国有企业组织变革多维度联动与创新关系的构型研究

A configuration study of the relationship between the multi-dimensional linkage of organizational changes and the innovations of state-owned enterprises

从深层次的结构性问题出发开展组织变革,是国有企业创建有利于创新的组织内部环境的重要抓手。本文基于“结构·流程·边界”框架考察了权力集中化、工作专业化、奖励个性化、组织内协同和跨组织合作五个条件对企业创新的联动效应。对50项国有企业创新成果案例进行定性比较分析,识别了开放平台型、蜂巢协作型和集中网络型三种导致高创新的构型,以及封闭集权型、僵化激励型和内部分散型三种导致非高创新的构型。对构型间的整体比较发现,集权或分权式结构应与集体或个性化奖励流程适配,且跨组织合作具有一定的普适作用。研究结果揭示了组织变革多维度联动对于国有企业实现创新的复杂因果关系,既推进了构型理论在组织变革研究中的发展,也启发管理者以系统观和辩证思维来全面看待组织变革对创新的影响,通过合适的组织设计为持续推动企业创新发展提供强有力支撑。

For state-owned enterprises(SOEs)aiming to create an innovative milieu,tackling intrinsic structural challenges is pivotal.Rooted in the"Structure-Process-Boundary"framework,this study investigated the linkage effect of centralization,specialization,reward individualization,intra-organizational collaboration,and inter-organizational cooperation on firm innovation.Through a qualitative comparative analysis of 50 cases of SOEs′innovation,this paper identified three configurations that contribute to high level of innovation:open platform,honeycomb collaboration,and concentrated network.In contrast,three configurations—closed centralization,rigid incentive,and internal dispersion—are found leading to low-level of innovation.The comparisons between configurations indicated the importance of harmonizing either centralized or decentralized structures with collective or individualized reward systems and the inherent value of inter-organizational cooperation.These findings shed light on the complex causal relationship between the organizational multi-dimensional change and the realization of innovation in SOEs.Beyond enhancing the configurational theory in the domain of organizational change,our insights will urge managers to embrace both holistic and dialectical methodologies when discerning the overarching effect of organizational change on innovation,and will provide strong support for the continuous promotion of firm innovation and development through appropriate organizational design.