高校科技创新团队成长性评价研究
|
摘要
科学研究不仅需要独立作战,更需要团队攻关。如何构建高校科技创新团队并促进其成长,已成为高等学校科研管理的重要内容。为避免将有潜力的科技创新队伍排除在科研管理部门资助视野之外,迫切需要研究团队成长性评价问题。
对团队进行成长性评价需要理解团队成长的内在机理及其影响因素,本文第三章系统地研究了团队成长的模式与机理,构建了团队螺旋式成长模型,进行了团队成长过程的“力场分析”。第四至五章从总体上分析了团队成长性评价的内涵,构建了团队成长性评价模型及其分阶段、分类别评价指标体系。第六至七章,将前文所述评价思想从单纯的定性描述发展到定量与定性相结合的评价实践,综合运用多种技术、方法与工具进行了团队成长性多维度评价。具体而言,所做主要工作及创新点为:
1.在团队成长机理分析的基础上构建了团队螺旋式成长模型,进行了团队成长过程的“力场分析”。
2.提出了“分阶段、分层次、分类别”的团队评价思想,分别构建了团队静态及动态评价模型。
3.提出了“分维度”开展团队成长性评价研究的思想。重点评价团队成长过程中的合作潜力、创新潜力、科研方向潜力及总体相对进步率等指标。
4.在团队评价中引入了社会计量学、科学计量学及运筹学等多学科研究技术与方法,提供了具体的团队成长性评价的思路与方法。运用SNA技术,利用Ucinet软件进行了团队及团队内部各凝聚子群的合作密度计算。提出了团队合作的绝对效果评价及相对效果评价的思路及可行的、详细的实施过程。
5.提出了设置评价“标杆”的思想,综合运用多种软件工具深度挖掘团队所处学科研究前沿,绘制团队所处学科的顶级科学家合作网络图及各类知识图谱,建设各学科代表人物所使用的高频词词库以树立团队科研方向成长潜力评价“标杆”。通过构建标引词向量空间模型计算被评团队与国内外前沿研究相似性得分。
6.提出了团队自身“相对进步率(效率)”评价及团队之间“相对进步率(效率)”评价的思想,并运用DEA方法给出了具体的实施步骤。
7.尝试设计高校科技创新团队成长性评价决策支持系统,为团队评价工具的开发提供思路。
Scientific research not only need work by oneself but also collaborate with other people, that is to say, it need teams to fulfill difficult tasks. How to construct sci-tech innovation research team and promote it to grow in colleges became the important contents of research management. To avoid excluding some potential research groups to the manager, we need to study the evaluation of the growth of sci-tech innovation teams in colleges and judge its growing potential urgently.
We should understand the principle of teams’growth and the factors which may influence the growing processes of such teams. Chapter 3 in this article had analyzed the model and the main contents of the principle of teams’growth. Then it constructed a growth model of helix and analyzed the force power and the hinder power in the field. The focus of this dissertation’s research is from Chapter 4 to Chapter 7. it described the content of the evaluation of teams’growth, established the models of such assessment and the indicator system of this evaluation in different phases and different teams in Chapter 4 and Chapter 5. from Chapter 6 to Chapter 7 it applied the theory to the real operation and turned the pure qualitative analysis into the quantitative analysis with qualitative description in order to evaluate the real teams’growth properly, roundly, gradually and deeply.
Specifically, the main work and innovations would be described as follows: Firstly, analyzed the internal principles of teams’growth, constructed a helix growth model of such teams, described the force power and the hinder power in the growth field of teams.
Secondly, presented a frame model of static and dynamic evaluation based on the thought of different appraisal in different phases, levels and sorts of teams. Thirdly, presented the thought of evaluating on different dimensions of teams’growth. Divided the evaluation into following four dimensions: the collaboration, innovation, aspects of research and the efficiency of teams.
Fourthly, introduced the technology and methods of sociometrics, Scientometrics and operational research, presented the specific and workable methods of assessment. counted the density of collaboration in and between teams’subgroups by Ucinet software and presented the steps of the processes.
Fifthly, setted the surveyor’s pole by using the Ucinet, Pajek, Wordsmith Tools, Bibexcel and SPSS software. Through drawing different kinds of maps, deeply mined the frequently used words of research fronts. And then constructed a model to count the similarity between the evaluated team and the research fronts.
Sixthly, presented the thought of evaluating the efficiency of teams and show readers the steps of evaluation with DEA.
