我国工程建设行业已进入向高质量发展转型的新阶段。在工程行业追求项目绩效提升和行业可持续发展的过程中, 激励作为一种重要的项目管理工具, 能够发挥不可忽视的积极作用。然而, 现有研究侧重于对激励的现状和策略进行描述, 缺乏对其内在作用机理的揭示。该文提出了组织间激励作用机理理论模型, 通过问卷调研收集来自中国工程企业的实证数据, 并利用偏最小二乘法结构方程对模型进行分析验证。分析结果揭示了组织间激励与组织间关系、项目资源、组织能力以及项目绩效之间的作用机理; 验证了组织间激励既能够直接促进项目绩效的提升, 又能够改善组织间关系和项目资源供给, 从而间接促进项目绩效的提升; 强调了将组织间关系转化为项目资源以及将项目资源内化为组织能力的重要性。研究结果为激励在我国工程行业的推广提供了理论依据, 为在工程项目中的应用提供了实践指导。
Abstract
The Chinese construction industry is transforming into a new stage with high-quality developments. The incentive mechanism is an important project management tool, especially when pursuing project excellence and sustainability. However, existing research on incentives has mainly focused on descriptions of the applications and strategies, with little information on the mechanisms. This research developed a conceptual model of the interorganizational incentive mechanism which was verified by empirical questionnaire data from Chinese engineering firms and the partial least squares structural equation method. The analysis results showed light on the interorganizational incentive mechanism and the relation to interorganizational relationships, project resources, organizational capabilities, and project performance. The results showed that interorganizational incentives not only directly improve project performance, but also indirectly improve project performance by improving interorganizational relationships as well as project resource supplies. The results highlight the importance of turning cooperative relationships into project resources and turning resources into organizational capabilities. This research provides a theoretical basis for promoting incentives in China's construction industry and provides practical guidance for applying incentives in construction projects.
关键词
组织间激励 /
合同奖励 /
激励机制 /
组织间关系
Key words
interorganizational incentives /
contractual incentives /
incentive mechanism /
interorganizational relationships
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基金
唐文哲，教授，E-mail：twz@mail.tsinghua.edu.cn
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