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Beschreibung:
Nationwide Key Laboratories gather innovative resources on a large scale, cross disciplinary and organizational boundaries, and undertake grand innovation missions. As the main body of personnel, the degree of organizational recognition of double employed personnel directly determines the degree of achievement of the innovation mission of Nationwide Key Laboratory, so this issue is fundamental in platform governance. Aiming at the existing research gap, this article uses the boundary spanning theory and the comparative analysis method of dual cases to explore the basic process of promoting the formation of organizational identity among dual employed personnel in Nationwide Key Laboratory. Research has found that this process can be divided into three stages named as goal traction, boundary spanning, and mission effectiveness, and presents basic characteristics of independence, wide span, and intensification in institutional design. Among them, basic research laboratory focus on building an academic community oriented organizational identity model, while applied basic research laboratory focus on forming an innovative hub oriented organizational identity model. This study enriches the theory of boundary spanning,and has policy reference value for the optimization, reorganization and internal construction of Nationwide Key Laboratory.
全国重点实验室大范围汇聚创新资源,跨越学科边界和组织边界,承担着国家重大创新使命。双聘人员作为人员主体,其组织认同程度直接决定了全国重点实验室的创新使命达成度,因而这一问题在平台治理中具有根本性。瞄准现有研究缺口,本文运用边界跨越理论和双案例对比分析方法,探究全国重点实验室推动双聘人员形成组织认同的基本过程。研究发现,这一过程可分为目标牵引、边界跨越、使命效价3个阶段,并在制度设计上呈现独立化、宽跨度、集约化的基本特征。其中,基础研究型实验室着力于构建学术社区型组织认同模式,应用基础研究型实验室注重形成创新枢纽型组织认同模式。本研究丰富了边界跨越理论,并对全国重点实验室优化重组与内部建设具有政策参考价值。
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