摘要
本文以我国制造类企业为样本,对组织惯性、组织创新和组织绩效三者之间的影响机制和路径进行了实证研究。结果表明,制造业中组织惯性对组织创新和组织绩效,以及组织创新对组织绩效均有显著的正向影响,组织创新在组织惯性与组织绩效的关系中发挥中介作用;通过回归分析发现组织惯性的两个维度中只有"能力延伸"维度对组织创新具有显著的正向影响,而"变革限制"维度对组织创新的影响不显著,组织惯性的两维度对组织绩效都存在显著的正向影响。
through literature review and theory analysis, the paper builds a research frame and a structural equation model among organizational inertia, organizational innovation and organizational performance in order to study their influence mechanism and route. It conducts an empirical research with Chinese manufacturing enterprises. Results show that organizational inertia exerts obviously direct impacts on organizational innovation and organizational performance, so does the organizational innovation on organizational performance, meanwhile, organizational innovation acts as a medium between organizational inertia and organizational performance. Only the dimension of capacity extension influences directly in organizational innovation, and the two dimensions of organizational inertia can have obviously direct influence on organtzational performance.
出处
《中国人力资源开发》
北大核心
2013年第11期14-18,共5页
Human Resources Development of China
关键词
组织惯性
组织创新
组织绩效
中介作用
结构方程模型
Organizational Inertia
Organizational Innovation
OrganizationalPerformance
intermediary Role
Structural Equation Modeling
