服务外包中组织双元学习对供应商创新能力的影响——治理机制的调节作用

通过提升自身创新能力应对市场竞争，已成为多数服务外包供应商的重要战略选择。基于社会网络理论和组织学习理论，运用174对发包企业与供应商企业的有效配对调查数据，探究组织双元学习对供应商创新能力的影响，检验契约治理机制和关系治理机制的调节作用。结果发现：①探索式学习与利用式学习均对供应商创新能力具有积极影响；②关系治理机制在组织双元学习与供应商创新能力关系中起正向调节作用；③契约治理机制在组织双元学习与供应商创新能力关系中呈负向调节效应。研究结论有助于厘清组织双元学习影响供应商创新能力的内在机理，对我国服务外包企业有效运用不同组织学习方式提升自主创新能力具有一定借鉴意义。     

绩效整合扩展模型:市场导向对组织绩效作用机制研究——组织学习与组织创新的作用

以国外有关市场导向和组织学习的研究理论为基础,以我国企业为研究背景,对市场导向对组织绩效的影响机制进行实证研究。结果表明,市场导向对组织绩效的影响主要有两条路径:首先,市场导向通过组织创新影响组织绩效;其次,市场导向通过影响组织学习、组织创新进而影响组织绩效。在市场导向与组织绩效关系模型中,组织创新具有中介效应,而在市场导向与组织创新的关系中,组织学习起着重大的中介影响作用。     

Revolution in three-quarter time: Lessons from the diffusion of advanced manufacturing technologies

This paper reviews the rates of diffusions in advanced industrialized countries of a selection of advanced manufacturing technologies (AMTs) including computer-aided design, robotics and flexible manufacturing systems. It examines the trends developing in the use of these technologies and evidence that different 'models' of practice can be observed between Japan, the USA and Europe. The paper discusses the principal factors influencing the diffusion of AMT's and the range of benefits perceived by the firms through their use. Despite their rapid diffusion, there is concern that the expected benefits from invstment in AMTs is rarely achieved. The paper suggests that the problem of achieving full benefits from these technologies is related to the extent of integration of technologies achieved, which requires a significant degree of organizational learning and development by firms.     

校企合作创新网络特征对知识转移绩效的影响机制——基于河南省的实证分析

以组织学习为中介变量,构建了校企合作创新网络特征与知识转移绩效间关系的概念模型,并引入潜在吸收能力作为组织学习与知识转移绩效间关系的调节变量。以河南省为例进行实证分析,验证了概念模型中的研究假设。得出如下结论:不同的校企合作创新网络的结构特征维度和关系特征维度对知识转移绩效的影响是不同的;校企合作创新网络特征对知识转移绩效有显著的正向影响,企业的组织学习能力在整个知识转移过程中起到部分中介作用;企业的潜在吸收能力在组织学习对知识转移绩效的影响中起到部分调节作用。     

失败学习、忘却情景与组织创造力

基于组织学习和知识管理理论,分析了组织创新过程中失败学习对组织创造力的提升作用以及忘却情景在这一过程中的作用机制。以244个企业样本为研究对象的实证结果表明：失败学习对组织创造力提升具有显著正向作用,失败学习对忘却活动和形成新知识具有显著正向作用,忘却活动在失败学习与创造力之间的中介效应不显著,而形成新知识在两者之间起完全中介作用;同时还发现,失败学习可以通过忘却活动和形成新知识的链式中介显著正向促进组织创造力提升。     

The coevolution of firms and their knowledge environment: Insights from the pharmaceutical industry

What are the most effective learning strategies for firms given the characteristics of their knowledge environment? This paper addresses this question by documenting the major changes in the knowledge environment of the pharmaceutical industry, with a particular emphasis on the period since the emergence of biotechnology, and discussing the related changes in the learning strategies of established pharmaceutical firms. Both the historical analysis and a review of the empirical research on organizational learning and knowledge transfer reveal a strong emphasis of firms on external learning through interfirm collaborations and sourcing of external knowledge. This learning strategy seems to be driven by the speed, uncertainty, and dispersion of knowledge developments in the industry. Studying the connections between the knowledge environment and the effectiveness of organizational learning processes is important to understand organizational change and adaptation, and is an area of research that deserves further attention.     

