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1.
以基于共享心智模型的组织知识创新管理为研究对象,以我国上海、浙江、江苏三地区30家企业120个专门性的组织结构为样本来源,检验了组织知识创新管理中组织共享心智模型作用的各种前因与后果。检验结果表明,组织共享心智模型中的组织隐性知识共享水平与组织内在价值意义共享水平对组织知识创新能力的开发、组织知识创新战略的内在有机集成、组织知识创新成果的内部传播效率皆具有较显著的促进作用,而组织学习、交叉培训、经验交流、组织文化以及组织激励机制等因素则分别构成了组织共享心智模型形成过程中的重要影响前因。研究结论为今后更进一步地探明组织知识创新管理的内在运作机制提供了一个新视角,也为当前各级组织加强自身内在隐性知识资源的开发指明了一个具体的方向。 相似文献
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当世界进入知识时代,组织和企业赖以生存的环境发生了根本的变化,为了维持生存和发展,学习型组织已经成为企业的核心战略之一,本文通过对社会学、心理学、经济学对组织学习理论的渊源探讨,分析了管理学对组织学习理论研究的角度和源泉,以便企业决策人更进一步理解组织学习的理论和建立适应组织情景的组织学习机制。 相似文献
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This study was interested in determining whether ethnicity-based cultural differences affected knowledge usage in today's multicultural organizations. Our empirical study uses a psychology-based approach to measure what we refer to as implicit managerial knowledge of Information and Communication Technology (ICT) workers within three Australian organizations. The research instrument captures responses to various ICT workplace scenarios in order to determine and compare the different ways in which people make use of the implicit knowledge they use to manage themselves and others. Using the culture-based literature to assist with interpretation of the data, we have identified a number of themes and their characteristics and brought these together to provide a comprehensive model for understanding cultural influences. This model can be used to better appreciate why and perhaps anticipate how an individual's implicit managerial knowledge will be used in responding to everyday workplace situations. Such an understanding will assist organizations to develop appropriate and effective knowledge management strategies. 相似文献
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技术创新是企业发展的核心动力。但是，技术创新是否会提升公司绩效？目前理论界存在着相悖的观点。基于组织学习顺序视角，采用纵向对比案例研究的方法，分析技术创新过程中不同的组织学习顺序对企业绩效提升的路径。研究结果表明：不同成长阶段的不同组织学习方式均能够促进技术创新对公司绩效的提升作用；但四种组织学习方式在技术创新的过程中扮演着不同的角色，从而对企业绩效产生不同的影响。处于探索阶段和成长阶段的企业，“播种型”的学习顺序可能更具优势；而在快速发展阶段，企业采用“咨询型”和“增强型”的组织学习在技术创新过程对提高公司绩效方面没有太大差异。因此，在企业的发展过程中，应根据处于不同的发展阶段选取不同的组织学习顺序与技术创新相匹配，才能提高企业的绩效。最终，在此基础上建立了技术创新、组织学习顺序对公司绩效影响的理论框架模型。研究结论对丰富组织学习的相关理论以及指导企业科学进行技术创新，从而提高企业绩效具有指导意义。 相似文献
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随着工业5.0来临,人工智能与大数据技术迅速发展,我国技术型企业将面临激烈的竞争环境与严峻的现实挑战。知识吸收能力反映了企业识别新知识、吸收新知识并将其应用于组织目标的过程,能提高组织创新性与灵活性,也使企业更具有竞争优势。通过文献综述与理论推导,提出创新氛围、知识吸收能力与创新绩效的关系假设。采用问卷调查法在技术型企业中收集数据,运用SPSS22.0软件进行统计分析,得到研究结论：创新氛围显著正向影响知识吸收能力与创新绩效;知识吸收能力显著正向影响创新绩效;知识吸收能力在创新氛围与创新绩效之间具有部分中介效应。研究成果为技术型企业提升员工知识储备、学习能力与创新绩效提供参考。 相似文献
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Nonprofit organizations (NPOs) are in crisis due to the introduction of new public management. Social intelligence represents organizational members’ tacit knowledge, abilities and skills to sense and understand the needs of external stakeholders, and constantly interact appropriately with the stakeholders for the benefits of their firm. Using 20 qualitative semi-structured in-depth interviews across nine Australian NPOs as the central instrument, this paper argues that social intelligence acts as a catalyst to external knowledge acquisition, which can have a dynamic influence on human capital development and organizational learning for innovation in NPOs. The analysis also reveals that half of the participants’ understandings of social intelligence are different to those commonly contained in the literature. The paper argues that a better understanding of the theory–practice divide of social intelligence is necessary if knowledge management, organizational learning and an intellectual capital-view of the firm are to be fully integrated. 相似文献
7.
