联盟下的组织学习策略研究

知识经济时代,知识是企业获取竞争优势的关键,企业要想保持并建立自己的竞争优势,就必须不断学习创造知识.企业间的合作联盟能为企业提供良好的学习平台,快速提高企业竞争力.近年来随着联盟数量不断增加,企业通过联盟获取知识对其越来越具有战略意义.但企业在联盟中的学习往往面临着诸多挑战,这常使联盟学习的失败率高居不下,因此联盟中的组织学习策略成为该领域内非常重要的焦点问题.     

企业联盟中的信任关系与知识转移

<正>在知识经济时代,鉴于竞争的压力,组织不能仅仅依靠内部资源,而要去寻求组织间合作。通过联盟从组织外获取知识和能力。一、企业联盟是知识获取的平台企业加入联盟的主要合作动机之一是从伙伴企业处获取知识和能力,以增加研发的规模效益,缩短研发时间,分散研发风险和成本,实现技术转移和技术跨越,获得技术标准,以及进入市场和寻     

基于信任观点的企业联盟治理机制演变机理研究

随着经济全球化、客户需求多样化和技术创新的不断加快.越来越多的企业开始通过战略联盟来获取资源,实现优势互补,维持自身在市场中的竞争优势.当然,合作中的竞争也使企业面临自身,核心技术被窃取及优势资源流失的风险.因此,联盟内合作企业间治理机制的构建及其有效性具有非常重要的现实意义,而合作企业间信任关系在联盟治理机制演变过程中起着非常重要的作用.联盟成立初期,企业主要采取正式契约治理联盟;随着双方合作的不断深入,联盟经理间个人关系的发展、企业对合作伙伴预期的实现及联盟绩效的公平获取,会促进双方感性信任的建立.而合作企业间感性信任的发展又会降低对正式契约治理的依赖性,转而使用柔性更高、交易成本更低的关系契约治理联盟.     

企业技术联盟知识产权激励的途径分析

由于企业联盟的合作R＆D活动涉及多主体之间的利益分配与协调问题，因此必须通过合作组织内部相应的知识产权激励机制来保护和界定知识产权，主要包括联盟内部专利权的归属界定和联盟内部的专有技术保护，以期避免“道德风险”并促进企业通过联盟内部的知识共享学习和吸收知识。     

基于战略联盟的企业效率改进方式

在当今激烈的竞争环境中,企业内部整合越来越雷同、内部改善的空间越来越小,越来越多企业把注意力转移到企业外部效率的提升,选择战略联盟竞争模式。从分析企业间合作的动因入手,以新兴古典经济学的角度来论证战略联盟有利于企业效率的提高,从而建立有效地战略联盟以改进企业效率。     

战略联盟知识转移数理模型

知识是企业持续竞争优势的重要来源,获得有价值的知识是企业基业常青之本,而战略联盟通过组织学习为企业提供了获得知识的有效途径,保持了企业的竞争优势和创新能力。通过对相关文献的回顾和必要假设的基础上,构建了战略联盟动态知识转移数理模型,通过对数理模型的讨论和分析,得出战略联盟知识转移过程中的影响因素和最大值,试图在战略联盟合作伙伴间组织学习的过程中为组织管理者提供理论依据。     

“三马同槽”：开创企业战略联盟合作新模式

随着市场竞争的不断加剧,企业在竞争过程中逐渐发现原本的“单打独斗”已经无法满足企业内部发展及外部扩张的需求。企业战略联盟为企业竞争力提升提供了合作的平台。由阿里巴巴、中国平安和深圳腾讯科技三家公司成立的“众安在线”,打破了原有企业战略联盟的合作模式,集合三家企业的优势,开创了全新的企业网络战略联盟模新式。     

学习型联盟知识内部化与能力构建的研究

学习型联盟中的学习与知识内部化过程会影响企业在市场上的竞争优势,以及在联盟内的议价能力,因此,联盟成员之间产生了竞争性。本文在分析学习型联盟合作性与竞争性的基础上,对联盟成员企业在知识内部化和能力构建过程中的策略选择、激励因素等问题进行了研究。     

