组织惯例对组织创新的悖论性作用及其适配机理研究

Based on organizational innovation cases from Chinese firms, and combing the exploratory case study method with simulation modeling, this research attempts to link the micro fundamental feature of an organization with its macro innovation behaviors, to address how organizational routines which represent the basic means of finishing organizational tasks and the source of organizational innovation and changes could paradoxically promote and hold back innovations. It aims to uncover the source and effect path of the implicit and internal power for organizational innovation, to set up deep theories of both organizational routines and organizational innovation, and subsequently to offer suggestions for building endogenously-driven innovation organizations. This research may focus on four issues: first, it will identify components of an organizational routine and construct it, so as to set up an operational measure system for an organizational routine and its functions; second, it attempts to explore the emergence and recreation of the core organizational routine and its relationship with the process of an organizational innovation, and further analyzes the paradoxical effects of the core organizational routine on innovations from different levels of an organization or with different characteristics; third, it will focus on the organizational routines group, identify its characteristics and internal construction, explore the interrelationship between stable routines and flexible routines within a group, and set up an interactive centralizing model for paradoxical effects of the organizational routines group; finally, this research will explore both static and dynamic fitting mechanism between paradoxical effects and innovation needs of an organization, with the purpose of realizing the best internal support of innovation from micro routines.

本项目结合中国企业组织创新实践，以案例研究和仿真建模相结合的方法，从组织惯例基本构成要素层面尤其是组织共享基模出发，对接组织微观属性与宏观创新行为，解答作为完成任务基本手段和组织创新的源泉和基础的组织惯例如何悖论性地既“阻碍”又“推动”组织创新，从而挖掘影响组织创新的内部隐性力量及作用路径，构建深度组织惯例与组织创新理论，指导内生驱动型组织建设。具体内容包括四个方面：首先，基于要素识别架构组织惯例，构建组织惯例及其作用强度测度体系；其次，探究核心组织惯例基本理论及其与组织创新过程的关系，析出核心组织惯例对不同层面、不同类型创新的悖论性作用机理；再次，基于组织惯例集的构成和内部关系，探究稳定性惯例和变革性惯例的相互作用关系，构建组织惯例集悖论性作用交互集中化模型；最后，分别从静态和动态两个视角探索组织惯例悖论性作用与组织创新需求之间的适配机理，以实现组织惯例对组织创新的最佳支撑。

针对现有研究尚未揭示组织实现创新的本质，亦未解决组织创新低效问题的现状，并基于组织惯例是组织创新来源与基本分析单元的观点，研究组织惯例对组织创新的悖论性作用及其适配机理，以揭示组织创新微观、隐性的推动与阻碍力量的来源及作用路径，挖掘组织创新的本质。以案例研究为主要研究方法，结合扎根理论、仿真建模法，聚焦中国企业组织创新的实践，分组织惯例的基础理论研究、个体企业组织惯例对组织创新的影响研究与行业惯例演化的研究三个模块开展系统研究，具体探讨了组织惯例构念及其结构模型、组织惯例的核心构成、组织惯例的动态演化、组织惯例与组织创新的内生性机理、组织惯例演化与组织创新实施、组织惯例对组织创新的悖论性作用、行业惯例的演化等七个核心问题。对各模块和主要问题的研究均取得了一定成果，不仅揭示了核心组织惯例和组织惯例集对组织创新的悖论性作用机理，还构建了组织惯例悖论性作用与组织创新需求之间的静态与动态适配模型，丰富组织创新案例体系的同时深入探究了组织惯例和组织创新理论，为探究中国企业的组织创新管理实践奠定理论基础。