摘要
在对团队知识冲突、组织学习与突破性创新绩效之间关系进行理论分析的基础上,运用回归模型和结构方程模型进行实证研究。结果表明:团队知识冲突对挖掘性学习和探索性学习均存在显著的正向影响;挖掘性学习负向影响突破性创新绩效,探索性学习正向影响突破性创新绩效;团队知识冲突并不直接影响突破性创新绩效,而是以挖掘性学习和探索性学习为完全中介变量对突破性创新绩效发生作用。
Based on the theoretical analysis of the relationship between team knowledge contlict, organizational learning and radical innovation performance, an empirical study is conducted through u- sing the regression model and structural equation model, and the results show that the team knowl- edge conflict has a significant positive effect on exploitative learning and explorative learning. Howev- er, exploitative learning has a significant negative effect on radical innovation performance, and ex- ploratory learning has a significant positive effect on radical innovation performance. The knowledge conflict does not act directly on the radical innovation, but exploitative learning and explorative learn- ing act as a full mediator between knowledge conflict and radical innovation performance.
出处
《管理学报》
CSSCI
北大核心
2014年第3期383-389,共7页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71172100)
湖南省社会科学基金资助项目(2011YBB064)
湖南省科技厅软科学研究计划资助项目(2011ZK3013)
关键词
知识冲突
组织学习
突破性创新
挖掘性学习
探索性学习
knowledge conflict organizational learning
radical innovation exploitative learningexplorative learning
