中文摘要

在竞争日益激烈的当下，越来越多的中国游戏开发者采用迭代创新模式来取得竞争优势。现有研究成果虽然强调了迭代创新的重要性，主要从组织发展、文化等类似领域的角度，但对于其实际实施尚未达成共识。本研究旨在提出一个迭代创新模型，展示市场敏捷性、外部意识和缺陷密度如何影响在线游戏行业的迭代创新。通过跟踪一家中国游戏公司20款游戏产品在24个月内的数据，并使用固定效应模型，本研究将分析纵向数据，以实证验证迭代创新对产品性能的影响，希望为未来的实践提供见解。

英文摘要

Due to intense competition, an increasing number of Chinese game developers are adopting the iterative innovation model to gain a competitive edge. While existing research has highlighted the importance of iterative innovation, primarily from the perspective of organizational development, culture, and similar areas, there is no consensus on its practical implementation. This study aims to propose an iterative innovation model that demonstrates how market agility, external awareness, and defect density influence iterative innovation in the online gaming industry. By tracking 20 game products of a Chinese gaming company over 24 months and using fixed effects models, the study will analyze longitudinal data to empirically verify the impact of iterative innovation on product performance, with the hope of offering insights for future practice.

中文摘要

本文以2007年至2023年中国A股国有上市公司为样本，考察了EVA评估体系对中央企业价值创造的影响，重点关注该体系的实施是否有效引导企业管理层优先考虑价值创造并实现预期政策效果。此外，还探讨了EVA体系能否解决中央企业在市场价值管理中长期存在的创新效率低下的问题，最终提升其核心竞争力。本研究的发现不仅有助于更深入地了解EVA评估机制，也为中央企业实现新时代高质量发展提供了新的思路和方法。

英文摘要

Using a sample of Chinese A-share state-owned listed companies from 2007 to 2023, this paper examines the impact of the EVA assessment system on value creation in central enterprises, focusing on whether the implementation of the EVA performance assessment system effectively guides enterprise managers to prioritize value creation and achieve the intended policy outcomes. Additionally, it explores whether the EVA system can address the long-standing issue of low innovation efficiency in central enterprises, ultimately enhancing their core competitiveness in market value management.The findings of this study not only contribute to a deeper understanding of the EVA assessment mechanism but also provide new insights and approaches for central enterprises to achieve high-quality development in the new era.

中文摘要

本论文通过将多种模型（技术接受模型、技术组织环境模型和扩散创新理论）整合到特定的建筑行业框架中，并引入诸如利益冲突和竞争压力等特定因素，推进了技术采用理论的发展，从而构建了一个经过验证的模型，该模型能够捕捉到 BIM 采用所特有的经济和市场竞争环境。从实践角度来看，基于这些研究结果，本论文为企业、政府和行业组织提供了有针对性的建议，以提高 BIM 系统的易用性和有用性，协调利益相关者的激励措施，并优化利益共享机制，从而加快 BIM 的采用并实现其价值的最大化。

英文摘要

This dissertation advances technology adoption theory by integrating multiple models ( TAM, TOE, and DOI) into a specific construction industry framework and introducing specific factors such as Conflict of Interest and Competitive Pressure, resulting in a validated model that captures the economic and market competition environment unique to BIM adoption. Practically, based on these findings, the dissertation provides targeted recommendations for enterprises, governments, and industry organizations to enhance BIM system ease of use and usefulness, align stakeholder incentives, and optimize benefit-sharing mechanisms, thereby accelerating BIM adoption and maximizing its value realization.

中文摘要

研究结果为建筑行业的管理者和决策者提供了切实可行的见解。我们倡导企业高管积极实施环保策略，不仅作为合规或慈善活动，更是加强利益相关者关系和推动可持续财务成功的重要手段。卓越的碳排放权交易表现可以增加客户多样性，赢得政府支持，并获得有利的融资渠道，从而帮助建筑公司实现经济和环境目标的双赢局面。政策制定者和监管机构可以利用这些见解来设计政策和激励措施（如绿色补贴、更严格的披露要求或优惠贷款计划），以鼓励企业积极参与环境保护。

英文摘要

The research findings offer actionable insights for managers and decision-makers in the construction industry. We advocate that corporate executives actively implement environmental strategies, not merely as compliance or philanthropic activities but as a vital means to strengthen stakeholder relationships and drive sustainable financial success. Superior CER performance can enhance customer diversity, win government support, and secure favorable financing channels, thereby helping construction companies achieve a win-win situation for economic and environmental goals. Policymakers and regulators can leverage these insights to design policies and incentives (such as green subsidies, stricter disclosure requirements, or preferential loan programs) to encourage active corporate participation in environmental responsibility.

