交互记忆系统视角下的异质型团队知识整合机制研究
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摘要
越来越多的企业采用工作团队这种面向问题和任务的组织形式,以灵活应对日趋复杂而多变的环境。如何整合成员中兼具异质性和互补性的知识、技能和专长,应成为团队绩效研究的焦点议题。回顾以往研究,我们发现有三个理论问题有待解决:①在异质型团队中,各个成员在人口统计特征、专长背景尤其是工作价值观等深层次特征方面的差异很大的情况下,他们如何基于自己的专长和技能进行分工、协调配合以完成团队任务?②交互记忆系统、团队冲突在异质型团队知识整合中起什么作用?其有效性如何?③知识整合机制是否会因为团队任务性质(复杂性、互依性)的不同而发生变化?即知识整合机制与团队任务的匹配。带着上述问题,本文以现实中普遍存在的异质型工作团队为研究对象,从其知识整合机制切入,围绕知识整合的前因后果及影响因素,展开了一系列的研究。
研究一,对交互记忆系统在任务执行情境中的存在及其作用做了研究。以某跨国研发团队为研究对象,深度剖析了中国杭州和美国波士顿两地团队在软件开发及实施过程中,客户、波士顿团队和杭州团队如何通过建立和发展交互记忆系统,即以专长为基础进行分工,形成和更新目录,分配客户需求等信息,以及检索协调所需信息的活动,克服各种困难有效地实现知识整合。①探明了交互记忆系统在现实中的具体存在。②经过分析交互记忆系统促进两地团队之间的知识传递过程,揭示了交互记忆系统在分布式团队知识整合中所起的重要作用。③发现团队管理者针对频繁返工现象,有意识地配备具有异质型专业背景的人员,并促进他们之间的互动交流以更周到更全面地考虑客户需求,在成功扭转被动局面的同时加深了彼此的了解。表明成员异质性可能对团队互动过程和团队产出产生影响。
研究二,对交互记忆系统作为团队知识整合机制的中介作用做了分析。①通过结构方程建模技术对三个备择模型的对比分析发现,交互记忆系统的完全中介模型的拟合程度最优。该模型揭示了交互记忆系统在成员专长背景异质性与团队绩效间的中介效应:成员在受教育背景、工作经验方面的异质性是影响交互记忆系统的前因变量,它们通过交互记忆系统对团队绩效产生影响。从而明确了“专长背景异质性→交互记忆系统→团队绩效”之间的因果联系。②团队成员专长背景异质性对团队绩效没有直接的影响,而人口统计特征方面的异质性与团队绩效直接负相关,并非通过交互记忆系统来间接影响团队绩效。③交互记忆系统与团队绩效间呈现显著的相关关系。
研究三,对异质型团队的知识整合模型以及调节机制进行了深入研究。①经过多元回归分析后发现,团队成员在工作价值观等深层次特征方面的一致对交互记忆系统有显著的正向促进作用。②成员在人口统计特征、专长背景方面的异质性和工作价值观的相似性都对任务冲突产生显著的影响,前两者是正向作用,后者是负向作用。但它们对关系冲突均无显著影响。③成员工作价值观相似性对团队产出有直接正效应,并分别通过交互记忆系统、任务冲突对团队产出有间接正效应。④关系冲突、任务冲突分别对交互记忆的可信维度、协调维度产生显著负面影响。⑤任务冲突对团队绩效和成员合作满意度都产生显著负面影响,关系冲突对团队产出的影响不明显。⑥经过逐步多元分析后发现,在任务复杂性和互依性的调节作用下,交互记忆系统对团队产出的影响不再显著,而关系冲突的影响由不显著变得显著,任务冲突的负面影响程度也发生较大变化。
最后,系统地归纳了上述全部研究的结论,据此论述了所取得的理论进展和现实意义,并对研究存在的局限和有待进一步解决的问题进行了客观分析。
Organizations are increasingly relying on work teams to address a variety of complex and difficut tasks, and the integration of the heterogeneous and complementary knowledge, skills and expertises existing on the teams become one of the main topics in team effectiveness research. We confirmed three theoretical issues unresolved:①In heterogeneous teams, how do the members distribute work and coordinate to accomplish team goals with great discrepancies in demographic characteristics, educational background and work values?②What roles are transactive memeory systems(TMSs) and conflicts in knowledge integration? Are they effective?③Are the mechanisms of knowledge integration various in accordance with the complexity and interdependence of tasks? Three studies were conducted to uncover the causality and mechanisms of team knowledge integration, as well as the impact of task characteristics on knowledge integration.
