基于Citespace的产学研合作知识转移可视化分析

随着知识经济时代的来临,如何获得并充分利用知识资源是众多企业需要解决的关键问题.产学研合作可以帮助企业早期获得知识资源、降低自主创新失败的风险,并且产学研合作与知识转移密不可分.因此,本文利用Citespace软件对web of science中1999年～2020年的相关文献进行研究,并且对时间分布、关键词、重要文献...     

促进产学研合作发展对策研究＊--知识转移的视角

产学研合作是一个协同创新的过程。产学研合作组织中存在着知识生产与知识转移,产学研合作联盟模式、联盟性质、联盟内知识产权契约、产学研联盟生产知识的属性等因素。从促进知识转移的视角,分析了影响产业技术创新战略联盟知识转移的具体因素,并提出了促进产学研合作发展的相关对策。     

认知、组织邻近性对集群企业创新绩效的影响研究

目前我国对产业集群创新绩效的研究主要集中在知识溢出、集群网络结构、互动学习等方面。本文从邻近性这个视角进行分析,同时引入外部知识获取这一中介因素,更加深入地研究了组织邻近性对集群创新绩效的影响机制和过程,探索了邻近性、外部知识获取和集群创新绩效三者之间的关系,并建立了理论研究模型,提出了相关的研究假设。     

知识多样性、知识网络结构与新兴技术创新绩效——基于发明专利数据的NBD模型检验

基于新兴技术创新的生态特征,整合知识资源基础与知识网络结构两个知识生态系统的理论维度,探索新兴技术创新来自于企业组织内部的知识动力机制：知识多样性与知识网络结构,影响新兴技术创新绩效的独立效应与交互效应。基于负二项分布回归模型、采用221家中国企业的新兴技术发明专利数据实证研究表明：知识丰富性与新兴技术创新绩效正相关,而知识异质性与知识动态性和新兴技术创新绩效呈倒U型关系;知识网络结构洞与新兴技术创新绩效负相关,知识网络中心势与新兴技术绩效呈倒U型关系;知识网络结构洞与知识丰富性,在新兴技术创新中具有负向交互效应,而知识网络中心势与知识丰富性和动态性存在正向交互效应。创新组织需要通过跨界知识探索,构建丰富、异质、动态的组织内部知识生态,同时采取低结构洞、适度中心势的知识网络结构策略,来促进新兴技术创新。     

甘肃省校企合作创新知识转移研究——基于专利视角

校企合作知识转移是企业和高校通过知识的传递共享实现创新创造的过程。首先介绍国内外相关研究现状,然后统计甘肃省专利申请量、转移量、转移率等指标并结合知识转移三阶段,进行比较分析,说明甘肃省校企合作专利技术转移的现状及问题,并提出相应建议和对策。     

知识转移对互联网企业的技术创新绩效影响——企业开放度的中介作用

知识转移作为获得技术创新所需知识的渠道之一,是企业进行技术创新的重要源泉,而提高企业开放度可以构建一种信任、共享的文化氛围,为知识转移搭建良好的沟通桥梁。所以本研究对85家互联网企业进行问卷调查验证知识转移对互联网企业技术创新绩效的影响机理。其结果表明：知识转移与技术创新绩效呈正相关关系,企业开放度在知识转移影响技术创新绩效的机制中扮演中介的角色。     

组织制度与知识转移绩效影响机理研究

本文首先从社会现实出发提出了组织制度对知识转移的重要性;其次,指出了组织制度影响知识转移的命题假设;再次,设计了组织制度影响知识转移绩效的相关统计变量;又次,通过问卷调查和统计分析对假设进行了验证;最后,对研究结论进行归纳。     

基于组织学习的知识转移与动态能力理论研究

基于知识转移与组织动态能力的内在联系,旨在探索组织学习在知识转移提升组织动态能力中的中介作用.基于知识的观点,知识转移可以提高组织的柔性,从而提高组织适应外部环境的能力.在知识转移与企业动态能力关系中引入组织学习,分析组织学习在此过程中的作用及其机理.     