Seventhly, tried to design the decision support system of evaluation on teams’growth and provide a thoughtway of developing the instruments of teams’appraisal.
对团队进行成长性评价需要理解团队成长的内在机理及其影响因素,本文第三章系统地研究了团队成长的模式与机理,构建了团队螺旋式成长模型,进行了团队成长过程的“力场分析”。第四至五章从总体上分析了团队成长性评价的内涵,构建了团队成长性评价模型及其分阶段、分类别评价指标体系。第六至七章,将前文所述评价思想从单纯的定性描述发展到定量与定性相结合的评价实践,综合运用多种技术、方法与工具进行了团队成长性多维度评价。具体而言,所做主要工作及创新点为:
1.在团队成长机理分析的基础上构建了团队螺旋式成长模型,进行了团队成长过程的“力场分析”。
2.提出了“分阶段、分层次、分类别”的团队评价思想,分别构建了团队静态及动态评价模型。
3.提出了“分维度”开展团队成长性评价研究的思想。重点评价团队成长过程中的合作潜力、创新潜力、科研方向潜力及总体相对进步率等指标。
4.在团队评价中引入了社会计量学、科学计量学及运筹学等多学科研究技术与方法,提供了具体的团队成长性评价的思路与方法。运用SNA技术,利用Ucinet软件进行了团队及团队内部各凝聚子群的合作密度计算。提出了团队合作的绝对效果评价及相对效果评价的思路及可行的、详细的实施过程。
5.提出了设置评价“标杆”的思想,综合运用多种软件工具深度挖掘团队所处学科研究前沿,绘制团队所处学科的顶级科学家合作网络图及各类知识图谱,建设各学科代表人物所使用的高频词词库以树立团队科研方向成长潜力评价“标杆”。通过构建标引词向量空间模型计算被评团队与国内外前沿研究相似性得分。
6.提出了团队自身“相对进步率(效率)”评价及团队之间“相对进步率(效率)”评价的思想,并运用DEA方法给出了具体的实施步骤。
7.尝试设计高校科技创新团队成长性评价决策支持系统,为团队评价工具的开发提供思路。
Scientific research not only need work by oneself but also collaborate with other people, that is to say, it need teams to fulfill difficult tasks. How to construct sci-tech innovation research team and promote it to grow in colleges became the important contents of research management. To avoid excluding some potential research groups to the manager, we need to study the evaluation of the growth of sci-tech innovation teams in colleges and judge its growing potential urgently.
We should understand the principle of teams’growth and the factors which may influence the growing processes of such teams. Chapter 3 in this article had analyzed the model and the main contents of the principle of teams’growth. Then it constructed a growth model of helix and analyzed the force power and the hinder power in the field. The focus of this dissertation’s research is from Chapter 4 to Chapter 7. it described the content of the evaluation of teams’growth, established the models of such assessment and the indicator system of this evaluation in different phases and different teams in Chapter 4 and Chapter 5. from Chapter 6 to Chapter 7 it applied the theory to the real operation and turned the pure qualitative analysis into the quantitative analysis with qualitative description in order to evaluate the real teams’growth properly, roundly, gradually and deeply.
Specifically, the main work and innovations would be described as follows: Firstly, analyzed the internal principles of teams’growth, constructed a helix growth model of such teams, described the force power and the hinder power in the growth field of teams.
Secondly, presented a frame model of static and dynamic evaluation based on the thought of different appraisal in different phases, levels and sorts of teams. Thirdly, presented the thought of evaluating on different dimensions of teams’growth. Divided the evaluation into following four dimensions: the collaboration, innovation, aspects of research and the efficiency of teams.
Fourthly, introduced the technology and methods of sociometrics, Scientometrics and operational research, presented the specific and workable methods of assessment. counted the density of collaboration in and between teams’subgroups by Ucinet software and presented the steps of the processes.
Fifthly, setted the surveyor’s pole by using the Ucinet, Pajek, Wordsmith Tools, Bibexcel and SPSS software. Through drawing different kinds of maps, deeply mined the frequently used words of research fronts. And then constructed a model to count the similarity between the evaluated team and the research fronts.
Sixthly, presented the thought of evaluating the efficiency of teams and show readers the steps of evaluation with DEA.
Seventhly, tried to design the decision support system of evaluation on teams’growth and provide a thoughtway of developing the instruments of teams’appraisal.