Study 1 explored the existence of TMS and its impact on a team under task execution. We thoroughly analyzed the creation and development of a TMS between globally distributed teams in Hangzhou and Boston, during the process of software development and implementation, and overcame the difficulties to integrate knowledge efficiently.①We verified the existence of a TMS in reality.②We investigated the TMS's impact on the knowledge transfering process between the distributed teams. The results showed that the TMS enhanced knowledge integration and played a critical role to team effectiveness.③We noticed that the project manager in Hangzhou intended to employ members with variou backgroud and urged their heedful interactions, and innovative ideas created to meet the clients' requirements. This suggested that team heterogenity could have influence on members' interation process and team outcome.
Study 2 analyzed the mediating effect of a TMS as a mechanism of team knowledge integration.①By comparison among three alternative models created with structural equation modeling, we found the model that TMS acting as a total mediator the most optimal. This reflected TMS's mediating role between team heterogenity and effectiveness: Members' various backgrouds in education and work experiences are the antecedents that influence team outcome through TMS, and the path was evident as "expertise heterogenity-TMS-team effectiveness".②We found no direct relationship of expertise diversity and team effectiveness, and demographic heterogenity was negatively related to team effectiveness without the impact of TMS.③Same as we predicted, TMS was significantly related to team effectiveness.
Study 3 analyzed the model of knowledge integration on heterogeneous teams and the effects of moderating factors.①By multivariate regression analysis, we found members' similarity in work values significantly enhanced TMS.②Members' diversity in demographic characteristics and expertise were positively related to task conflict, and work value similarity was negatively related. But all these had no significant impacts on relational conflict.③Team members' similarity in work value was directly linked with team outcome, together with indirect impacts through TMS and task conflict.④Relational and task conflicts had negative impacts on credibility and coordination of TMS respectively.⑤Task conflict had signifieantly negative impact on team performance and members' satisfaction, and the impact of relational conflict was not significant.⑥By hierachical multivariate regression, we found the obvious moderating effects of task characteristics: The significant relationship between TMS and team outcome was not significant any more, and the impact of relational conflict became significant. The negative impact of task conflict became much greater.
Finally, we summarized the main conclusions, theoritical progresses, practical implications and research limitations. Future directions on team research were also provided.
研究一,对交互记忆系统在任务执行情境中的存在及其作用做了研究。以某跨国研发团队为研究对象,深度剖析了中国杭州和美国波士顿两地团队在软件开发及实施过程中,客户、波士顿团队和杭州团队如何通过建立和发展交互记忆系统,即以专长为基础进行分工,形成和更新目录,分配客户需求等信息,以及检索协调所需信息的活动,克服各种困难有效地实现知识整合。①探明了交互记忆系统在现实中的具体存在。②经过分析交互记忆系统促进两地团队之间的知识传递过程,揭示了交互记忆系统在分布式团队知识整合中所起的重要作用。③发现团队管理者针对频繁返工现象,有意识地配备具有异质型专业背景的人员,并促进他们之间的互动交流以更周到更全面地考虑客户需求,在成功扭转被动局面的同时加深了彼此的了解。表明成员异质性可能对团队互动过程和团队产出产生影响。
研究二,对交互记忆系统作为团队知识整合机制的中介作用做了分析。①通过结构方程建模技术对三个备择模型的对比分析发现,交互记忆系统的完全中介模型的拟合程度最优。该模型揭示了交互记忆系统在成员专长背景异质性与团队绩效间的中介效应:成员在受教育背景、工作经验方面的异质性是影响交互记忆系统的前因变量,它们通过交互记忆系统对团队绩效产生影响。从而明确了“专长背景异质性→交互记忆系统→团队绩效”之间的因果联系。②团队成员专长背景异质性对团队绩效没有直接的影响,而人口统计特征方面的异质性与团队绩效直接负相关,并非通过交互记忆系统来间接影响团队绩效。③交互记忆系统与团队绩效间呈现显著的相关关系。
研究三,对异质型团队的知识整合模型以及调节机制进行了深入研究。①经过多元回归分析后发现,团队成员在工作价值观等深层次特征方面的一致对交互记忆系统有显著的正向促进作用。②成员在人口统计特征、专长背景方面的异质性和工作价值观的相似性都对任务冲突产生显著的影响,前两者是正向作用,后者是负向作用。但它们对关系冲突均无显著影响。③成员工作价值观相似性对团队产出有直接正效应,并分别通过交互记忆系统、任务冲突对团队产出有间接正效应。④关系冲突、任务冲突分别对交互记忆的可信维度、协调维度产生显著负面影响。⑤任务冲突对团队绩效和成员合作满意度都产生显著负面影响,关系冲突对团队产出的影响不明显。⑥经过逐步多元分析后发现,在任务复杂性和互依性的调节作用下,交互记忆系统对团队产出的影响不再显著,而关系冲突的影响由不显著变得显著,任务冲突的负面影响程度也发生较大变化。