基于知识转移的大学生团队合作研究

大学生团队合作成效的一个重要部分就是团队成员的知识水平,而增强团队成员知识水平的有效途径之一就是成员间的知识转移。本文在分析大学生团队成员知识转移主要影响因素的基础上,提出知识转移在现在大学生团队合作中的意义和面临的挑战,并提出营造良好氛围、在教学中完成对学生知识转移的教育、增加团队内沟通、缩短专业距离等措施,加强团队成员知识转移行为,进而获得最佳知识转移效果,最终达到提高团队合作的成效。     

基于演化博弈的知识链组织合作创新协调机制研究

知识链是由不同市场主体构建的一种战略合作伙伴关系,是通过知识流在这些主体间的转移与扩散而实现知识的集成、整合与创新的具有价值增值功能的网链结构模式。本论文从有限理性的角度出发,运用演化博弈方法研究知识链组织合作创新的行为和内在机制,识别影响合作创新的重要因素,研究发现制约知识链组织合作创新的主要因素有企业合作的超额收益的分配系数、知识的吸收能力、知识共享所带来的风险水平以及多维邻近性,在此基础上提出加强知识链组织合作创新的相关政策建议。     

Relinking Cross‐functional Collaboration,Knowledge Integration Mechanisms,and Product Innovation Performance: a Moderated Mediation Model

Previous research shows that knowledge integration mechanisms (KIMs) mediate the cross‐functional collaboration‐product innovation performance relationship; however, this mediating effect seems to be rather weak. This study, in contrast, develops a moderated mediation (MOME) model to argue that such a mediating effect is moderated by product innovativeness. A sample comprised of 106 manufacturing firms is utilized in the analyses. A moderated‐mediation approach shows that the mediating effect of KIMs in the linkage between cross‐functional collaboration and product innovation performance varies by different perspectives of product innovativeness. From an industry (macro‐level) perspective, product innovativeness positively moderates the mediating effect of KIMs on product innovation performance; in contrast, such a moderating effect is not significant under a firm (micro‐level) perspective. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd.     

高管团队异质性、惯例更新与商业模式创新:有调节的中介效应模型

本研究从高管团队视角,以高阶梯队理论为基础,提出了高管团队异质性、惯例更新、跨界搜索与商业模式创新之间的关系假设,以期打开高管团队异质性与企业商业模式创新作用机制的黑箱。研究发现:高管团队异质性对商业模式创新具有显著的正向影响;惯例更新在高管团队异质性与商业模式创新的关系中起中介作用;跨界搜索正向调节了惯例更新与商业模式创新之间的关系;跨界搜索水平越高,惯例更新对商业模式创新的正向影响越强;同时,跨界搜索正向调节了惯例更新在高管团队异质性与商业模式创新之间的中介效应,跨界搜索水平越高,惯例更新在高管团队异质性与商业模式创新之间的中介效应越强。本研究通过理论推演和实证研究进一步丰富了高阶梯队理论,为企业高管团队异质性与商业模式创新关系研究提供了新的研究视角与解释路径。     

京津冀区域产学研协同创新绩效评价系统研究

京津冀区域产学研协同创新绩效评价系统作为一种正式被运用于定期考察与评价区域内组织或者个人工作绩效的考评制度,是对被考察对象的工作业绩与效率进行价值判断的有效途径。绩效评价是提高京津冀区域产学研协同创新效率的有效途径,评价结果对创新主体战略的制定与问题的改进具有重要的指导意义。基于京津翼区域产学研协同创新基本概念的界定,系统研究了区域产学研协同创新系统的内涵、组成要素和运行结构。并从区域产学研协同创新绩效的协同投入与协同产出两部分的形成机理、区域产学研协同创新绩效评价的内涵和基本组成研究了京津翼区域产学研协同创新绩效评价系统。     

服务模块化对金融企业创新绩效的影响：组织模块化的调节作用

本文通过数据样本证实服务模块化对金融企业创新绩效存在正向影响。在此基础上,进一步发现组织模块化对服务产品模块化－创新绩效之间的关系有正向的调节作用,但对服务流程模块化－创新绩效之间的关系的正向调节作用未予证实。加入到“镜面假设”的新近对话中,有助于探明产品模块化、流程模块化和组织模块化三个维度之间的关系,从而把握技术型创新与管理型创新之间的紧密联系。     

