企业研发团队的冲突与创新绩效的关系研究
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摘要
随着科技的迅猛发展,以团队形式进行创新已经在当今比较流行,作为企业创新主体的研发人员是企业创新的载体,更是企业实现企业目标、提升企业绩效的关键。创新已经成为当今发展的主题,对企业和社会的发展具有至关重要的作用。作为创新主体的研发团队,成员的差异性,使得研发团队能够有效运行很困难。在创新过程中研发团队的冲突问题引起了重视,合理引导和化解研发团队的冲突是企业创新的关键,正确处理好研发团队冲突问题,能够给企业带来更多的经济价值和社会价值。
鉴于此,本文以研发团队为研究对象,从研发团队冲突的角度着手,构建研发团队冲突发展模型,通过模型发现研发团队冲突的创新效应,并通过对136个研发团队的实证调查,运用SPSS13.0,探讨研发团队冲突与创新绩效的关系,从团队规模、团队成立时间等团队层面分析了对当事人彼此依赖程度、研发团队冲突、创新绩效的影响,得出结论如下:
1、在研发团队冲突的三个维度上,认知冲突对创新绩效各个维度的影响具有正向作用;情感冲突对创新绩效各个维度的影响具有负向作用;过程冲突与创新绩效各个维度的关系不显著;
2、当事人彼此依赖程度对认知冲突与创新绩效各个维度的关系具有调节作用;
3、团队规模、团队成立时间对研发团队冲突存在着差异。
With the rapid development of science and technology, it has been more popular today that innovation is carried out by team. As the main innovation subject, the R&D people is the key who achieve business goals and improve business performance. Innovation has become the theme of development and which have a crucial role to development of enterprises and society. Because of the difference of R&D people, it is difficult to operate R&D team effectively. The conflict of R&D team is attracted in the process of innovation. It is the key to business innovation that dealing with the conflict of R&D team reasonably. Handling the conflict of R&D team correctly can bring more economic value and social value to enterprise.
In this paper, I take R&D team for the research object. From the perspective of the conflict of R&D team. It is established the four-stage development model of the R&D team’s conflict. From the model, I find out the innovation. This study use 136 sample teams and SPSS13.0 tools to analyze the relationship between the conflict of R&D team and innovation performance, and the Dependence of the parties to each other、the conflict of R&D team、innovation performance in the team size and the time of team established. The following conclusions:
1、From the three dimensions of R&D team’s conflict, cognitive conflict has a positive effect to the various dimensions of innovation performance; emotional conflict has a negative effect to the various dimensions of innovation performance; process conflict has no effect to the various dimensions of innovation performance;
2、Dependence of the parties to each other has a regulatory role in the relationship between the cognitive conflict and the various dimensions of innovation performance;
3、The conflict of R&D team has difference in the team size and the time of team established.
鉴于此,本文以研发团队为研究对象,从研发团队冲突的角度着手,构建研发团队冲突发展模型,通过模型发现研发团队冲突的创新效应,并通过对136个研发团队的实证调查,运用SPSS13.0,探讨研发团队冲突与创新绩效的关系,从团队规模、团队成立时间等团队层面分析了对当事人彼此依赖程度、研发团队冲突、创新绩效的影响,得出结论如下:
1、在研发团队冲突的三个维度上,认知冲突对创新绩效各个维度的影响具有正向作用;情感冲突对创新绩效各个维度的影响具有负向作用;过程冲突与创新绩效各个维度的关系不显著;
2、当事人彼此依赖程度对认知冲突与创新绩效各个维度的关系具有调节作用;
3、团队规模、团队成立时间对研发团队冲突存在着差异。
With the rapid development of science and technology, it has been more popular today that innovation is carried out by team. As the main innovation subject, the R&D people is the key who achieve business goals and improve business performance. Innovation has become the theme of development and which have a crucial role to development of enterprises and society. Because of the difference of R&D people, it is difficult to operate R&D team effectively. The conflict of R&D team is attracted in the process of innovation. It is the key to business innovation that dealing with the conflict of R&D team reasonably. Handling the conflict of R&D team correctly can bring more economic value and social value to enterprise.
In this paper, I take R&D team for the research object. From the perspective of the conflict of R&D team. It is established the four-stage development model of the R&D team’s conflict. From the model, I find out the innovation. This study use 136 sample teams and SPSS13.0 tools to analyze the relationship between the conflict of R&D team and innovation performance, and the Dependence of the parties to each other、the conflict of R&D team、innovation performance in the team size and the time of team established. The following conclusions:
1、From the three dimensions of R&D team’s conflict, cognitive conflict has a positive effect to the various dimensions of innovation performance; emotional conflict has a negative effect to the various dimensions of innovation performance; process conflict has no effect to the various dimensions of innovation performance;
2、Dependence of the parties to each other has a regulatory role in the relationship between the cognitive conflict and the various dimensions of innovation performance;
3、The conflict of R&D team has difference in the team size and the time of team established.
引文
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[6]陈洁.基于KM视角的IT研发团队工作特征与创新绩效的关系[D] .浙江大学硕士学位论文,2007,4:2-4
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[16]Susan L.Kichuk,Willi H. Wiesner.Work Teams : Selecting Members for Optimal Performance[J].Canadian Psychology,Volume39,Issues1-2, February-May 1998:23-32
[17]Ta-Cheng Hsiao.Capability development and management of R&D professionals in a developing context, Taiwan[J].Technovation, Volume 17,Issue 10,October 1997:569-581
[18]Schwenk, C.R. Conflict in organizational decision making:An exploratory study of its effects in for-profit and not-for-profit organizations.Management Science, 1990,36(4) ,436-448
[19]斯蒂芬?P?罗宾斯.组织行为学.(第七版). [M]北京:中国人民大学出版社,1997,386
[20]Jameson , J.k.Toward a comprehensive model for the assessment and management of intra-organizational conflict:Developing the framework.The International Journal of Conflict Management,1999,10(3) ,268-294
[21]徐凤姝.社会心理的认识与调试[M] .北京人民出版社,1989:202-205
[22]周晓虹.现代社会心理学[M].上海人民出版社,1996,317
[23]张克昕,张凤林.现代管理心理学——理论与运用. [M]航空工业出版社,1998,232
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[25]胡君辰,杨永康.组织行为学[M] .复旦大学出版社.2004,341
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