Startup size and the mechanisms of external learning: increasing opportunity and decreasing ability?
An important area of investigation in the field of entrepreneurship examines how people and organizations exploit technological opportunities. Prior research suggests that alliances, the mobility of experts, and the informal mechanisms associated with geographic co-location can present firms with useful opportunities to source technological knowledge. This paper uses insights from strategic management and organizational theory to suggest that organizational size may have an important impact on the extent of external learning, since it differentially affects the likelihood of learning via formal and informal mechanisms.Examining a cross-section of semiconductor startups, we find that external learning increases with startup size. With regard to the specific mechanisms of learning, we find that firms learn from alliances regardless of their size. For the informal mechanisms of mobility and geographic co-location, however, learning decreases with firm size. These results suggest that as startups grow, they may have increasing opportunities to access and exploit external knowledge, but their motivation (and hence ability) to learn from more informal sources may decrease. 相似文献
8.
Over recent years, organizations have started to capitalize on the significant use of Big Data and emerging technologies to analyze, and gain valuable insights linked to, decision-making processes. The process of Competitive Intelligence (CI) includes monitoring competitors with a view to delivering both actionable and meaningful intelligence to organizations. In this regard, the capacity to leverage and unleash the potential of big data tools and techniques is one of various significant components of successfully steering CI and ultimately infusing such valuable knowledge into CI strategies. In this paper, the authors aim to examine Big Data applications in CI processes within organizations by exploring how organizations deal with Big Data analytics, and this study provides a context for developing Big Data frameworks and process models for CI in organizations. Overall, research findings have indicated a preference for a rather centralized informal process as opposed to a clear formal structure for CI; the use of basic tools for queries, as opposed to reliance on dedicated methods such as advanced machine learning; and the existence of multiple challenges that companies currently face regarding the use of big data analytics in building organizational CI. 相似文献
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企业组织创新过程中的学习机制及知识管理 总被引：47，自引：1，他引：46
知识经济时代成功的企业必定是致力于创新的、柔性的和知识生产与管理型企业;而实现企业的知识化改造,有效的组织创新是重要途径之一。本文借助于组织学习理论对学习过程的揭示,分析了企业组织创新的内在过程,以及蕴涵在其中的组织学习和知识管理机制的模式、特点,并作为例证考察了导向虚拟企业和事业部制的组织创新模式。 相似文献
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《International Journal of Information Management》2014,34(6):770-779
Project-based organizations (PBO) are nowadays widespread in almost all the activity sectors. This type of organizations poses complex problems for information and knowledge management due to the fragmentation and lack of uniformity of organizational structures, processes, practices, and technologies. The ineffectiveness of knowledge sharing over time, between project teams, is perhaps the most prominent issue that PBO must deal with. This strongly affects organizational learning, which seems to under-deliver value to PBO. Therefore, relevant knowledge is trapped in an “informational limbo” out of reach, not being capitalized for the organization. This is particularly true in research and development (R&D) institutions, where knowledge sharing can be hindered by conceptual misunderstandings resulting from different disciplines, cultures and ways of working of project participants. This paper addresses such issues by analyzing, in a comprehensive way, how information and knowledge management can better suit project team's needs and at the same time improve organizational learning. An ethnographic study, based on immersed participant observation, is performed at a Portuguese R&D Institute, in order to understand the link between the way information is managed in a project and how people interact and learn by sharing knowledge between projects. Results provide a set of enterprise information management (EIM) recommendations. Findings also suggest that a PBO-wide EIM strategy, balancing knowledge codification and personalization mechanisms, is a feasible solution to overcome the problems of knowledge sharing in PBO. 相似文献
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企业在发展的过程中可能会形成惰性,使其商业模式无法快速响应市场需求的变化,阻碍了可持续发展,因此,在惰性的氛围下如何推动商业模式创新,是企业亟待解决的问题。但当前管理学中惰性的相关研究较少关注商业模式创新领域,从而导致对从惰性到商业模式创新的过程缺乏深入的探究。基于此,论文以在新零售背景下进行商业模式创新的传统零售企业为研究对象,通过扎根理论方法,构建出组织在惰性氛围下的商业模式创新过程模型,以探究组织从惰性到商业模式创新的过程机理,研究发现：（1）环境压力促使组织对当前的惰性特征进行反思,从而增强商业模式创新的动机;（2）组织需要综合运用主动遗忘、组织学习与组织借用三种方式来减弱对原有商业模式的依赖,并进行商业模式的探索、借鉴与尝试,而这一知识建构过程受到网络嵌入的影响;（3）在知识建构的基础上增强组织即兴能力,更有利于降低组织即兴的不确定性和风险性,促进商业模式创新。在此基础上,论文对研究结果进行了讨论,并提出相关建议。 相似文献
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从知识的定制化程度这一全新视角分析组织间的知识转移,拓展了当前知识管理研究的范围,对组织的知识转移实践提供了切实的管理依据.对引入知识定制化程度这一概念的必要性进行阐述,并进行内涵界定;分析组织成员的学习倾向、工作需求与知识定制化程度及最终知识转移绩效间的相关关系及深层的调节影响关系,提出研究模型.运用调研问卷对理论模型进行实证检验.总结了主要研究结论并指出未来研究方向. 相似文献
13.