引文
[1][15][34]沈建新. 高等院校科技创新团队建设研究[J]. 南京航空航天大学学报(社会科学版),2004,6(4):78-81,86.
[2][13][125]张晓丰,崔伟奇,吕营等. 创建中国高校科技创新体系的对策研究[J]. 研究与发展管理,2005,17(4):104-105,107-108.
[3] Robbins S P. Organizational Behavior(9th.ed.)[M]. 北京:清华大学出版社, Prentice Hall Inc.,2002. 258.
[4] 陈春花,杨映珊. 基于团队运作模式的科研管理研究[J]. 科技进步与对策,2002(4):79-81.
[5] M.艾森克著. 心理学-一条整合的途径[M]. 阎巩固,译. 上海:华东师范大学出版社,2000. 569.
[6][146]刘军. 社会网络分析[M]. 北京:社会科学文献出版社,2004. 12. 30-34,219.
[7] 彼得·圣吉著. 第五项修炼——学习性组织的艺术与务实[M]. 郭进隆,译. 上海:上海三联书店,1998. 11.
[8][12][72]蒋满秀. 我国高校科研创新团队建设的研究[D]. 中南大学. 2005(5):6-8,9-10,4.
[9] West M A. Role innovation in the world of work[J]. British Journal of Social Psychology, 1989(8): 305-315.
[10] Cohen S G, Bailey D R. What makes teams work: Group effectiveness research from the shop floor to the executive suite[J]. Journal of Management 1997(3). 239-290.
[11] Amabile T. Model of creativity and innovation in organizations[J]. Organizational Behavior. 1988(10): 131-133.
[14] Katzenbach J R, Smith D K. The Wisdom of Teams[M]. McKinsey& Company, Inc, 1999. 41-59.
[16] 王世强、光翠娥. 组建科研团队提升地方高校科技实力[J]. 科学学与科学技术管理,2004(8):118.
[17] 李晨光. 论高校科研团队[J]. 高校改革,2003(4):49.
[18] 张成华,单红梅. 博弈理论在高校科技创新教师管理中的应用[J]. 江苏大学学报(高教研究版),2004(3):71.
[19] 中华人民共和国教育部科学技术司. 高等学校科技创新工程重大项目培育资金项目 2006 年度拟资助项目名单. 2006-12-31. http://www.dost.moe.edu.cn/outpart/moduledetail.jsp?id=537
[20] 陈春花,叶飞. 科研团队生命周期管理的理论框架研究[J]. 科技管理研究,2002(3):83-86.
[21] 曹蔚玮,张诠. 团队管理理论在科研管理“课题制”中的运用[J]. 中国医院管理.,2003,23(3):31-32.
[22] 凌四立,陈芳. 学术团队与学科群系统核心竞争力的关系研究[J]. 系统工程.,2004,22(6):5-7.
[23][112]罗永泰. 虚拟型学习团队构建与成长[M]. 天津:天津社会科学院出版社,2005. 89-102,300-312,51.
[24] 朱亚宗. 复杂科学与科技哲学交叉视野中的科技创新[J]. 科学技术哲学(人大复印资料),2006(2):9-10.
[25] 包宁. 论创新团队[J]. 江苏市场经济,2002(2):93-95.
[26] 许小东. 关于 R&D 团队建设与管理的思考[J]. 科学学研究,2001,19(2):76-81.
[27] 陈春花,杨映珊. 科研组织管理的新模式——团队运作[J]. 科学管理研究,2002,21(1):28-30.
[28] 张卫良. 论大学“创新团队”的合规律性建设[J]. 现代大学教育,2005(1):87-92.
[29] 陈洪根,薛静. 高校研究生科研创新团队特性研究[J]. 中国高教研究,2004(7):26-27.
[30] 张霞,张毅. 高校研究生科研群体建设研究与实践[J]. 清华大学学报(哲学社会科学版),2001,16(S1):57-60.
[31] 潘泳,何丽梅. 关于高校科研团队建设的几点思考[J]. 现代教育科学,2004(5):106-108.
[32] 王世强,光翠娥. 组建科研团队,提升地方高校科技实力[J]. 科学学与科学技术管理,2004(8):118-120.
[33] 沈炯. 积极营造宽松氛围 打造精品科研创新团队[J]. 中国高等教育,2004(8):19-20.
[35] 洪银兴. 重点建设“学科特区”催生高水平创新团队[J]. 中国高等教育,2004(3,4):9-11.