Application capability of e-business, e-business success, and organizational performance: Empirical evidence from China

Previous research efforts suggested that firms' overall e-business success tends to deliver greater organizational performance. However, few researchers examined how a firm leverages e-business investment to gain greater e-business success. Even fewer researchers investigated the different impacts of different levels of e-business success on organizational performance. This paper addresses two questions: (1) what capabilities influence a firms' ability to build e-business success and enjoy greater organizational performance, where firm-level e-business success is measured by e-business service capability and IT-enabled collaborative advantage; and (2) whether the two ways of measuring e-business success result in different impacts on organizational performance? We propose that a firm's application capability of e-business involving systems development and systems usage is positively related to a firm's overall e-business success, thus having a positive impact on organizational performance. We use survey data from 152 Chinese manufacturing firms and their B2B e-business systems participants to test our theoretical hypotheses and proposed model. The findings suggest that both systems development and systems usage have significant and positive impacts on e-business service capability, which in turn leads to greater IT-enabled collaborative advantage. This finding could be translated into the important role of a firm's application capability of e-business on e-business success. It is concluded that the application capability of e-business acts as one of the main mechanisms through which the e-business investment leads to greater e-business success. We also find that IT-enabled collaborative advantage, compared with e-business service capability, has a more significant and greater impact on organizational performance. This study extends prior e-business success research by opening up the ‘black box’ between a firm's e-business investment and its e-business success, and by distinguishing the relative impacts of e-business service capability versus IT-enabled collaborative advantage on organizational performance. Another contribution of this study is that the effect of context factors (firm size, industry, and system duration) in developing country on our proposed model.     

组织学习与组织创新关系的元分析——维度分化和边界效应

采用元分析对组织学习与组织创新关系进行精确估算，并从维度分化、边界效应视角探讨二者关系的演化规律。结果发现：组织学习显著促进组织创新；探索式/利用式学习与突破式/渐进式创新呈正相关，但探索式学习对突破式创新的促进作用更显著，利用式学习则反之；中国文化对二者关系的提升作用显著强于西方文化，组织学习完整构念对组织创新的影响程度大于单一维度，而地区发达程度和所属行业并未显现出调节作用。     

组织成员的相互学习对组织知识的影响

基于March的相互学习模型,分两种情况——组织成员的学习速率相同和不同,分析了封闭环境下组织成员的学习速率对组织知识的影响,绘制了学习速率与均衡知识的关系图,并阐述了组织结构对组织知识的作用。结果显示:组织成员的学习速率慢而领导的学习速率快的组织得到的知识最多;成员学习速率不同的混合组织得到的知识比成员学习速率相同的组织要多;二层管理模式的组织比一层管理模式的组织得到的知识要多。     

组织学习与模块化嵌入的产学研合作联盟研究

知识经济时代,学习型组织模式构建对于推动产学研协同创新发展意义重大。首先,应用资源依赖理论解析了面向产学研合作联盟的组织学习内涵问题。其次,引入模块化理论探讨了合作联盟组织学习调节机制设计问题。在此基础上,采用多案例研究方法比较了我国家电产业的3个代表性合作联盟运行机制,并着重分析了合作联盟组织学习特征及问题。结果表明：①保持资源互依关系有利于联盟成员间开展知识交互和知识创新;②模块化不但有利于实现“背靠背”的合作创新,还可以作为合作联盟组织学习调节机制;③组织学习对联盟绩效具有积极影响,更是促进产学研合作联盟演化的重要推手。最后,针对我国产学研合作联盟存在的主要问题提出对策建议。     

Productivity Growth and Organizational Learning

A new specification of the sources of productivity growth is offered. Motivated by the lack of innovation and technology adoption in backward economies, a third channel of growth related to organizational structure, work ethics, and discipline in the production process (for simplicity called organizational learning) is suggested. The suggested specification generates new insights about the dominating source of growth during the development process: organizational learning in backward economies, technology adoption in middle‐income economies, and innovation in developed economies. This adds to the current understanding of development as a transition from technology adoption to innovation. Numerical simulations of the Thai catch‐up process since 1965 illustrate the importance of organizational learning. A counterfactual experiment shows how investments in secondary education contribute to the move from organizational learning to adoption of more advanced foreign technology.     

