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1.
原始性创新是企业获得核心竞争力的关键,但当前对企业如何获得原始性创新的研究严重不足。为此,以我国环渤海经济带179家高技术企业为样本,从组织遗忘和即兴角度研究原始性创新形成问题,并进一步分析环境动态性在组织遗忘和原始性创新间的作用。结果发现:组织遗忘和组织即兴对原始性创新具有积极效应;组织即兴在组织遗忘和原始性创新间发挥着部分中介作用;环境动态性对组织遗忘和原始性创新的关系具有正向调节效应。 相似文献
2.
The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems. 相似文献
3.
《International Business Review》2019,28(4):785-795
We study the role that firm-specific assets (FSAs) play in the processes underlying the internationalization–performance relationship. International business scholars have begun studying the interrelationship between FSAs, internationalization, and performance; however, this research is still emergent, and has produced inconclusive results. We believe that this may be due, in part, to research designs involving the same FSAs across many industries, even though individual industries may rely on different FSAs in their internationalization strategies. We address this issue in a single industry study of U.S. movie studios, which typically rely on blockbuster production capabilities as FSAs in their internationalization efforts. We show how these FSAs co-evolve with firms’ degree of internationalization, and how each factor mediates the positive effect of the other on performance. Our results highlight the importance of studying specific industries and their salient FSAs when assessing their role of such resources in the internationalization–performance relationship. 相似文献
4.
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。 相似文献
5.
对我国风险投资组织模式选择的研究 总被引:3,自引:0,他引:3
周莉 《中央财经大学学报》2003,(8):52-56
有限合伙制以其特有的产权和责任安排而被认为是最符合风险投资行业特点和要求的组织形式。我国在对建立有限合伙制风险投资企业的认识上存在一定的分歧,本认为随着我国经济的不断向前发展,相关法律法规的完善,有限合伙制必然会成为我国风险投资企业组织模式的首选。 相似文献
6.
Hybrid governance forms that seek to meld the virtues of both market control and traditional hierarchical control are alluring. Comparatively little research, outside of the M-form literature, has examined internal hybrids - hierarchical forms infused with elements of market control. This paper contends that common change initiatives, such as TQM, re-engineering, autonomous work teams, and group-based rewards, are appropriately viewed as attempts to craft internal hybrids by selectively infusing elements of market control within hierarchy. However, these change initiatives are often implemented in isolation and, as a consequence, violate patterns of complementarity that sustain traditional hierarchy or support the stable infusion of market control.The paper argues that these violations of complementarity often spiral hierarchies toward fundamental transformation. The clear trajectory of these transformations is to quite radically disaggregated organizations structured around teams. The paper presents both theory and evidence supporting the existence of complementarities among these common change initiatives. 相似文献
7.
Reverse e-auctions, which enable suppliers to compete on-line in real-time, are changing the way organizations select their suppliers. We explore how five large firms in different industries learned to use e-auctions, and how e-auctions were integrated into their purchasing processes. To successfully implement e-auctions, organizations should: (1) build e-auction competencies; (2) organize for knowledge management; (3) create a holistic sourcing process; (4) focus on the total cost of ownership; and (5) experiment with e-auction designs. Key observations are drawn from the case studies, and implications for supply managers are presented. 相似文献
8.
The purpose of this paper is to study how organizational rejuvenation is used to increase and support knowledge exploitation
in multinational enterprises. Using case-study data to explore the theoretical arguments, interesting findings emerge. The
main finding is that entrepreneurial activities in IT industry enable organizational rejuvenation with repercussions beyond
the focal function. Other findings relate to how corporate entrepreneurship activities provide possibilities for continuous
knowledge exploitation within the MNE and how entrepreneurial groups inside MNEs form the foundation from which the organizational
rejuvenation originates. Finally, the form of organizational rejuvenation studied embraced both structural and behavioral
changes.
The authors acknowledge an equal share in the development of this article. 相似文献
9.
Technological proximity and the choice of cooperation partner 总被引:1,自引:0,他引:1
This paper provides empirical tests of hypotheses of cooperative behavior provided by evolutionary approaches in the resource-based
view of the firm. The influences of “technological proximity”, individual incentives to cooperate and managerial tools to
the choice of research partner are analyzed. Using German patent data we can show the positive influence of those three determinants.
The results of this paper confirm theories dealing with the path-dependency of research activities.
相似文献
10.
姚华 《山西经济管理干部学院学报》2005,13(4):40-42
在当今社会,人们发现单纯依靠命令式管理来提高员工工作效率,似乎收效不大,于是寻求人本管理,采取激励的方法来提高员工的积极性,以影响组织效率。本文通过让员工参与管理,满足员工个人成长、自我价值实现的需要,充分调动员工的积极性,达到组织效率提高的目的。 相似文献