[36] 沈峥嵘、王二平. 关系绩效研究[J]. 心理科学进展,2004,12(6):924-931.
[37] 周彬,周军,徐桂红. 论科研团队的冲突管理与有效沟通[J]. 中国科技论坛,2004(3):119-122.
[38] 陈春花,杨映珊. 科研团队领导的行为基础、行为模式及行为过程研究[J]. 软科学,2002,16(4):10-13.
[39] 林荣芹,孙山根. 科研群体智力结构与学科带头人素质探讨[J]. 江苏高教,1995(4):22-24.
[40] 李欣苗、张朋柱. 基于 Internet 的团队创新支持系统的设计与实现[J]. 计算机工 程与应用,2004(36):193-195.
[41] 魏传忠,刘国传等. 现代科研模式下的科研群体管理研究[J]. 中国科技论坛,2005(1):29-32.
[42] 吴清,陈卫. 模糊决策在基础研究创新群体评价中的应用[J]. 科技进步与对策,2002(11):122-123.
[43] 张新华. 科研群体的数学模型及评价[J]. 科学学研究,1999,17(1):25-28.
[44] 戚振江,王端旭. 研发团队效能管理[J]. 科研管理,2003(2):127-132.
[45] 陈积光,欧以克. 跨世纪学科带头人的素质要求及成长机制初探[J]. 广西民族学院学报(哲学社会科学版),2000(2):138-140.
[46] 彭灿. 试论科学家成长的社会机制:动力,竞争,激励,制约[J]. 科学学研究.,1994,12(1):3-7.
[47] 杨杜. 企业成长论[M]. 中国人民大学出版社,1996. 23.
[48] 李政. 企业成长的机理分析[M]. 北京:经济科学出版社,2005. 7.
[49] 丁堃. 基于复杂适应系统理论的绿色创新系统研究[D].大连:大连理工大学,2005: 22.
[50] 蒋琳. 项目团队的平衡性评价研究[D]. 山东:山东大学,2005:27-44.
[51] 张体勤,沈荣芳. 知识团队的绩效评价[J]. 德州学院学报,2002,18(1):1-5.
[52] 黎琦,黎志成. 研发团队绩效的模糊评价系统研究[J]. 武汉理工大学学报·信息与管理工程版,2004,26(5):189-192.
[53] 王鲁捷,韩志成. 团队授权力度评价指标体系研究[J]. 南京理工大学学报(社会科学版),2005,18(5):40-45.
[54] 曲久龙. 科技计划项目评估理论与方法研究[D]. 吉林:吉林大学,2006:3.
[55] 阎婧祎. 大学学术团队绩效评价研究[D]. 大连:大连理工大学,2006:7.
[56] 吴俊卿等. 绩效评价的理论与方法:在科研机构的实践[M]. 北京:科学技术文献出版社,1992. 56.
[57] 科技部发言人就《科学技术评价办法》答记者问. [EB/OL]. 2006-12-20. http://www.chinaembassy-fi.org/chn/jjmy/t105810.htm .
[58] 科学技术评价办法. [EB/OL]. 2006-12-20. http://www.973.gov.cn/mana/contfile/web/155/20041014132726a.doc.
[59] [美]乔恩·R·卡曾巴赫,道格拉斯·K·史密斯著. 团队的智慧——创建绩优组织[M]. 侯玲,译. 北京:经济科学出版社,1999. 1.
[60] [美]彼德·德鲁克著. 组织的管理[M]. 王伯言,沈国华,译. 上海:上海财经大学出版社,2003. 287-288.
[61] [美]彼德·德鲁克等著.未来的管理[M]. 李小刚,译. 成都:四川人民出版社,2000.152.
[62] 叶飞,陈春花. 分布式科研团队的动态协调沟通策略研究[J]. 科研管理,2002,23(7):6.
[63] Henry J. E. Lessons from Team Leaders: A Team Fitness Companion[M]. Milwaukee: ASQ Quality Press,1998.
[64] Syer.J. How Teamwork Works: The Dynamics of Effective Team Development[M]. Blacklick, Ohio: McGraw-Hill College, 1997.
[65] [美]D·赫尔雷格尔, J·W·斯洛克姆著. 组织行为学(上册)[M]. 俞文钊,丁彪,译. 上海:华东师范大学出版社,2001. 354.
[66][123]俞明理. 团队创业精神与绩效关系研究[D]. 杭州:浙江大学,2003. 6:21,22,37-38.