知识型员工双重社会网络对企业创新绩效作用机制研究

基于企业基础资源观和组织学习理论，从知识型员工个人和组织社会网络两个方面构建知识型员工双重社会网络影响企业创新绩效的理论模型，分析知识共享、组织学习及资源整合在员工双重社会网络对企业创新绩效影响机制中的作用。结果表明：知识型员工双重社会网络对科技型企业创新绩效的作用路径有3条，资源获取与整合、知识共享与学习及员工动态创新能力分别在其中发挥中介作用；在不同类型组织文化环境中，知识型员工双重社会网络对企业创新绩效的作用特征、作用重点以及作用机制存在显著差异，内部整合维度主要通过知识共享和组织学习影响企业创新绩效，外部适应维度主要通过隐性知识传播和资源整合影响企业创新绩效。     

论传统期货交易所公司化改造的背景

许多传统的会员制非赢利期货交易所近年来纷纷进行公司化改造,成为赢利性的股份公司。尽管对这种组织变革及其相关问题存在着一些不同认识,但要深入研究这些问题,必须首先弄清出现公司化改造浪潮的背景。研究表明,促成这类战略决策的主要因素包括三个方面：信息技术的变革与创新使传统交易方式和组织形式面临技术竞争力方面的压力;国际期货市场结构发生了重大变化,传统交易所组织形式面临竞争方面的严峻挑战,有关国家的市场监管部门为提升本国期货业的竞争实力,对交易所的组织变革提供了有力支持。     

筑好巢搭好桥：产学研合作知识耦合、信任与组织双元学习关系研究

组织双元学习是企业获取持续竞争优势的根本途径,企业与学研机构能力不匹配而产生的结构化困境是困扰企业组织学习的核心议题。基于产学研合作知识耦合视角,探讨产学研合作知识耦合对组织双元学习的作用机制以及信任对产学研合作知识耦合与组织双元学习关系的中介作用。基于226份产学研合作配对数据构建理论模型,利用层次回归法进行实证检验。结果发现,产学研合作知识耦合对探索式学习和利用式学习具有显著正向影响;产学研合作知识耦合对认知信任有显著促进作用,但对情感信任的促进作用不显著;同时,信任类型与组织双元学习方式匹配相对应,情感信任对探索式学习具有显著影响,认知信任对利用式学习具有显著影响;仅认知信任在产学研合作知识耦合与组织学习关系中发挥部分中介作用。     

Wealth Effects, Distribution, and the Theory of Organization

We construct a general equilibrium model of firm formation in which organization is endogenous. Firms are coalitions of agents providing effort and investment capital. Effort is unobservable unless a fixed monitoring cost is paid, and borrowing is subject to a costly state verification problem. Because incentives vary with an agent's wealth, different types of agents become attractive firm members under different circumstances. When borrowing is not costly, firms essentially consist of one type of agent and are organized efficiently. But when the costly state verification problem is sufficiently severe, firm organization will depend on the distribution of wealth: with enough inequality, it will tend to be dictated by incentives of rich agents to earn high returns to wealth, even if the chosen organizational form is not a technically efficient way to provide incentives.Journal of Economic LiteratureClassification Numbers: D2, D31, J41, L2.     