战略联盟知识转移数理模型

知识是企业持续竞争优势的重要来源,获得有价值的知识是企业基业常青之本,而战略联盟通过组织学习为企业提供了获得知识的有效途径,保持了企业的竞争优势和创新能力。通过对相关文献的回顾和必要假设的基础上,构建了战略联盟动态知识转移数理模型,通过对数理模型的讨论和分析,得出战略联盟知识转移过程中的影响因素和最大值,试图在战略联盟合作伙伴间组织学习的过程中为组织管理者提供理论依据。     

企业战略联盟中R&D活动的成因分析

企业R&D活动在战略联盟中的实施,既是信息技术发展和外部竞争压力的推动,也有其为了规避经营风险、弥补自身"战略短板"、利用外部技术资源的需要。本文从R&D活动对企业战略联盟的意义和战略联盟对R&D活动提供的支持两方面做出了解释。     

The Effect of Confucian Work Ethics on Learning About Science and Technology Knowledge and Morality

While Chinese societies often appear centralized and traditional, presumably impeding technology and innovation, these values may simply reflect the negative-leaning poles of Confucianism. This study proposes a Confucian work ethic dimension that stresses justified tradition. In combination with Western innovative cultures, this Chinese style might facilitate learning about knowledge and morality in an interaction seemingly unique to the Chinese science and technology sector. Specifically, contrary to the Western style that tolerates conflict to achieve harmony, Confucian work ethics – an Eastern way – prefer to respect hierarchy to attain harmony. Samples from the multinational corporations in Shanghai and privately owned enterprises in Hsinchu of Taiwan represent two levels of Westernization. The findings reveal that the two types of cultures almost equally influence the facilitation of learning about morality, whereas the Western way more effectively teaches about professional knowledge and the Eastern way more effectively teaches general knowledge. In addition, though the samples from both locations enjoy positive advantages from their combined cultures, Shanghai appears more Westernized than Taiwan, and Taiwan benefits more from Confucian work ethics and a higher level of quality learning, particularly with regard to morality. This result may suggest the benefits of Confucius’ ideas, if they are not used excessively to emphasize the negative aspects.     

外部需求衰退与代工企业自创品牌

在国际需求衰退的背景下,我国的代工企业面临着如何在外部需求衰退的约束下实现产业升级的新问题。外部需求衰退固然给代工企业生产经营带来困难,但这一外生冲击也在开拓市场、突破进入壁垒、获取营销渠道等方面给其自创品牌带来机遇。此外,代工企业品牌策略的成功还取决于企业自身效率、学习能力、资本和技术积累等多种因素。文章用韩国三星电子在亚洲金融危机中实现品牌成长的案例进行了说明,并分析了代工向自创品牌的转化条件。     

出口经验能助推对外直接投资吗?--基于中国与“一带一路”沿线国家宏观数据的实证研究

以"一带一路"沿线45国2003~2014年数据为样本,实证检验了出口经验能否提升对外直接投资。研究结果显示,出口经验显著提升中国对"一带一路"沿线国家的直接投资。在基准模型的基础上,引入公共治理、能源禀赋和地理区位与出口经验交互项的实证结果还显示,出口经验对直接投资的促进效应随着东道国治理水平提升而提高,对陆上丝绸之路国家的作用显著低于海上丝绸之路国家,而能源禀赋并未直接或间接通过出口经验对直接投资产生作用。这些研究结论说明,企业在不确定性外部环境下进行对外直接投资时,倾向于通过建立出口学习曲线并依此进行直接投资决策。     

Influence of demographic factors and ownership type upon organizational learning culture in Chinese enterprises

This empirical study, using Western concepts incorporated into the Dimension of Learning Organization Questionnaire (DLOQ) instrument and data collected from 919 employees in nine companies located in Guangdong Province, China, explored organizational learning culture in Chinese business settings. Findings suggest that the DLOQ is applicable to the Chinese context, and demographic variables, such as age and educational level, and the type of ownership of Chinese companies (state‐owned enterprises and privately owned enterprises), show differences in organizational learning culture. Discussions and implications are provided.     