中文摘要

在当今动态且知识密集的工作环境中，员工创新已成为组织成功的关键因素。本研究探讨了感知团队绩效目标导向（P-TPGO，即个人认为其团队重视“超越他人”），如何影响员工的创新表现。基于目标导向理论和社会交换理论，我提出感知义务和知识共享作为中介变量依次影响这一关系。此外，我还考察了感知合作氛围作为关键调节变量，加强这些间接效应。利用中国某组织全职员工的时间滞后数据，结果表明，当员工感受到高合作氛围时，P-TPGO通过增加感知义务和知识共享来提升创新表现。这些发现为创新文献做出了贡献，确定了P-TPGO是创新的新前因，强调了感知义务作为动机驱动的作用，并突显了团队氛围的情境重要性。文中还讨论了团队设计和创新管理的实际意义。

英文摘要

In today’s dynamic and knowledge-intensive work environments, employee innovation has become a critical factor for organizational success. This study investigates how perceived team performance goal orientation (P-TPGO), an individual’s belief that their team emphasizes outperforming others, influences employee innovation performance. Drawing on goal orientation theory and social exchange theory, I propose that felt obligation and knowledge sharing sequentially mediate this relationship. Moreover, I examine perceived cooperative climate as a key moderator that strengthens these indirect effects. Using time-lagged data from full-time employees in a Chinese organization, results revealed that P-TPGO enhances innovation performance through increased felt obligation and knowledge sharing, particularly when employees perceive a high cooperative climate. These findings contribute to innovation literature by identifying P-TPGO as a novel antecedent of innovation, highlighting felt obligation as a motivational driver, and underscoring the contextual importance of team climate. Practical implications for team design and innovation management are discussed.

中文摘要

通过与“汪氏宗族校友会”20名成员进行深入访谈，该研究调查了宗族文化如何促进群体认同感和归属感，增强成员之间的合作、知识共享和心理福祉。此外，该研究扩展了社会认同理论，展示了重叠的社会身份如何促进群体形成，并影响组织过程和个人行为。研究结果为通过文化认同和非正式网络来增强团队动态、资源流动和合作的组织提供了宝贵的见解。此外，它还加深了对宗族文化在现代组织环境中的持久影响的理解，特别是在中国，本文强调了其提升组织效能的潜力。

英文摘要

Through in-depth interviews with 20 members of the “Clan X Alumni Group”, an informal group with a same surname, this study investigates how clan culture fosters a strong sense of group identity and belonging, enhancing collaboration, knowledge sharing, and psychological well-being among members. It also extends social identity theory by demonstrating how overlapping social identities promote group formation and impact both organizational processes and individual behavior. The findings offer valuable insights for organizations seeking to leverage cultural identity and informal networks to enhance team dynamics, resource flow, and collaboration. In addition, it contributes to the understanding of the enduring influence of clan culture in modern organizational contexts, particularly in China, and highlights its potential for enhancing organizational effectiveness.

中文摘要

自全球新冠疫情暴发以来，许多公司面临业务中断的挑战，员工也面临着更大的财务脆弱性。本研究探讨了财务脆弱性对员工行为的影响。具体而言，在感知服务氛围和感知客户导向文化的调节下，员工通过表现出更强的亲社会性和包容努力来应对财务脆弱性，从而更多地参与额外角色的客户服务和组织公民行为。

本研究为理解财务脆弱性如何影响员工的亲社会行为和包容努力提供了新的视角，进而影响员工的超角色服务行为和组织公民行为，并强调了感知服务氛围和感知客户导向文化在调节这一过程中的重要作用。这些发现为宠物医院及类似服务行业的员工管理实践提供了宝贵的见解。在员工面临财务脆弱性的情况下，在鼓励员工更加努力提升客户体验并为公司做出贡献时，组织应更全面地考虑组织文化和氛围的影响。

英文摘要

Since the outbreak of the global COVID-19 pandemic, many companies have faced the challenge of business disruption, and employees have also been confronted with greater financial vulnerability. This study explores the impact of financial vulnerability on employee behavior. Specifically, under the moderation of perceived service climate and perceived customer-oriented culture, employees respond to financial vulnerability by demonstrating stronger prosociality and inclusive effort, thereby engaging more in extra-role customer service and organizational citizenship behavior. This study offers a fresh perspective on how financial vulnerability affects employees' prosocial behavior and inclusive efforts, thereby influencing their extra-role service behavior and organizational citizenship behavior. It also highlights the significant role of perceived service climate and perceived customer-oriented culture in moderating this process. These findings provide valuable insights for employee management practices in pet hospitals and similar service industries. When employees are facing financial vulnerability, organizations should consider the impact of organizational culture and climate more comprehensively when encouraging employees to work harder to enhance the customer experience and contribute to the company.