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既往关于组织目标与创新绩效关系的研究得出了不同结论。有的学者认为高的组织目标会促进创新绩效,有的则持相反观点,还有学者指出二者呈现非线性关系。对于二者关系的研究之所以出现不同、甚至相反观点,一个重要原因是忽视了情境因素的调节作用。本研究将人为制造的组织危机作为调节变量,揭示组织危机对组织目标与创新绩效关系的调节机理。通过运用316家企业的数据进行的实证研究表明,在组织危机低的情境下,组织目标与创新绩效呈正相关关系;在组织危机高的情境下,组织目标与创新绩效呈倒U型关系。同时,还讨论了本研究的理论贡献与实践启示。
Previous research on the relationship between organizational goals and innovation performance has led to different conclusions. Some scholars believe that high organizational goals will promote innovation performance, while others hold the opposite view, while others point out that the two show a non-linear relationship. One of the important reasons for the different or even opposite views on the relationship between the two is that they ignore the regulatory role of situational factors. In this study, the man-made organizational crisis is used as a regulatory variable to reveal the regulatory mechanism of organizational crisis on the relationship between organizational goals and innovation performance. Empirical studies using data from 316 firms show that there is a positive correlation between organizational goals and innovation performance in the context of low organizational crisis. In the context of high organizational crisis, organizational goals and innovation performance are inverted U-shaped. At the same time, it also discussed the theoretical contribution and practical enlightenment of this study.