高层次科技人才创新能力识别及团队构建
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摘要
为了实现快速发展而短期内引进高层次科技人才往往效果不佳,当前研究对此现象缺乏有效解释。为了解决该问题,首先从个体角度出发,运用凯利方格访谈技术识别出高层次科技人才创新能力要素;其次根据竞优思想,构建个体优势判别模型、群体聚类模型和团队成员选择方法。研究发现,在充分发挥个体优势基础上,群体优势模式和个体之间的互补优势可弥补创新团队成员之间的不足。在个体方面,个体优势差异带来彼此之间的异质性,判别出在大一统指标下的个体优势,从而提升个人创新能力;在群体层面,个体优势差异带来不同的创新能力聚类,突出模式中优势的发挥,有利于识别出创新群体;在团队层面,个体优势差异构成个人与群体之间的创新能力匹配,创新团队的能力优势协同发展。
In order to achieve rapid development,the short-term introduction of high-level science and technology talents is often ineffective,and the current study on this phenomenon lacks an effective explanation. For the sake of solving this problem,first of all,the paper uses Kelly' s Repertory Grid method to identify the high level of science and technology talent innovation ability elements from the view of the individual point; Secondly,based on the theory of better conforming to better action,the paper constructs the individual advantages discriminant model,the group clustering model and the team member selection method,and finds out the advantages of group dominance and individual complementarity,which could make up for the shortage of innovation team members. Specifically,in the individual context,the individual advantage difference brings the heterogeneity between each other. Identifying the individual advantage under the unification index will promote the individual innovation ability. At the group level,the individual advantage difference brings different innovative ability clustering. Highlighting the advantage of the model is helpful to identify the innovation group. At the team level,individual advantage difference is a fitting between individual and group' s innovation ability,and the ability advantage ofinnovation team develops together. According to the conclusion of the study,the management revelation is given from the aspects of exerting the advantage of individual innovation ability and guiding the innovation team' s advantage matching.
In order to achieve rapid development,the short-term introduction of high-level science and technology talents is often ineffective,and the current study on this phenomenon lacks an effective explanation. For the sake of solving this problem,first of all,the paper uses Kelly' s Repertory Grid method to identify the high level of science and technology talent innovation ability elements from the view of the individual point; Secondly,based on the theory of better conforming to better action,the paper constructs the individual advantages discriminant model,the group clustering model and the team member selection method,and finds out the advantages of group dominance and individual complementarity,which could make up for the shortage of innovation team members. Specifically,in the individual context,the individual advantage difference brings the heterogeneity between each other. Identifying the individual advantage under the unification index will promote the individual innovation ability. At the group level,the individual advantage difference brings different innovative ability clustering. Highlighting the advantage of the model is helpful to identify the innovation group. At the team level,individual advantage difference is a fitting between individual and group' s innovation ability,and the ability advantage ofinnovation team develops together. According to the conclusion of the study,the management revelation is given from the aspects of exerting the advantage of individual innovation ability and guiding the innovation team' s advantage matching.
引文
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[2]廖志豪,廖建华.创新型科技人才职业素质自我认知[J].中国科技论坛,2017,5(7):126-133.
[3]郭丹,姚先国,杨若邻,等.高技能人才创新素质:内容及结构[J].科学学研究,2017,35(7):1112-1120.
[4]WEI F,FENG N,ZHANG K H. Innovation capability and innovation talents:evidence from China based on a quantile regression approach[J].Sustainability,2017,9(7):1218.
[5]贾明媚,张兰霞,付竞瑶,等.基于竞优评析的高层次科技人才评价[J].科技进步与对策,2017,34(16):120-125.
[6]张莉莉,胡祥培.基于人力资本竞优结构的“团队-作业对象”匹配决策模型[J].管理工程学报,2015,29(1):1-7.
[7]李纲,柳明飞,吴青,等.基于蝴蝶结模型的科研团队角色识别及其特征研究[J].图书情报工作,2017,61(5):87-94.
[8]NIKGHADAM S,SADIGH B L,OZBAYOGLU A M,et al. A survey of partner selection methodologies for virtual enterprises and development of a goal programming-based approach[J]. International journal of advanced manufacturing technology,2016,85(5):1713-1734.
[9]KUMAR A,JAIN V,KUMAR S,et al. Green supplier selection:a new genetic/immune strategy with industrial application[J].Enterprise information systems,2015,10(8):911-943.
[10]I爦IK A T,KUNDAKCI N,AYTAE. Selection of vineyard location for a winery with fuzzy AHP and consistent fuzzy linguistic preference relations[J].International journal of industrial&systems engineering,2013,15(3):272-289.
[11]戚湧,王静.基于社会网络分析的产学研协同创新网络研究[J].中国科技论坛,2015,3(11):11-17.
[12]AWASTHI A,ADETILOYE T,CRAINIC T G. Collaboration partner selection for city logistics planning under municipal freight regulations[J].Applied mathematical modelling,2015,40(1):1065-1070.
[13]LUIS ANGEL SAL,M ANGELES LPEZ-GONZLEZ,ALEXIS MORENO-PULIDO,et al. Bibliometric review of the repertory grid technique:1998—2007[J].Journal of constructivist psychology,2012,25(2):112-131.
[14]CRESWELL J W,HANSON W E,PLANO V L,et al. Qualitative research designs selection and implementation[J].The counseling psychologist,2007,35(2):236-264.
[15]MARTIN JOHNSON,RITA NDAS. A review of the uses of the Kelly's repertory grid method in educational assessment and comparability research studies[J].Educational research&evaluation,2012,18(5):425-440.
[16]STRAUSS A,CORBIN J M. Basics of qualitative research:grounded theory procedures and techniques.[J].Modern language journal,1990,77(2):129.
[17]YIN R K. Case study research:design and methods[M].Los Angeles:Sage Publications,2009.
[18]杨锴,赵希男.基于层次结构的多标杆选拔竞优评价方法[J].技术经济,2017,36(8):128-134.
[19]柳森,贾建锋.高新技术企业R&D人员绩效评价方法及实证研究——基于层次结构的个体优势特征识别视角[J].科学学与科学技术管理,2014,35(4):171-180.
[20]BONANOMI A,RUSCONE M N,OSMETTI S A. Defining subjects distance in hierarchical cluster analysis by copula approach[J].Quality&quantity,2017,51(2):859-872.