[67] [美]罗珊 L.斯皮罗,威廉 J.斯坦顿,格雷戈里 A.里奇著. 销售团队管理(第十一版)[M]. 韦福祥,译. 北京:机械工业出版社,2005. 11.
[68] [英]约翰·沃特莫尔著. 创造力培训:领导如何在团队中提升创造力[M]. 朱荔,译.北京:科学普及出版社,2004. 4.
[69] [英]大卫·厄温编著. 激励团队:员工、个人、团队激励培训计划[M]. 曹琼,熊金才,译. 广东:汕头大学出版社,2004. 8.
[70] [美]杰克·D·奥斯本 琳达·默兰著. 自我管理型团队[M]. 李松玉,赵辉,译. 北京:人民邮电出版社,2004. 9. 169,185-265.
[71] Fortune J. The team success questionnaire: a valid and reliable assessment tool[D]. The University of Alabama in Huntsville,2005. 18-40.
[73] 凌建勋. 团队创新气氛问卷的编制与研究[D]. 暨南大学,2003. 47-50.
[74] Simpson, Barbara, Powell et al. Designing research organizations for science innovation[J]. Long Range Planning, 1999, 32(4): 441-451.
[75] Hoegl, Martin, Proserpio et al. Team member proximity and teamwork in innovative projects[J]. Research Policy, 2004, 33(8): 1153-1165.
[76] Ottosson, Stig. Participation action research: A key to improved knowledge of management[J]. Technovation, 2003, 23(2):87-94.
[77] Dougherty, Deborah, Takacs et al. Team play: Heedful interrelating as the boundary for innovation[J]. Long Range Planning. 2004, 37(6): 569-590.
[78] 赵红专,翟立新,李强. 公共科研机构绩效评价的指标与方法[J]. 科学学研究,2006,24(1):85-86.
[79] [美]杰克·D·奥斯本,琳达·默兰著. 自我管理型团队[M]. 李松玉,赵辉,译. 北京:人民邮电出版社,2004,9. 169,185-265.
[80] 查连芳. 加强科研团队建设[J]. 中国高等教育,2002(8):37.
[81] Griliches Z. Research costs and social returns: Hybrid corn and related innovations[J]. Journal of Political Economy, 1958, 66: 419-431.
[82] Nelson R R. The simple economics of basic scientific research[J]. Journal of Political Economy, 1959, 67: 297-306.
[83] Godin B. Outline for a History of Science Measurement[R]. Project on the History and Sociology of S&T Statistics, Canada, 2002.
[84] 张利华. 国内外科研机构、高等院校的评价[J]. 科学对社会的影响,1995(1):16-19.
[85] National Science Foundation. Science and Engineering Indicators[R]. Washington, 2000.
[86] European Union. European Report on Science and Technology Indicators[R]. 1997.
[87] 李晓轩. 德国科研机构的评价实践与启示[J]. 中国科学院院刊,2004,19(4):274-304.
[88] Economic and Social Commission for Western Asia, United Nations. New indicators for Science, Technology and Innovation in the Knowledge-based Society [R]. New York, 2003.
[89] Godin B. The measure of science and technology and the construction of a statistical territory[J]. Canadian Journal of Political Science, 2000, 33(2): 333-358.
[90] Second Theory-Oriented Research Group, National Institute of Science and Technology Policy. Quantitative method of research evaluation used by the US federal government[J]. NISTEP Study Material, 2002, 1: 86.
[91] Meyer M. Are patenting scientists the better scholars? An exploratory comparison of inventor-authors with theirnon-inventing peers in nano-science and technology[J]. Research Policy, 2006, 35(10): 1646–1662.
[92] Astebro T. The return in independent invention: evidence of unrealistic optimism, risk seeking or skewness loving?[J]. Economic Journal,2003,113(4): 226–239.
[93] Azagra-Caro J., Carayol N., Llerena P. Patent production at a European research university: exploratory evidence at the laboratory level[J]. Journal of Technology Transfer, 2006, 31(3): 257–268.
[94] Azagra-Caro J.M., Llerena P. Types of contractual funding and university patents: from analysis to a case study. In Paper Prepared for the Conference on ‘Knowledge and Economicand Social Change: New Challenges to Innovation Studies’[J]. Manchester, CRIC, 2003(7): 156.
