高校创新型科研团队行为模式及其对绩效的影响研究
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摘要
高校创新型科研团队,作为中国高校科研最典型的组织模式,已经成为国家自主创新系统中科技产出与知识创造的主力军,是实现国家科技创新体系建设的重要支撑部分。本文应用多学科理论知识,结合实证分析与典型案例研究,对高校创新型科研团队主要行为模式的内涵、特征、行为基础及不同行为模式对团队绩效的影响进行了研究与探讨,以期在理论上丰富与深化高校创新型科研团队研究的理论体系,在实践上指导与规范中国高校创新型科研团队的建设。论文的主要内容如下：
第一章从国内高校创新型科研团队的相关研究、国内高校创新型科研团队行为的相关研究和国外高校创新型科研团队行为的相关研究三个方面,对目前的研究成果和缺失点进行综述分析,提出了研究内容与方法。
第二章界定了高校创新型科研团队内涵,高校创新型科研团队特征和分类,在此基础上分析了高校创新型科研团队主要行为模式,包括领导行为、合作行为、信任行为、冲突行为、沟通行为的内涵和职能,最后提出高校创新型科研团队绩效的具体表现形式。
第三章在分析了一般性团队组织领导行为理论的基础上,构建了基于高校创新型科研团队知识创造过程的领导行为模式,包括高校创新型科研团队知识创造的创意阶段、筛选阶段、初期定型阶段、可行性分析阶段、技术匹配阶段、研发具体执行阶段和成果转化阶段的领导行为类型及模式,并运用SPSS统计软件,分析了不同控制变量下的有的放任型、变革型、任务型、关系型、分布授权型、交易型六种领导行为模式绩效水平,控制变量包括成员年龄、成员教育背景,团队专业方向、团队组织规模、团队组建时间、团队成员在团队内工作的年限、团队所处的生命周期阶段七项。
第四章在合作行为影响因素分析的基础上,提出了高校创新型科研团队合作行为所具有的特征因素,包括信任行为、学习行为和知识共享行为,构建了同信任指数和异信任指数下的团队合作模型,运用Matlab实现了信任指数、合作水平与团队收益关系模型仿真。仿真得到以下结论：(1)当团队成员知识投入量相等,且互信指数相同时,随着合作水平、信任指数的双向提高,团队的知识收益呈现平滑上升趋势；(2)异信任指数下,处于高信任状态的成员投入的知识量越大,团队创造的总知识量就越大；只要团队中存在高信任水平成员,团队就能够创造较大知识收益；处于低信任状态的成员,即使团队中投入的总知识量较大,团队能创造的总知识量较小；随着成员自有知识量的投入增加,团队创造知识量的增长速度在增加。(3)即使处于高合作水平状态下,团队所创造的知识量仍然主要受到成员之间的互信指数的影响。
第五章分析了冲突产生原因、类型和冲突行为过程,以问卷获取的最常见团队规模为基础,即6至10人型团队,构建了高校创新型科研团队沟通网络,并通过计算网络中上行、下行和平行沟通信息流量,找到沟通网络中的理论冲突节点,提出了冲突定位、缓解冲突和优化沟通的流程模型,并将该模型运用于德国某高校创新型科研团队建设中。
第六章从领导行为、合作行为、冲突行为、沟通行为四种主要行为模式入手构建了高校创新型科研团队行为模式对绩效影响理论框架,并根据研究文献具体提出了涉及团队变革性领导、任务型领导、关系型领导、授权型领导、信任、知识共享、学习、认知冲突、情感冲突、沟通行为等相关的25条概念假设。
第七章提出了高校创新型科研团队主要行为模式对团队绩效影响模型,在进行样本测试与大规模问卷调查的基础上,运用结构方程模型验证了本文提出的研究假设,并根据实证的结果,分析了高校创新型科研团队不同行为模式对团队绩效的影响方向和影响力度。
第八章在实证研究结果基础上,从领导行为、合作行为、冲突缓解与沟通行为三个方面提出了提升高校创新型科研团队绩效的行为管理策略。具体的策略包括构建团队成员的心理放任感、推行团队内的变革型领导、合理宽松授权、目标设定与自由发展相结合、营造团队信任的人际关系氛围、协调发展多样化成员结构、建立团队学习与反馈机制、构建团队资源保障机制、选择适宜的冲突管理方式、提高任务冲突与认知冲突水平、营造公开交流氛围、建设信息化系统等。
第九章是对全文的总结,提出了全文的创新点和研究中的不足,为后续学者的研究提供借鉴与参考。
University Innovative Research Team (UIRT), as one of the most typical organization pattern of Chinese scientific research, has become main force of scientific and technological production and knowledge creation in national innovation system. Basing on multi-disciplinary theoretical knowledge, this dissertation studied on behavioral connotation, behavioral characteristics, behavioral foundation and influence of behavior pattern of University innovative research team to team performance, combined with empirical analysis and case study examples, in order to enrich and deepen the theoretical system of University innovative research team in theory, guide and standardize the construction of Chinese University innovative research team. The main content of the paper is as follows:
The first chapter made a summary analysis of current research results and the lack of point from three aspects involving the research literature about domestic university innovative research team, behavior of domestic university innovative research team and behavior of foreign university innovative research team, and proposed research contents and methods.
