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1、河海大学博士学位论文分类号F123U I) C 658密级 无K A博士学位论文我国企业科技人才创新行为研究王斌指导教师姓名赵永乐教授河海大学商学院南京市西康路号申请学位级别博士专业名称 技术经济及管理 论文提交日期：2007年4月 论文答辩日期:2007年5月29日.年 月 日学位授予单位和日期: 答辩委员会主席：刘思峰论文评阅人:刘思峰、冯俊文刘洪、王济干、武博 、2007年5月25日中国南京企业要真正成为科技创新的主体，在国家宏观创新体系完善的基础上，选好、用好从事科技创新活动的科技人才就是首要的问题。面对这一问题，就需要全面系统地对企业科技人才创新行为进行深入研究。本文从理论和实证两个
2、层面，运用文献研究.推理归纳的手段，以多学科知识为基础，对企业科技人才创新行为从动机到创新成行为价值实现这一 行为进行了系统性研究。全文分为三大部分，共8章内容 第一部分为第1-3章，理论分析部分主要论述了企业科技人才创新行为研究背景、目标、国内外文献以及创新之处和理论基础，在此基础上对企业科技人才创新行为的槪念、特征、构成要素以及目前存在的问题进行了理论阐述。第二部分为第4-7章，实证和外延研究部分.首先通过实证调査的方法，对影响企业 科技人才创新行为的工作价值观、五大人格特质.内外动机进行了分析；运用文献分析的方法对个体外在的组织因素：组织文化、企业领导者风格和组织创新氛围对企业科技人才创
3、新行为的影响进行了理论分析；通过模型构建，对企业科技人才创新行为的决策、资源 配置管理进行了探索性研究；在论述了长期激励与短期激励应该协调保持企业科技人才创新行为动机的观点基础上，设计了股票期权长期激励模型和利润分享短期激励模型；在认 为绩效评价具有行为约束作用的基础上，通过专家调査法，设计了企业科技人才创新行为 绩效评价指标体系和指标权重，设计了以模糊数学综合评价法为工具的评价软件：最后，在阐述了企业科技人才创新行为价值的内涵和类型的基础上，重点对企业科技人才个体价值和创新知识价值进行了理论分析，并提出了企业科技人才个体价值的实现是以社会承认 为载体，通过企业内外人才市场实现，创新知识价值是
4、在转化为企业生产力后，通过创新 知识生产力运行而实现的理论观点.第三部分为第8章，本文的结论与展望。系统地阐述了本文的研究观点，并通过对本 研究目前存在的客观问题进行梳理，提出了今后深入研究的重点和设想。关键词：企业科技人才：创新行为；创新行为的内外因素；激励约束；价值实现河海大学博士学位论文AbstractOnce an enterprise wants to become the corpus of the technology innovation the mostimportant issue is how to select and fulfill the scientific an
5、d technological talents based on the developed state macro-innovation system. In order to solve this problem, a comprehensively and systematically deep research on the innovation behavior of entwprise sci-tech talent is in urgent need. Based on multiple subject knowledge, the application of means of
6、 document studying and inductive reference, this essay systematically analyzes the implementation process of the innovation behavior of enterprise sci-tech talent from practical and theoretical aspects.The whole paper is composed of three parts, including chapters.The first part is from chapter one
7、to chapter three, it is the part of theory analysis The background target, literatures at home and abroad, creative aspects and theoretical foundation of the research work is the mainly topic of this part. Based on this, theoretical exposition of the conception, characteristics, components and poten
8、tial obstacles of the innovation behavior of enterprise sci-tech talent are also included.The second part is from chapter four to chapter seven, it is the part of demonstration and extension. First of all, influential factors of the innovation behavior of enterprise sci-tech talent, such as work val
9、ues, personality factors, intrinsic and extrinsic motivations, are analyzed based on practical investigation; through using the method of literature, the effect of outer organizational factors of individuals, such as organizational culture, style of business leader and organizational innovation clim
10、ate, on the innovation behavior of enterprise sci-tech talent are analyzed theoretically; then a model is constructed to exploratory analyze the decision-making, plan and resources input on the innovation behavior of enterprise sci-tech talent; long-termincentive model of stock options and short-ter
11、m incentive model of profit sharing are desi based on the point that long-term incentive and short-term incentive should be coordinated with the motivation of the innovation behavior of enterprise sci-tech talent; Following the principle of the behavior constraint function of artificial performance
12、evaluation, index system of performance appraisal and index weights of the innovation behavior of enterprise sci-tech talent are designed by using experts investigation, the appraisal software is designed based on the tool of fuzzy synthetic evalxxation; at last, the connotation and types of the inn
13、ovation behavior value of enterprise sci-tech talent are described, based on this, the individual value and the innovation knowledge value of enterprise sci-tech talent are emphasized, the theoretical perspectives are also put forward that the individual value of enterprise sci-tech talent is on the
14、 carrier of social acknowledgement and realized by the talent markets both in and out of enterprise, while the innovation knowledge value is realized by the innovation knowledge productivity after being changed into enterprise productivity.The third part is chapter eight, it is the part of conclusio
15、n and prospect In this part, the mainideas of the dissertation are expounded systematically. Meanwhile, the focuses and presumptions for future deep research are presented by sorting out the current objective problems of the study.Keywords: Enterprise scitech talent; Innovation behavior; inner and o
16、uter factor of innovation behavior; incentive and restrict mechanism; realization of value.河海大学博士学位论文随着我国建设创新型国家目标的提出，企业提升自身的科技创新能力的要求已经愈来 愈迫切企业作为科技创新的重要主体之一，其进行科技创新的核心力量就是在企业内工 作的科技人才，如何用好企业科技人才，如何使企业科技人才在创新活动中发挥更大的作 用，提高企业的自主科技创新能力，创造出更多的经济和社会效益，是当前我国企业真正 成为科技创新主体，并发挥应有作用的现实问题。目前，我国对于企业科技人才开展创新活动的研究与实践中在理论研究方面，创新 型科技人才的培养、环境的建设、人才的开发、管理，