工会承诺、组织承诺和员工绩效——被企业所有制类型跨层次调节的中介模型

基于我国工会维稳与维权的双重角色,要发挥工会预防劳资矛盾激化的功能,并履行集体劳动争议代表的责任,需要研究工人是否对工会有承诺,以及这种承诺与组织承诺和员工绩效的关系。鉴于不同所有制企业工会的差异,文章基于角色理论、认知理论和交换理论,针对员工的工会承诺、组织承诺和绩效之间的关系展开研究,研究中使用了32家企业共709个员工样本的嵌套数据建立了不同所有制企业跨层次被调节的中介模型进行假设验证。研究结果表明：工会承诺正向影响组织承诺,组织承诺在工会承诺和员工绩效关系中起中介作用,并且该中介作用在公有制企业中较强,在非公有制企业中较弱。文章最后对实证分析部分进行了讨论,并指出未来研究方向。     

The Voice Link: A Moderated Mediation Model of How Ethical Leadership Affects Individual Task Performance

This study empirically examines the proposition that ethical leadership may affect individuals’ task performance through enhancing employees’ promotive voice. Our theoretical model was tested using data collected from employees and supervisors in a high-tech company located in South China. Analyses of multisource three-wave data from 37 team supervisors and 176 employees showed that ethical leadership could significantly affect individuals’ task performance through promotive voice. Further, it was found that the relationship between ethical leadership and promotive voice was moderated by leader–leader exchange. Specifically, ethical leadership may significantly enhance employees’ promotive voice when leader–leader exchange is low. The theoretical and practical implications of these findings are discussed.     

Servant Leadership,Proactive Work Behavior,and Performance Overall Rating: Testing a Multilevel Model of Moderated Mediation

ABSTRACT

Purpose: The goal of this paper is to investigate whether salesperson proactive behavior mediates the relationship between sales manager servant leadership and salesperson overall performance rating by the sales manager. Moreover, it examines whether salesperson customer orientation and political skill moderate the sales manager servant leadership ? salesperson proactive behavior ─ salesperson overall performance. Design/methodology/approach: Empirical analysis is based on dyadic data from 181 industrial salespeople and their sales managers in a range of different industries (including both manufacturing and service industries). To analyze the multilevel moderated mediation process, this investigation uses Multilevel Structural Equation Modeling (MSEM). Findings: Sales manager servant leadership was positively related to salespeople overall performance rating through their proactive behavior except when their customer orientation was low. Moreover, this relationship between sales manager servant leadership and overall performance rating through proactive work behavior was stronger the greater the salespeople consumer orientation and political skill. Research implications: The study suggests that sales manager servant leadership is indirectly related to salesperson overall performance rating through salesperson proactive behavior. The findings also support subsequent research on salesperson values, skills, and behaviors as moderators in the servant leadership – proactive behavior – overall performance rating relationship. Understanding how these salesperson factors interact with sales management leadership to produce organizational outcomes (e.g., stress, engagement, organizational commitment) are questions that sales researchers may wish to pursue via further study. Practical implications: Sales managers should employ servant leadership to stimulate salespeople proactive work behavior. This study clearly indicates the salespeople need to adopt customer orientation and to have political skill. Hence, sales managers need to try to improve the customer orientation and the political skill of their salespeople through selection procedures or training programs. Originality/value: The relationship between sales manager servant leadership and salesperson overall performance through proactive work behavior has not been addressed and tested in the literature to date.     

选择数量对满意度的影响——一个有调节的中介模型

增加选择数量是否会提高满意度是经济学、心理学和营销学的热点问题。当消费者对某一刺激目标同时存在积极和消极的评价时,即矛盾态度怎样影响选择数量和满意度的关系？2个实验结果表明,选择数量对满意度的影响是通过决策困难水平实现的,当选择数量影响决策困难水平时,会产生选择超载。矛盾态度对决策困难水平与满意度的关系有调节作用,对矛盾态度较高者,选择“多多益善”,选择数量增加使消费者满意度提高;相反,对矛盾态度较低者,选择“适可而止”,选择数量增加使消费者满意度降低。     

Organizational Learning and CRM Success: A Model for Linking Organizational Practices,Customer Data Quality,and Performance

A high quality customer database is a cornerstone of successful interactive marketing strategies and tactics. Based on the notion that customer data quality is not only a technical but also an organizational problem, this study develops and tests an organizational learning framework of the relationship between organizational processes, customer data quality and firm performance. The findings show that high quality customer data impact both customer and business performance and that the most important driver of customer data quality comes from the executive suite. A large portion of the impact of organizational culture on performance is mediated by customer data quality and data sharing. The results support the presence of a hierarchy of effects for enhancing data quality that runs from organizational learning (committed to a shared vision for CRM data), to cross-functional learning (marketing/IT cooperation, marketing/IT integration) to functional learning (data sharing).