The second chapter defined the connotation, characteristics and classification of UIRT, brought forward the connotation and functions of main behavior pattern of UIRT, including leadership behavior, cooperative behavior, conflict behavior.
Basing on analysis of leadership behavior theory of common team, the third chapter proposed varies types of leadership behavior mode of UIRT under distributed knowledge creative process, including idea generation, selection, initial decision-making, feasibility analysis, technology fit, implementation and commercialization. Then this chapter studied on effect of six leadership styles which is related to purposive laissez-faire leadership, transformational leadership, relational leadership, task-based leadership, distributed authorized leadership and transactional leadership; employing SPSS statistical software, this chapter made an empirical analysis of effective leadership style categories in different control variables, including member gender, member age, educational background of member, area of expertise, team size, team building time, working years of member and team life cycle.
On the foundation of influence factor analysis of cooperation behavior, the fourth chapter showed the detail characteristic behavioral factors of UIRT, including trust behavior, learning behavior and knowledge-sharing behavior. At the mean time, this chapter established equal-trust and unequal-trust cooperative model, then simulating the relationship among trust index level, cooperation index level and Team profit with Matlab software. The simulation results are showed as follows:(1) When team members inputs same amount of knowledge and there is equal trust index, with increasing of cooperation level and trust index, there shows smooth upward trend in team knowledge profit;(2) the member who in a high trust inputs the larger amount of knowledge into team task, the creation of total amount of knowledge are more; As long as there is a high trust member, team will be able to create a greater knowledge gains; Member who state in the low trust, even if the total investment of knowledge is large, the creation of total amount of knowledge are small; With the increase of knowledge input, the increasing rate of knowledge creation is accelerated;(3) Even in the high level of cooperation, creation of knowledge is mainly influenced by trust index.
The most common team size obtained from the questionnaire is the scale of6-10persons team. Giving causes, types and process of conflict behavior, the fifth chapter build the communication network of UIRT, calculated upstream, downstream and parallel information flow of communication network and found theoretical conflict network node. Then this chapter proposed positioning of conflict, conflict mitigation and optimization process model, combined with a typical case of Germany university innovative research team.
The sixth chapter established the theoretical framework about influences of different behavior pattern to team performance, including Leadership behavior, cooperative behavior, conflict behavior and communication behavior, then put forward twenty-five concept hypothesises relate to transformational leadership, task-based leadership, relational leadership, authorized leadership, trust, knowledge sharing, learning, cognitive conflict, emotional conflict, communication behavior.
The seventh chapter presented the influence model of behavior pattern of UIRT to team performance and structural equation modeling were to be used to verify the hypothesis on the basis of sample testing and large-scale questionnaire. According to the empirical results, impact direction and impact level for various behavior patterns to team performance were be showed.
The eighth chapter proposed the effective behavior management strategies from three perspectives involving in leadership behavior, cooperative behavior, conflict mitigation and communication behavior. Such as build member psychological fairness, implementation of transformational leadership, relaxed authorization, combination of goal setting and free development, creating team trust relationships, coordinated development of diverse members structure, establishment of team learning and feedback mechanism, build team resources support mechanisms, appropriate choice of conflict management, improving the level of task conflict and cognitive conflict, creating an open exchange atmosphere, building information system.