Knowledge management (KM) is based on contextual factors of the organization, such as human resources, organizational culture, and organizational structure, developed separately by the organizations. This research aims to identify clusters for the development of these contextual factors. The research was based on an instrument containing questions that evaluate the degree of development of the contextual factors of the organization. We collected data from 78 companies of the Brazilian automotive industry, and analyzed them from multivariate techniques of factor analysis, cluster analysis, and discriminant analysis. The research results present four distinct clusters for the development of the contextual factors that support KM. The mapped clusters indicate that a small group of companies are innovative and explorative of knowledge and lead the industry’s creative process, while the other two groups, called exploitative and retardative companies, follow the development proposed by the companies of the two first groups. 相似文献
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战略人力资源管理是企业取得绩效均势的重要途径。然而,现有研究却并未回答在不同生命周期阶段战略人力资源管理内部实践是否对绩效具有同样的影响路径这一问题。研究基于400余家科创企业,从能力-动机-机会（AMO）三个层面探讨了不同生命周期阶段下战略人力资源管理对组织绩效的影响路径。研究发现,初创期科创企业AMO战略人力资源管理通过双元学习能力与人力资本的连续中介作用影响组织绩效;而发展期与成熟期科创企业则仅通过双元学习能力的中介作用影响组织绩效。研究在资源-能力整合框架下厘清了不同发展阶段AMO战略人力资源管理对组织绩效的差异化影响机制,这为管理实践动态配比组织资源与能力提供了参考借鉴。 相似文献
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组织学习内部推动因素的结构及其与组织学习取向的关系 总被引：1，自引：0，他引：1
根据文献综述、案例整理、访谈、开放式问卷得到调查问卷。268份有效调查问卷的探索性因素分析结果表明,我国企业组织学习内部推动因素由"持续发展、组织支持、开放合作、尊重个性"4因素构成。相关分析结果表明,组织学习内部推动因素具有以下作用:促进企业从外部获得新知识,在企业内部进行有效的知识传播,有利于实施变革型、群体的学习。 相似文献
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Improving how knowledge is leveraged in organizations for improved business performance is today considered as a major organizational change. Knowledge management (KM) projects are stigmatized as demanding, fuzzy and complex, with questionable outcomes—more than 70% of them do not deliver what they promised. A case of Samsung Electronics mobile branch we present shows how KM projects can be more successful if they are treated as business process-oriented organizational change projects. Both organizations and academia can stand on the shoulders of giants as previous experience and research in that area is rich. Adding the KM flavor to such organizational change is the goal of this case study; the learning outcomes include a six-step KM solution design method, a justification for the business process level of analysis and managerial action, and the need for modest and just-do-it approach when introducing KM-related organizational interventions. 相似文献
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This opinion paper presents the need for IS research on compassion in the organizational workplace. Given the current challenges caused by COVID-19, we argue that organizations need to be resilient to counter the adverse effects of this pandemic. Developing a compassionate organizational workplace is an effective way to build resilient organizations. The paper draws attention to the fact that a focus on compassion can be a valuable scope of inquiry within IS research. It proposes an integrative framework mapping the scope of compassion in IS research and develops a research agenda that can aid future inquiry into this phenomenon. 相似文献
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Knowledge sharing can be viewed as an organizational innovation that has the potential to generate new ideas and develop new business opportunities through socialization and learning process of knowledge workers. Moreover, numerous scholars have proposed that interpersonal trust is an important facilitator of knowledge sharing. This study aims to develop a research model examining how organizational support influences the intention to facilitate knowledge sharing through organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust. Data from a survey of senior executives in Taiwan were used to test the proposed research model. Confirmatory factor analysis was conducted to examine the validity of the measurement model, and the structural model also was analyzed to test the associations hypothesized in the research model. The results showed that organizational support is positively associated with organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust, which in turn are positively related to organizational intention to facilitate knowledge sharing. Implications for organizations are also discussed. 相似文献