基于CAS仿真的组织互动创新机制研究

Interactive innovation mechanism in organization:A CAS-based simulation study

现有领导-创新文献没能很好地揭示组织中创新涌现的内在动力机制.本文提出在既定规则约束下员工(或团队)之间的充分互动是组织创新涌现的内在动力来源,据此领导者可通过调整互动规则和改善互动环境来间接影响知识型员工间的互动行为,从而提升组织的创新绩效,表现为组织作为一个整体能够不断创新自身的现有行为模式,从而动态地适应复杂多变的外部环境.通过采用多主体建模的计算机仿真方法,验证了"基于CAS理论的领导行为"与员工互动和组织创新绩效正相关.本文提出的"基于CAS理论的领导行为"概念以及相关的仿真建模技术,为现有领导-组织创新研究提供了新的视角和方法,研究结果对于知识经济时代的领导者提高组织创新绩效具有一定的指导意义.

Current literature concerning leadership-organizational innovation has failed to reveal explicitly the inner dynamics mechanism of innovation emergence in organizations.Drawing on the complex adaptive system theory（CAS）,this article asserts that thorough interaction of hetergeneous employees/groups provides momentum for bottom-up innovation emergence.Accordingly,leaders can indirectly influence this process by means of adjusting interaction rules,which in turn impact oranizational innovation performance- organization as a whole can continuously innovate its behavior models in a timely manner to dynamically adapt to new and ever changing external environment.Our agent-based computer modeling and simulation results lend support to the assumption that CAS-based leader behavior is positively related to both employee interaction and organization innovation performance.The concept of CAS-based leader behavior proposed in this article and multi-agent based computer modeling and simulation offer new perspectives to existing leadership-organizational innovation studies.