The ninth chapter was a summary of the dissertation, proposed innovations and research insufficient in order to provide a reference for subsequent scholar.
第一章从国内高校创新型科研团队的相关研究、国内高校创新型科研团队行为的相关研究和国外高校创新型科研团队行为的相关研究三个方面,对目前的研究成果和缺失点进行综述分析,提出了研究内容与方法。
第二章界定了高校创新型科研团队内涵,高校创新型科研团队特征和分类,在此基础上分析了高校创新型科研团队主要行为模式,包括领导行为、合作行为、信任行为、冲突行为、沟通行为的内涵和职能,最后提出高校创新型科研团队绩效的具体表现形式。
第三章在分析了一般性团队组织领导行为理论的基础上,构建了基于高校创新型科研团队知识创造过程的领导行为模式,包括高校创新型科研团队知识创造的创意阶段、筛选阶段、初期定型阶段、可行性分析阶段、技术匹配阶段、研发具体执行阶段和成果转化阶段的领导行为类型及模式,并运用SPSS统计软件,分析了不同控制变量下的有的放任型、变革型、任务型、关系型、分布授权型、交易型六种领导行为模式绩效水平,控制变量包括成员年龄、成员教育背景,团队专业方向、团队组织规模、团队组建时间、团队成员在团队内工作的年限、团队所处的生命周期阶段七项。
第四章在合作行为影响因素分析的基础上,提出了高校创新型科研团队合作行为所具有的特征因素,包括信任行为、学习行为和知识共享行为,构建了同信任指数和异信任指数下的团队合作模型,运用Matlab实现了信任指数、合作水平与团队收益关系模型仿真。仿真得到以下结论：(1)当团队成员知识投入量相等,且互信指数相同时,随着合作水平、信任指数的双向提高,团队的知识收益呈现平滑上升趋势；(2)异信任指数下,处于高信任状态的成员投入的知识量越大,团队创造的总知识量就越大；只要团队中存在高信任水平成员,团队就能够创造较大知识收益；处于低信任状态的成员,即使团队中投入的总知识量较大,团队能创造的总知识量较小；随着成员自有知识量的投入增加,团队创造知识量的增长速度在增加。(3)即使处于高合作水平状态下,团队所创造的知识量仍然主要受到成员之间的互信指数的影响。
第五章分析了冲突产生原因、类型和冲突行为过程,以问卷获取的最常见团队规模为基础,即6至10人型团队,构建了高校创新型科研团队沟通网络,并通过计算网络中上行、下行和平行沟通信息流量,找到沟通网络中的理论冲突节点,提出了冲突定位、缓解冲突和优化沟通的流程模型,并将该模型运用于德国某高校创新型科研团队建设中。
第六章从领导行为、合作行为、冲突行为、沟通行为四种主要行为模式入手构建了高校创新型科研团队行为模式对绩效影响理论框架,并根据研究文献具体提出了涉及团队变革性领导、任务型领导、关系型领导、授权型领导、信任、知识共享、学习、认知冲突、情感冲突、沟通行为等相关的25条概念假设。
第七章提出了高校创新型科研团队主要行为模式对团队绩效影响模型,在进行样本测试与大规模问卷调查的基础上,运用结构方程模型验证了本文提出的研究假设,并根据实证的结果,分析了高校创新型科研团队不同行为模式对团队绩效的影响方向和影响力度。
第八章在实证研究结果基础上,从领导行为、合作行为、冲突缓解与沟通行为三个方面提出了提升高校创新型科研团队绩效的行为管理策略。具体的策略包括构建团队成员的心理放任感、推行团队内的变革型领导、合理宽松授权、目标设定与自由发展相结合、营造团队信任的人际关系氛围、协调发展多样化成员结构、建立团队学习与反馈机制、构建团队资源保障机制、选择适宜的冲突管理方式、提高任务冲突与认知冲突水平、营造公开交流氛围、建设信息化系统等。
第九章是对全文的总结,提出了全文的创新点和研究中的不足,为后续学者的研究提供借鉴与参考。
University Innovative Research Team (UIRT), as one of the most typical organization pattern of Chinese scientific research, has become main force of scientific and technological production and knowledge creation in national innovation system. Basing on multi-disciplinary theoretical knowledge, this dissertation studied on behavioral connotation, behavioral characteristics, behavioral foundation and influence of behavior pattern of University innovative research team to team performance, combined with empirical analysis and case study examples, in order to enrich and deepen the theoretical system of University innovative research team in theory, guide and standardize the construction of Chinese University innovative research team. The main content of the paper is as follows:
The first chapter made a summary analysis of current research results and the lack of point from three aspects involving the research literature about domestic university innovative research team, behavior of domestic university innovative research team and behavior of foreign university innovative research team, and proposed research contents and methods.
