喻园管理论坛2021年第79期(总第736期)
演讲主题: Are Firms with Innovation Culture Innovative? Investigating Roles of Firm-Declared and Employee-Recognized Innovation Cultures
主 讲 人: 高宝俊，武汉大学经济与威尼斯欢乐娱人城·首页教授
主 持 人: 杨彦武，威尼斯欢乐娱人城·首页管理科学与信息管理系教授
活动时间: 2021年10月20日（周三）10:20-11:50
活动地点: 管理大楼119室
主讲人简介：
高宝俊，现为武汉大学经济与威尼斯欢乐娱人城·首页教授，2005年博士毕业于西安交通大学，参与并主持过多项科研项目。高宝俊教授的研究方向为商业大数据分析、信息系统与电子商务、金融科技。主要关注如何基于海量结构化和非结构化数据，利用机器学习和深度学习算法将文本数据结构化，建立计量经济模型进行因果推断。在Decision Support Systems, Tourism Management, IEEE Transactions on Systems, Man, and Cybernetics: Systems, Information & Management, Electronic Commerce Research and Applications等国际重要期刊发表二十余篇论文。
活动简介：
Previous studies acknowledge that innovation culture is an important driver of firm innovation performance. However, recent evidence reveals its hard truth and raises an opposite view. For instance, inspired by innovation culture, top management teams(TMTs) not only are tolerant of resources investment and occasional failure but also set extremely high goals of innovation output. The resulting pressure may prompt employees to choose less risky innovation projects to meet the basic standards of innovation performance, thereby reducing disruptive innovation. Drawing on the process-based view of innovation and role theory, we suggest that this tension can be resolved when we categorize innovation culture into two forms, that is, the innovation cultures shared by TMTs(i.e.,firm-declared innovation culture)and recognized by non-TMT employees(i.e.,employee-recognized innovation culture). To evaluate their effects on firm innovation performance, we use a novel language-based approach to identify the two forms of innovation culture in annual financial reports and employee reviews of 631 publicly traded firms. The empirical results demonstrate that employee-recognized innovation culture has consistently positive effects on both innovation quantity and innovation quality, especially for firms in a highly competitive industry. However, firm-declared innovation culture has a positive effect on innovation quantity, but the effect on innovation quality is negative when firms have lower employee recognition towards TMTs or lower employee satisfaction. In these cases, the dark side of firm-declared innovation culture is moresalient. Therefore, our study supports the dual effect of firm-declared innovation culture and the consistent benefits from employee-recognized innovation culture, thereby providing novel insights into the actual value created by innovation-supportive culture.
