policy has restricted effects for increasing the sharing action. Rewarding each knowledge-sharing action is more effective than the periodic organizational incentives to encourage actors' knowledge sharing behaviors.     

基于供应商关系管理的信息共享与知识学习

信息和知识是供应链中两种不同的资源,它们对提高供应商合作关系的效率有重要作用。分析了供应商关系管理中信息共享和知识学习的相关性,基于两种互逆的信息流动和知识流动过程,分别从制造商和供应商角度研究了促进供应商关系管理的信息共享与知识学习激励方式。