最后,系统地归纳了上述全部研究的结论,据此论述了所取得的理论进展和现实意义,并对研究存在的局限和有待进一步解决的问题进行了客观分析。
Organizations are increasingly relying on work teams to address a variety of complex and difficut tasks, and the integration of the heterogeneous and complementary knowledge, skills and expertises existing on the teams become one of the main topics in team effectiveness research. We confirmed three theoretical issues unresolved:①In heterogeneous teams, how do the members distribute work and coordinate to accomplish team goals with great discrepancies in demographic characteristics, educational background and work values?②What roles are transactive memeory systems(TMSs) and conflicts in knowledge integration? Are they effective?③Are the mechanisms of knowledge integration various in accordance with the complexity and interdependence of tasks? Three studies were conducted to uncover the causality and mechanisms of team knowledge integration, as well as the impact of task characteristics on knowledge integration.
Study 1 explored the existence of TMS and its impact on a team under task execution. We thoroughly analyzed the creation and development of a TMS between globally distributed teams in Hangzhou and Boston, during the process of software development and implementation, and overcame the difficulties to integrate knowledge efficiently.①We verified the existence of a TMS in reality.②We investigated the TMS's impact on the knowledge transfering process between the distributed teams. The results showed that the TMS enhanced knowledge integration and played a critical role to team effectiveness.③We noticed that the project manager in Hangzhou intended to employ members with variou backgroud and urged their heedful interactions, and innovative ideas created to meet the clients' requirements. This suggested that team heterogenity could have influence on members' interation process and team outcome.
Study 2 analyzed the mediating effect of a TMS as a mechanism of team knowledge integration.①By comparison among three alternative models created with structural equation modeling, we found the model that TMS acting as a total mediator the most optimal. This reflected TMS's mediating role between team heterogenity and effectiveness: Members' various backgrouds in education and work experiences are the antecedents that influence team outcome through TMS, and the path was evident as "expertise heterogenity-TMS-team effectiveness".②We found no direct relationship of expertise diversity and team effectiveness, and demographic heterogenity was negatively related to team effectiveness without the impact of TMS.③Same as we predicted, TMS was significantly related to team effectiveness.
Study 3 analyzed the model of knowledge integration on heterogeneous teams and the effects of moderating factors.①By multivariate regression analysis, we found members' similarity in work values significantly enhanced TMS.②Members' diversity in demographic characteristics and expertise were positively related to task conflict, and work value similarity was negatively related. But all these had no significant impacts on relational conflict.③Team members' similarity in work value was directly linked with team outcome, together with indirect impacts through TMS and task conflict.④Relational and task conflicts had negative impacts on credibility and coordination of TMS respectively.⑤Task conflict had signifieantly negative impact on team performance and members' satisfaction, and the impact of relational conflict was not significant.⑥By hierachical multivariate regression, we found the obvious moderating effects of task characteristics: The significant relationship between TMS and team outcome was not significant any more, and the impact of relational conflict became significant. The negative impact of task conflict became much greater.
Finally, we summarized the main conclusions, theoritical progresses, practical implications and research limitations. Future directions on team research were also provided.
引文
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