[95] Leydesdorff L,Meyer M. Triple Helix indicators of knowledge-based innovation systems: Introduction to the special issue. Research Policy, 2006, 35 (10) 1441–1449
[96] Cooper H, Langford, Hall J et al. Indicators and outcomes of Canadian university research: Proxies becoming goals?[J]. Research Policy, 2006, 35(10):1586–1598.
[97] 宋培林. 企业经营者成长机制论(基于经营型人力资本的微观视角)[M]. 贵州:贵州人民出版社,2004. 69-74.
[98] Fitzpatrick E L, Askin R G.. Forming effective worker teams with multi-functional skill requirements. Computers & Industrial Engineering, 2005, 48(1): 593–608.
[99] 李华晶,张玉利. 高管团队特征与企业创新关系的实证研究[J]. 商业经济与管理,2006(5):9-13.
[100]Ensley M D, Hmieleski K M. A comparative study of new venture top management team[J]. Research Policy, 2005, 34: 1093–1097.
[101]Tohidi H, Tarokh M J. Productivity outcomes of teamwork as an effect of information technology and team size[J]. Int. J. Production Economics, 2006, 103 (5): 610–615.
[102]Kratzer J, Leenders R T, Engelen J M. Managing creative team performance in virtual environments: an empirical study in 44 R&D teams[J]. Technovation, 2006,26:42-49
[103]张海燕,陈士俊,王怡然等. 基于生命周期理论的高校科研团队影响因素探析[J].科技管理研究,2006(12).
[104]Eckela C C, Grossman P J. Managing diversity by creating team identity[J]. Journal of Economic Behavior & Organization, 2005, 58(1): 371–392
[105]Gurtner A, Tschan F, Semmer N K et al. Getting groups to develop good strategies: Effects of reflexivity interventions on team process, team performance, and shared mental models[J]. Organizational Behavior and Human Decision Processes, 2006,5: 2-14.
[106][英]May Johnstone,John Meed. 团队腾飞[M]. 天向互动教育中心,译. 北京:清华大学出版社,2003. 25.
[107]Smith A, Houghton S M, Hood J N et al. Power relationships among top managers: Does top management team power distribution matter for organizational performance? [J]. Journal of Business Research, 2006,59: 622 –629.
[108]Dong A. The latent semantic approach to studying design team communication[J]. Design Studies, 2005,26(5): 446-459.
[109][美]安妮·多娜伦.无障碍团队沟通[M].燕清联合,译. 北京:机械工业出版社,2004: 7-18,23-27.
[110]Nathan J H, David V D, Robert J V. Collective enactment of leadership roles and team effectiveness: A field study[J]. The Leadership Quarterly, 2006,17: 387-397.
[111]Quigley N R. The relationship between leader core self-evaluations, team feedback, leader efficacy, transformational leadership, team efficacy, team goals, team action and transition processes, and team performance[D]. The university of Maryland, 2003, 9-50.
[113]刁兆锋. 企业持续成长的机制与评价研究[D]. 武汉:华中科技大学,2003. 81.
[114]赵红专,翟立新,李强. 公共科研机构绩效评价的指标与方法[J]. 科学学研究,2006,24(1):85-86.
[115][美]埃利泽?盖斯勒著. 科学技术测度体系[M]. 周萍,译. 北京:科学技术文献出版社,2004. 42.
[116]温有奎等,知识元挖掘[M]. 西安:西安电子科技大学出版社,2005. 15.
[117]李春泰. 确立学术评价尺度,明了学者工作意义[J]. 自然辩证法通讯,2006(3):5-6.
[118]王章豹,徐枞巍. 高校科技创新能力综合评价:原则、指标、模型与方法[J]. 中国科技论坛,2005(2):55-57.
[119]Christie C A, Ross R M, Klein B M. Moving toward collaboration by creating a participatory internal-external evaluation team: a case study[J]. Studies in Educational Evaluation, 2004,30 (6): 125-134
[120]范英,郑永和,魏一鸣等. 海外科学基金评审方法与实践[M]. 北京:科学出版社,2004. 185.
[121]秦寿康. 综合评价原理与应用[M]. 北京:电子工业出版社,2003. 19.
[122]胡永宏,贺思辉.综合评价方法[M].北京:科学出版社,2000.22-29.
[124]杨福家. 揭示英国知识经济领先的原因. 高校科研与企业互动[EB/OL]. 2004-05-16. http://www.sina.com.cn.
[126]Krizan Z, Windschitl P D. Team allegiance can lead to both optimistic and pessimistic predictions[J]. Journal of Experimental Social Psychology, 2006(2):2-6.
