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为了明确员工人力资本投资意愿对双元创新的影响机理,本研究基于多任务和实物期权的视角,提出员工可以根据不同创新的潜在收益和风险水平,采取与之相适应的人力资本投资策略,从而在员工个人层面实现两种创新方式的双元平衡,在组织整体层面提高组织创新成效。研究发现,当探索式创新面临巨大的不确定性,员工增加对利用式创新的人力资本投资,企业应该采取避免失败的策略;当利用式创新的前景不好,或者探索式创新潜力巨大,员工增加对探索式创新的人力资本投资,企业采取包容失败的策略;在团队创新模式中,如果员工人力资本投资互补性强,且团队创新氛围高,员工将增加对两种创新的人力资本投资。研究结果在理论揭示了员工双元创新的复杂认知过程,扩展和补充了组织双元理论的微观基础,在实践上为企业选拔、培训和管理双元型员工提供了科学指南。
In order to clarify the influence mechanism of employees’ willingness to invest on human capital on dual innovation, this study proposes that based on multitasking and real options, employees can adopt corresponding human capital investment strategies according to the potential benefits and risks of different innovations, So as to realize the dual balance of the two innovative ways at the individual level of employees and improve the effectiveness of organizational innovation at the overall level of the organization. The study found that when exploration-based innovation faces huge uncertainty and employees increase their investment in human capital for utilization-oriented innovation, enterprises should adopt a strategy of avoiding failure. When the prospect of exploitative innovation is not good or there is great potential for exploratory innovation, employees Increase the investment of human capital in exploratory innovation and employ the strategy of inclusive failure; in the team innovation mode, if the human capital of employees is highly complementary to each other and the atmosphere of team innovation is high, the employees will invest more in two innovative human capital. The research results reveal the complex cognition process of employee dual innovation, expand and supplement the microscopic foundation of organizational dual theory, and provide a scientific guide for enterprises to select, train and manage dual-type employees in practice.