随着科技的发展,技术型员工的群体越来越壮大,也越来越受到企业的关注。技术

型员工在技术创新、提高企业核心竞争力等方面发挥着重要作用,提升他们的绩效对大

多数企业来说都是重点。因此研究技术型员工的绩效相关问题具有现实性意义。

在研究了社会资本和绩效相关文献的基础上,本研究以L公司的技术部门员工为研

究对象,考察员工个人中心知识网络和创新网络与有效性、高效性和创新性三个维度绩

效的相互关系。经过一系列实验确定了科学的问卷调查方法,我们获得了该部门员工的

知识网络和创新网络数据,并从L公司人事部门获得了员工基本属性信息和绩效信息。

釆用SPSS Statistics软件对数据进行相关性分析和回归分析,结果说明个人中心知识

网络跟创新性、有效性和高效性绩效有显著的正相关作用;创新网络跟创新性和有效性

也有明显的正相关作用。

此外,我们借助Ucinet6. 0和Netdraw 2软件绘制了该部门的个人中心网络拓扑图,

对知识网络和创新网络特征进行了定性分析,发现了该部门在两个网络中都存在一些问

题。我们针对部门管理层和普通员工分别提出了建设性意见,希望帮助L公司技术部门

提升员工绩效,同时也希望对其它公司的技术型员工的绩效问题有所启发。在个人中心

网络研究过程中,我们识别出了几个网络中心人物,属于潜在的非正式领导,有望成为

后备梯队,希望管理层予以关注和培养。

关键词:社会资本,员工知识网络,员工创新网络,技术型员工,员工绩效,非正式领

导

第II页
华东理工大学硕士学位论文

The Impact of Technical Staff Social Capital on performance

_ in the Case of L-Company

Abstract

With the development of technology, technical staff number is getting higher and higher,

and they draw more and more attentions from their organization. Technical staff plays very

important role in technical innovation and enhancing the core competency of enterprises, to

improve their performance becomes a priority for most companies. Therefore, it is critical to

study the performance improvement of technical staff.

Based on the literature of social capital and performance,we analyzed the correlation of

employee egocentric knowledge network and centric creative idea network against

performance of effectiveness, efficiency and innovativeness, the three different dimension of

performance. We screened an investigation method after a series experiments, and thereby

acquired the knowledge network data and creative idea network data from the employees of

that department. After we had the personal characteristic information and performance result

from L-Company HR department, SPSS Statistics software was applied to analyze the

correlation and regression. It resulted that creative idea performance,effectiveness

performance and efficiency performance are significantly correlated with the egocentric

knowledge network,meanwhile, creative idea performance and effectiveness performance are

also correlated with the egocentric creative idea network.

Additionally, Ucinet 6.0 and Netdraw 2 software were applied to analyze the topology of

employee network.奶th the qualitative analysis result of the knowledge network and creative

idea network, we found some problems in both network. Then we proposed several

constructive suggestions to the department management and general staff,respectively, to

help L-Company technical department improve performance of their members. We wish these

suggestions will work for the technical staff from other company as well, in addressing

performance puzzles. Turning to the egocentric network, several focal employees were

identified who were informal leaders,we suggest that management of the department to pay

close attention to them and cultivate them properly, because they are the potential backup of

management team member.

Keywords: Social Capital; Interpersonal Knowledge Network; Interpersonal Creative Idea

Network; Technical Staff; Employee's Performance; Informal Leader