[127]廖冰,纪晓丽,陈家洵. 论知识团队的情商管理[J]. 科技管理研究,2004(6):43.
[128]王巍. 领导团队绩效总体进步率的动态测评[J]. 统计与决策. 2005(4)下:158-159.
[129]魏权龄. 数据包络分析[M]. 北京:科学出版社,2004. 1-20.
[130]吴洁,陈卫. 模糊决策在基础研究创新群体评价中的应用[J]. 科技进步与对策,2002(11). 122-123.
[131]张小林,王重鸣. 群体绩效和团队效能研究的新进展[J]. 应用心理学,1997(02):58-64.
[132]973 计划基础研究共性重大问题战略研究组. 有关基础研究绩效评价的一些问题[J]. 中国基础科学,2004(3):2-8.
[133]McKinnon M L. implementation of Alberta's Teacher Growth, Supervision and Evaluation Policy: a basic interpretive qualitative study[D]. Calgary, Alberta: The university of Calgary,2004: 160-168
[134]Rigby J, Edler J. Peering inside research networks: Some observations on the effect of the intensity of collaboration on the variability of research quality[J]. Research Policy, 34(6): 784–794.
[135]Looy B V, Callaert J, Debackere K. Publication and patent behavior of academic researchers: Conflicting, reinforcing or merely co-existing?[J]. Research Policy, 2006, 35(4): 596–608
[136]王思斌. 改革中弱势群体的政策支持. 北京大学学报(哲学社会科学版),2003(6):83-91.
[137]Cantner U, Graf H. The network of innovators in Jena: An application of social network analysis[J]. Research Policy, 2006, 35(4): 463–480.
[138]克雷奇默. 国际合著网络中的构型[A]. 蒋国华. 科研评价与指标[C]. 北京:红旗出版社,2000:95.
[139]Adams J D, Black G C, Clemmons G R. Scientific teams and institutional collaborations: Evidence from U.S. universities, 1981–1999[J]. Research Policy, 2005, 34(3) 259–285
[140]Mehra A, Smith B R, Dixon B R et al. Distributed leadership in teams: The network of leadership perceptions and team performance[J]. The Leadership Quarterly, 2006, 17(2): 232–245.
[141]Wasserman S, Faust K, Iacobucci D. Social Network Analysis: Methods and Applications[M]. Cambridge: Cambridge University Press, 1994: 101-122.
[142]Bovasso, Gregory. A Network Analysis of Social Contagion Processes in an Organization Intervention[J]. Human Relation,1996 (11): 49.
[143]Reagans R, Zuckerman E W. Networks, Diversity and Productivity: The Social Capital of Corporate R&D Teams[J]. Organization Science, 2001(12): 502-517.
[144]Sparrowe, Raymond, Linden R et al. Social Networks and the Performanc of Individuals and Groups[J]. Academy of Management Journal, 2001, 44(2):316-325.
[145]Wagner C S,Leydesdorff L. Network structure, self-organization, and the growth of international collaboration in science[J]. Research Policy, 2005, 34 (10) 1608–1618.
[147]傅世侠,罗玲玲. 建构科技团体创造力评估模型[M]. 北京:北京大学出版社,2005. 15.
[148]Mathisen G E, Einarsen S, Rstad K J et al. Climate for work group creativity and innovation: Norwegian validation of the team climate inventory (TCI)[J]. Scandinavian Journal of Psychology, 2004, 45: 383–392.
[149]Haas M R. Acting on what others know: distributed knowledge and team performance[D]. Cambridge ,Massachusetts: Harvard University, 2002: 169-179.
[150]Nerkar A A, Mcgrath R G, Macmillan L C. Three facets of satisfaction and their influence on the performance of innovation teams[J]. Journal of Business Venturing, 1996(11),175-178.
[151]Crichton M. Attitudes to teamwork, leadership, and stress in oil industry drilling teams[J]. Safety Science, 2005, 43 (8) 679–696
[152]Watsona W E, Barnira A, Pavurb R. Cultural diversity and learning teams:The impact on desired academic team processes[J]. International Journal of Intercultural Relations, 2005, 29(6). 449-467
[153]凌建勋. 团队创新气氛问卷的编制与研究[D]. 广州:暨南大学,2003. 47-48.
[154]吴明隆. SPSS 统计应用实务——问卷分析与应用统计[M]. 北京:科学出版社,2003. 60-120.