中国企业的学习型组织文化:基于人口统计变量、企业属性、工作满意度和组织绩效的实证分析

By using a Western concept—the instrument called dimensions of learning organization questionnaire (DLOQ), and the data collected from 919 employees in nine companies located in Guangdong Province, China, the present empirical study explores the culture of learning organizations in Chinese business settings. Findings suggest that the DLOQ is applicable to the context of China as well, and those demographic variables, such as age and educational level, together with the types of ownership of Chinese companies, such as state-owned enterprises (SOEs) and privately-owned enterprises (POEs), suggest differences in the culture of learning organizations. Results also indicate that the learning organization culture of a firm has strongly positive impact on employees’ job satisfaction and perceived organizational performance. Two implications should be noted. First, as employees in middle age and with college education show the strongest sense of improving the learning culture, it can be inferred that demographic characters and groups may influence the organization’s learning culture differently. Second, as POEs have a better learning atmosphere than SOEs, it can be inferred that POEs have a stronger competitiveness than SOEs in terms of learning ability and organizational performance. To indigenize the Western construct and instrument of learning organizations, the present study, as an exploratory research, gives substantial knowledge on the subject and seeks to fill the gap in the literature, despite the limitations of cultural nuances and a narrowly-concentrated sample.     

中国企业国际采购发展阶段特征的案例分析

随着中国企业国际化的发展,国际采购必将为中国企业国际竞争力的提高与可持续发展作出越来越重要的贡献。国际采购不仅是企业的运作职能,更是企业的战略职能。运作层次国际采购向战略层次国际采购的发展可以划分为不同阶段。本文采用案例研究方法对不同阶段中国企业国际采购的特征进行实证分析。研究结果表明,中国企业国际采购发展的初级阶段主要是追求海外供应的高质量和高技术,随着国际采购阶段的深入,中国企业国际采购能力建设将更为完善,将追求更为多样化的战略利益。中国企业国际采购所面临的硬性成本与外部障碍的重要性下降,软性成本和内部障碍越来越重要。对于国际采购发展程度较高的企业,内部障碍对企业国际采购能力建设提出了更高的要求。但软性成本的阶段性特征表现得不明显,文化与商业习惯差异是比较普遍的软性成本,其他软性成本类型主要与企业特征或行业类型有关。     

基于知识的企业国际化渐进性分析与路径选择

企业国际化依赖于国际化知识的积累和组织学习能力的提高。知识积累和国际化行为相互作用循环上升使企业的国际化过程表现出动态渐进的特征,企业决策者可以根据国际化过程的渐进性特征以及自身实际为企业的国际化拓展做出合适的路径安排。海尔、海信等企业的国际化实践,对尚处于国际化初级阶段的中国大多数企业产生启示作用。     

Towards a Framework of Reverse Knowledge Transfer by Emerging Economy Multinationals: Evidence from Chinese MNE Subsidiaries in the United States

This article extends the research on knowledge transfer by emerging‐economy multinationals (EEMs) by exploring the determinants of successful reverse knowledge transfer (RKT) in Chinese enterprises operating in the United States. Building upon organizational evolution and learning literature, we propose a model linking strategic asset‐seeking motivations, headquarters (HQ) control, and subsidiary age to RKT. The model is empirically tested in the context of Chinese enterprises in the United States and further justified by four cases of Chinese multinationals. Our exploratory study provides initial evidence that strategic asset‐seeking motivations and HQ control are significantly and positively related to RKT. Furthermore, our empirical evidence indicates a negative relationship between subsidiary age and RKT. We discuss the implications for theory development and practice for managing and organizing EEMs and their subsidiaries and suggest avenues for future research on this emerging phenomenon. © 2016 Wiley Periodicals, Inc.     

Connecting big data management capabilities with employee ambidexterity in Chinese multinational enterprises through the mediation of big data value creation at the employee level

Drawing from the knowledge-based dynamic capabilities (KBDCs) view, this study examines the association of big data management capabilities with employee exploratory and exploitative activities at the individual level. Furthermore, it also investigates the mediating role of big data value creation in the association of big data management capabilities with exploratory and exploitative activities. The partial least square method was employed to analyse the hypotheses using data collected from 308 employees of 20 Chinese multinational enterprises. The existing literature gives scant attention to the role of big data management capabilities at the individual level. The main contribution of this study is that it conceptualises big data management as the ability to utilise external knowledge (generated from global users) under the resource constrained environment of an emerging economy. Furthermore, this study builds upon the existing literature on KBDC to explain big data management capabilities as antecedents to ambidexterity at the individual employee level.     

关于知识型企业建设的思考

在知识经济时代,智力竞争目趋激烈,使打造知识型企业的任务更加迫切,任何一个企业要想在竞争中获胜,都要把打造知识型企业作为战略任务。知识型企业的指向是知识力,打造知识型企业既要重视知识的学习与积累,更要重视知识的运用与创新。