CAJ | 학술논문

现有领导-创新文献没能很好地揭示组织中创新涌现的内在动力机制.本文提出在既定规则约束下员工（或团队）之间的充分互动是组织创新涌现的内在动力来源,据此领导者可通过调整互动规则和改善互动环境来间接影响知识型员工间的互动行为,从而提升组织的创新绩效,表现为组织作为一个整体能够不断创新自身的现有行为模式,从而动态地适应复杂多变的外部环境.通过采用多主体建模的计算机仿真方法,验证了＂基于CAS理论的领导行为＂与员工互动和组织创新绩效正相关.本文提出的＂基于CAS理论的领导行为＂概念以及相关的仿真建模技术,为现有领导-组织创新研究提供了新的视角和方法,研究结果对于知识经济时代的领导者提高组织创新绩效具有一定的指导意义.
현유령도-창신문헌몰능흔호지게시조직중창신용현적내재동력궤제.본문제출재기정규칙약속하원공（혹단대）지간적충분호동시조직창신용현적내재동력래원,거차령도자가통과조정호동규칙화개선호동배경래간접영향지식형원공간적호동행위,종이제승조직적창신적효,표현위조직작위일개정체능구불단창신자신적현유행위모식,종이동태지괄응복잡다변적외부배경.통과채용다주체건모적계산궤방진방법,험증료＂기우CAS이론적령도행위＂여원공호동화조직창신적효정상관.본문제출적＂기우CAS이론적령도행위＂개념이급상관적방진건모기술,위현유령도-조직창신연구제공료신적시각화방법,연구결과대우지식경제시대적령도자제고조직창신적효구유일정적지도의의.
Current literature concerning leadership-organizational innovation has failed to reveal explicitly the inner dynamics mechanism of innovation emergence in organizations.Drawing on the complex adaptive system theory（CAS）,this article asserts that thorough interaction of hetergeneous employees/groups provides momentum for bottom-up innovation emergence.Accordingly,leaders can indirectly influence this process by means of adjusting interaction rules,which in turn impact oranizational innovation performance- organization as a whole can continuously innovate its behavior models in a timely manner to dynamically adapt to new and ever changing external environment.Our agent-based computer modeling and simulation results lend support to the assumption that CAS-based leader behavior is positively related to both employee interaction and organization innovation performance.The concept of CAS-based leader behavior proposed in this article and multi-agent based computer modeling and simulation offer new perspectives to existing leadership-organizational innovation studies.