The second chapter defined the connotation, characteristics and classification of UIRT, brought forward the connotation and functions of main behavior pattern of UIRT, including leadership behavior, cooperative behavior, conflict behavior.
Basing on analysis of leadership behavior theory of common team, the third chapter proposed varies types of leadership behavior mode of UIRT under distributed knowledge creative process, including idea generation, selection, initial decision-making, feasibility analysis, technology fit, implementation and commercialization. Then this chapter studied on effect of six leadership styles which is related to purposive laissez-faire leadership, transformational leadership, relational leadership, task-based leadership, distributed authorized leadership and transactional leadership; employing SPSS statistical software, this chapter made an empirical analysis of effective leadership style categories in different control variables, including member gender, member age, educational background of member, area of expertise, team size, team building time, working years of member and team life cycle.
On the foundation of influence factor analysis of cooperation behavior, the fourth chapter showed the detail characteristic behavioral factors of UIRT, including trust behavior, learning behavior and knowledge-sharing behavior. At the mean time, this chapter established equal-trust and unequal-trust cooperative model, then simulating the relationship among trust index level, cooperation index level and Team profit with Matlab software. The simulation results are showed as follows:(1) When team members inputs same amount of knowledge and there is equal trust index, with increasing of cooperation level and trust index, there shows smooth upward trend in team knowledge profit;(2) the member who in a high trust inputs the larger amount of knowledge into team task, the creation of total amount of knowledge are more; As long as there is a high trust member, team will be able to create a greater knowledge gains; Member who state in the low trust, even if the total investment of knowledge is large, the creation of total amount of knowledge are small; With the increase of knowledge input, the increasing rate of knowledge creation is accelerated;(3) Even in the high level of cooperation, creation of knowledge is mainly influenced by trust index.
The most common team size obtained from the questionnaire is the scale of6-10persons team. Giving causes, types and process of conflict behavior, the fifth chapter build the communication network of UIRT, calculated upstream, downstream and parallel information flow of communication network and found theoretical conflict network node. Then this chapter proposed positioning of conflict, conflict mitigation and optimization process model, combined with a typical case of Germany university innovative research team.
The sixth chapter established the theoretical framework about influences of different behavior pattern to team performance, including Leadership behavior, cooperative behavior, conflict behavior and communication behavior, then put forward twenty-five concept hypothesises relate to transformational leadership, task-based leadership, relational leadership, authorized leadership, trust, knowledge sharing, learning, cognitive conflict, emotional conflict, communication behavior.
The seventh chapter presented the influence model of behavior pattern of UIRT to team performance and structural equation modeling were to be used to verify the hypothesis on the basis of sample testing and large-scale questionnaire. According to the empirical results, impact direction and impact level for various behavior patterns to team performance were be showed.
The eighth chapter proposed the effective behavior management strategies from three perspectives involving in leadership behavior, cooperative behavior, conflict mitigation and communication behavior. Such as build member psychological fairness, implementation of transformational leadership, relaxed authorization, combination of goal setting and free development, creating team trust relationships, coordinated development of diverse members structure, establishment of team learning and feedback mechanism, build team resources support mechanisms, appropriate choice of conflict management, improving the level of task conflict and cognitive conflict, creating an open exchange atmosphere, building information system.
The ninth chapter was a summary of the dissertation, proposed innovations and research insufficient in order to provide a reference for subsequent scholar.
引文
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