绩效反馈对企业创新资源配置方向的影响——同伴效应的调节作用  

The Influence of Performance Feedback on the Direction of Firm Innovation Resource Allocation—Moderating Role of Peer Effects

作　　者：郑莹[1] 刘雨 张晓月[1] 黄俊伟 Zheng Ying;Liu Yu;Zhang Xiaoyue;Huang Junwei(School of Economics and Management,Nanjing Tech University,Nanjing 211816;School of Economics and Management,Southeast University,Nanjing 211189)

机构地区：[1]南京工业大学经济与管理学院,南京211816 [2]东南大学经济管理学院,南京211189

出　　处：《管理评论》2025年第3期89-100,共12页Management Review

基　　金：江苏省社会科学基金项目(23GLB031)。

摘　　要：行为理论相关研究认为企业根据期望水平与实际绩效的差距调整组织实践,但关注的组织实践局限于资源消耗型活动。本研究将创新资源的配置分为资源释放和资源消耗两个相反方向类型,并将二者同时纳入绩效反馈模型分析中。研究发现:绩效落差会激发问题搜索引致的资源释放型创新活动,而绩效顺差会促进冗余搜索导向的资源消耗型创新活动。组织在根据绩效反馈调整资源配置决策时受到同伴行为的影响,管理者倾向于在积极反馈情境中放大同伴的正面信号,而在消极反馈情境中放大同伴的负面信号。同伴效应进一步受到高管过度自信和技术不确定性的调节。Research based on the behavioral theory agrees that firms adjust their organizational practices based on the gap between the level of expectation and actual performance,but the organizational practices of concern are limited to resource-consuming activities.In this study,the allocation of innovation resources is categorized into two opposite types:resource-releasing and resource-consuming,and both are included in the analysis of the performance feedback model.It is found that positive discrepancy stimulates resource-releasing innovative activities induced by problem search,while negative discrepancy promotes redundant search-oriented resource-consuming behaviors.Second,organizations are influenced by peer behavior when adjusting resource allocation decisions based on performance feedback,with managers tending to amplify positive signals from peers in positive feedback situations and negative signals from peers when performance feedback is negative.Finally,peer effects are further moderated by executive overconfidence and technological uncertainty.

关 键 词：行为理论 绩效反馈 资源释放 资源消耗 同伴效应 

分 类 号：F272.3[经济管理—企业管理]