Firm Organization,Technology And Performance: An Empirical Study ∗

The purpose of the study is to characterize different styles of work organization in French firms and their current changes and to link them to the use of specific technologies and to firms performance. The data which are used arc of two kinds: a labor force survey (1 470 blue collar) and a business survey (7 089 firms). We show that two main variables create differences among firms' organization devices: the intensity of communication within the workshop and the level of autonomy of workers (facing technological and hierarchical constraints). The use of advanced technologies and the skill of the labor force are positively linked to both organizational variables. Therefore. ‘Communicating organization’ and organizational innovation seem to aim at creating conditions for individual and collective learning on new technologies. They also enhance the ability of the firm to adapt to changing market conditions through technological innovation and inventory reduction, These views are supported by econometric estimation.     

Cognitive style, learning and innovation

Cognitive style is widely recognized as an important determinant of individual behaviour. “This paper considers its rehance to organizational learning and the innovation process. The central argument is that cognitive style is fundamental determinant of individual and organizational behaviour which manifests itself in individual workplace actions and in organizational systems, processes and routines. “The paper presents a number of propositions which raise some implicationsfor research into cognitive styles and its impact upon innovation and organizational learning. It is argued that in order to optimize individual performance: (a) a number of human resource interventions are required which facilitate a versatility of style at both the individual and the organizational levels; (6) managers and human resource practitioners have a crucial role to play and that a precondition for action is an understanding of the basis of style and its practical implications.     

Emerging patterns of complex technological innovation

Technological innovation is increasingly concerned with complex products and processes. The trend toward greater complexity is suggested by the fact that in 1970 complex technologies comprised 43% of the 30 most valuable world goods exports, but by 1996 complex technologies represented 84% of those goods. These technologies are innovated by self-organizing networks. Networks are those linked organizations that create, acquire, and integrate the diverse knowledge and skills required to innovate complex technologies. Accessing tacit knowledge (i.e., experienced-based, unwritten know-how) and integrating it with codified knowledge is a particular strength of many networks. Self-organization refers to the capacity networks have for reordering themselves into more complex structures (e.g., replacing individual managers with management teams), and for using more complex processes (e.g., evolving strategies) without centralized, detailed managerial guidance. Case studies of the innovation pathways traced by six complex technologies indicate that innovations can be grouped into three quite distinct patterns. Transformation: the launching of a new trajectory by a new coevolving network and technology. Normal: the coevolution of an established network and technology along an established trajectory. Transition: the coevolutionary movement to a new trajectory by an established network and technology. Policy makers and managers face the greatest challenge during those periods of movement from one innovation trajectory to another. These are periods of turbulence; they are the embodiment of Schumpeter's “gales of creative destruction.” This paper investigates how, in six case studies, core capabilities, complementary assets, organizational learning, path dependencies, and the selection environment varied among the innovation patterns. The paper builds on work reported in a recent book by the authors entitled: The Complexity Challenge: Technological Innovation for the 21st Century, Pinter, London, 1999.     

企业高层领导跨界学习能力的结构维度与影响作用——基于中国情境的扎根理论研究

企业高层领导跨界学习能力已成为企业保持持久生存和发展的必然要求。对30位企业高层领导一对一访谈资料进行扎根理论分析，构建“驱动力—行为策略—结果”的企业高层领导跨界学习能力结构维度及其影响作用模型，并运用组织学习理论与高阶理论对模型进行诠释。结果表明：企业高层领导跨界学习能力由跨界学习愿景构建能力、跨界学习领域选择能力、边界惯性重构能力、跨界学习执行能力和跨界知识挖掘能力5个能力结构要素构成；企业高层领导跨界学习能力通过新思维引入、本位跨越提升组织双元学习水平，影响企业持续创新和管理创新绩效。     

技术追赶的迂回模式:基于探索与利用的拓展分析框架

基于对探索与利用两类组织学习的拓展分析,细化了后发企业在技术追赶不同阶段的学习与创新活动的互动关系,并提出了技术追赶的3类迂回模式。研究表明:工艺利用、产品利用、工艺探索和产品探索是技术追赶过程中4类主要的学习活动;根据后发企业开展学习活动的差异,技术追赶有技术迂回、市场迂回和曲折迂回3种模式。