【作者】 曾俊健；

【导师】 陈春花；

【作者基本信息】 华南理工大学 ， 管理科学与工程， 2010， 博士

【摘要】 在企业发展过程中,创新是一个永恒不变的话题。富有创新精神成为企业可持续发展的内在要求。组织创新是企业创新活力的源泉与根本;组织学习是企业实施组织创新,提高创新能力,改善绩效的必经之途,是企业获取竞争优势的关键因素。因此,国内外许多企业都在努力构建学习型组织。但是,学习是一双刃剑,如果组织不善于甄别知识的价值性,不能避免损害组织竞争力的知识,不会遗忘已存在组织中的逐渐削弱组织竞争力的固有知识,不会在学习中学会遗忘,就会阻碍企业竞争力的提升。因此“企业不仅要学习,也要学会遗忘”。近年来,组织遗忘越来越多地受到学者的关注,但已有对组织学习和组织创新的研究主要集中在组织如何获得有效知识并加以推广,而较少关注主动组织遗忘如何影响组织创新。本研究则从组织主动遗忘无效或有害的知识角度入手,对主动组织遗忘、组织学习能力、组织创新的内涵和维度进行了界定,重点探讨主动组织遗忘、组织学习能力与组织创新的关系,并对组织文化调节主动组织遗忘与组织学习能力的关系进行了分析。本研究主要采用定性和定量相结合研究方法,在已有的理论和研究成果基础上,构建主动组织遗忘与组织创新之间的研究模型,提出了15个假设,通过借鉴国内外研究成果、专家访谈和预测试等方式,完善形成了主动组织遗忘、组织学习能力、组织创新、组织文化的测量指标体系,在此基础上,编制了调研问卷。然后,通过问卷调查,采用AMOS17.0和SPSS16.0统计分析软件分析回收样本,对研究模型中所涉及的自变量、因变量和调节变量进行了有关分析,对模型进行了验证。实证研究结果发现,主动组织遗忘对组织学习能力有直接的正面作用;组织学习能力对组织创新有直接的正面作用;主动组织遗忘通过组织学习能力对组织创新有正向影响;避免恶习对管理创新有正向影响;官僚型企业文化对主动组织遗忘与组织学习能力关系起反向的调节作用,创新型的企业文化对忘却学习与组织学习能力关系起正向的调节作用;支持型的企业文化对避免恶习与组织学习能力关系起正向的调节作用。本研究共有15个假设,11个假设获得支持;1个假设获得部分支持;3个假设未获得支持。本研究的创新是:第一,研究的视角是开创性的,本研究从组织主动遗忘,即对存在于组织内外无效或有害知识进行扬弃的角度入手,探讨主动组织遗忘、组织学习能力与组织创新的关系。第二,本研究采用实证方法对主动组织遗忘、组织学习能力及组织创新三者的关系进行研究,弥补了已有研究的不足,为后续的理论与实证研究提供了有益的借鉴。第三,研究构建并验证了一个研究主动组织遗忘和组织创新间关系的理论模型,发现主动组织遗忘有助于组织学习能力的提高,进而促进组织创新,而组织文化则对主动组织遗忘和组织学习能力两者起到调节的作用。这一成果丰富了组织遗忘研究领域,同时也为管理者今后谋求组织学习能力和组织创新的提高带来逆向思维的管理启示。更多还原

【Abstract】 In the enterprise development process, innovation is a constant topic. Enterprises need innovation to enhance sustainable development. Organization innovation is the source and fundamental of enterprise innovation vitality. Organizational learning is a necessity for enterprise to implement organizational innovation, increase innovation, and improve performance; it is a key factor for enterprises to gain competitive advantage. Thus, many companies are trying to build learning organizations. However, learning is a double-edged sword. The improvement of enterprises’competitiveness will be hindered if the organizations are not good at screening value of knowledge, avoiding the damage of the knowledge on organizational competitiveness, forgetting the inherent knowledge of the organization’s competitiveness which gradually erode the organization or will not learn to forget during study. Therefore,“the enterprise should not only to learn but also to forget”.In recent years, increasing attention have been paid to organization forgetting . However, the research on organizational learning and organizational innovation more focuses on how organizations access effective knowledge and to promote it while less see how intentional forgetting influence organizational innovation. This study defined the content and dimensions of intentional forgetting, organizational learning, and organizational innovation from the angles of intentional forgetting of the ineffective or harmful knowledge. This research focuses on the relationship between intentional forgetting, organizational learning capability and organizational innovation, and analyzes how organizational culture mediate the relationship between intentional forgetting and organizational learning capability.This study uses qualitative and quantitative research methods, builds the research model between intentional forgetting and organizational innovation based on the existing theories and research results. 15 hypotheses were proposed by learning from domestic and foreign research results, expert interview. Research advances the testing methods and measurement indicators of intentional forgetting, organizational learning capability, organizational innovation and organizational culture, establishing research questionnaire. AMOS17.0 and SPSS16.0 statistical analysis software were used to analyze collected samples, analyses the independent variable, dependent variable and mediate variables. Finally the model was validated.Empirical results show that intentional forgetting has a direct positive impact on organizational learning capacity; organizational learning capacity has a direct positive impact on organizational innovation; intentional forgetting has a positive impact on organizational innovation through organizational learning capability; avoid bad habits has a positive impact on management innovation; bureaucratic corporate culture has a reverse regulating role on the relationship between intentional forgetting and organizational learning capability, innovative corporate culture has a positive regulating role on the relationship between unlearning and organizational learning capability; supported corporate culture has a positive regulating role on the relationship between avoid bad habits and organizational learning capability. Of the total 15 hypothesis, 11 hypotheses are supported; 1 hypothesis is partially supported; 3 hypotheses are not supported.This research offer following contribution: First, the perspective is original, this study stems from the angels of intentional forgetting that abandon ineffective or harmful knowledge which exist both inside and outside of the organization, discusses the relationship between intentional forgetting, organizational learning capability and organizational innovation. Second, empirical method was used to do the research on the relationship between intentional forgetting, organizational learning capability and organizational innovation, making up the existing research. The research improves and develops the measurement scale of unlearning and avoids bad habits, which have been proved to be reliable for empirical research, and provides a useful reference to follow up the theory and empirical research. Third, through this research, build and validate a theoretical model on the relationship between intentional forgetting and organizational innovation, find that intentional forgetting support organizational learning capabilities, thereby promoting organizational innovation, and organizational culture has a regulating role on both intentional forgetting and organizational learning capability. The results enhance research in the field of organizational forgetting and bring management a reverse thinking to managers for seeking organizational learning capability and organizational innovation improvement in the future.更多还原