[155]黄晓斌. 计算机引文分析的新发展[J]. 情报学报,2006,25(3):354-362.
[156]Rennels G D, Shortliffe E H, Stockdale F E et al.A computational model of reasoning from the medical literature[J].Comput.Meth.Prog.Biomed., 1987, 24:139-49.
[157]刘则渊. 科学学理论体系建构的思考——基于科学计量学的中外科学学进展研究报告[J]. 科学学研究,2006,24(1): 1-11.
[158]侯海燕,刘则渊. 当代国际科学学研究热点演进趋势知识图谱[J]. 科研管理,2006(3),91-95.
[159]侯海燕,刘则渊. 当代国际科学学主流学术群体及其代表人物[J]. 科学学研究, 2006,24(2)162-165.
[160]侯海燕. 国际科学计量学核心期刊知识图谱[J]. 中国科技期刊研究,2006(2),240-242.
[161]刘则渊,侯海燕. 国际科学计量学研究力量分布现状之计量分析[J]. 科学学研究,2005,23(B12),36-41.
[162]侯海燕. 基于知识图谱的科学计量学进展研究[D]. 大连理工大学,2006. 45,47,50,52,54,57.
[163]温有奎,徐国华,赖伯年等. 知识元挖掘[M]. 西安:西安电子科技大学出版社,2005. 72.
[164]中华人民共和国教育部科学技术司. 2002-2005 年高等学校科技统计资料汇编[M]. 北京:中国统计出版社,2003,2004,2005,2006.
[165]李鑫,张海燕. DEA 方法在企业经营绩效评价中的应用[J]. 天津职业大学学报,2006(6).
[166]梁立明,武夷山等. 科学计量学—理论探索与案例研究[M]. 北京:科学出版社,2006. 5-6.
[167]Bazirjian R. After assessment: application of the results of an acquisitions teams survey[J]. Library Collections, Acquisitions,& Technical Services, 2001,25:373-376.
[168]Yen J, Fan X C, Sun S et al. Agents with shared mental models for enhancing team decision makings[J]. Decision Support Systems, 2006, 41(4): 634-653.
[169]胡晓军,邓波. Visual C++高级开发范例解析[M]. 北京:电子工业出版社,2002. 7-40.
[170]明日科技: 王瑞,于速等. Visual C++数据库开发完全手册[M]. 北京:人民邮电出版社,2006:53-64.
[2][13][125]张晓丰,崔伟奇,吕营等. 创建中国高校科技创新体系的对策研究[J]. 研究与发展管理,2005,17(4):104-105,107-108.
[3] Robbins S P. Organizational Behavior(9th.ed.)[M]. 北京:清华大学出版社, Prentice Hall Inc.,2002. 258.
[4] 陈春花,杨映珊. 基于团队运作模式的科研管理研究[J]. 科技进步与对策,2002(4):79-81.
[5] M.艾森克著. 心理学-一条整合的途径[M]. 阎巩固,译. 上海:华东师范大学出版社,2000. 569.
[6][146]刘军. 社会网络分析[M]. 北京:社会科学文献出版社,2004. 12. 30-34,219.
[7] 彼得·圣吉著. 第五项修炼——学习性组织的艺术与务实[M]. 郭进隆,译. 上海:上海三联书店,1998. 11.
[8][12][72]蒋满秀. 我国高校科研创新团队建设的研究[D]. 中南大学. 2005(5):6-8,9-10,4.
[9] West M A. Role innovation in the world of work[J]. British Journal of Social Psychology, 1989(8): 305-315.
[10] Cohen S G, Bailey D R. What makes teams work: Group effectiveness research from the shop floor to the executive suite[J]. Journal of Management 1997(3). 239-290.
[11] Amabile T. Model of creativity and innovation in organizations[J]. Organizational Behavior. 1988(10): 131-133.
[14] Katzenbach J R, Smith D K. The Wisdom of Teams[M]. McKinsey& Company, Inc, 1999. 41-59.
[16] 王世强、光翠娥. 组建科研团队提升地方高校科技实力[J]. 科学学与科学技术管理,2004(8):118.
[17] 李晨光. 论高校科研团队[J]. 高校改革,2003(4):49.
[18] 张成华,单红梅. 博弈理论在高校科技创新教师管理中的应用[J]. 江苏大学学报(高教研究版),2004(3):71.
[19] 中华人民共和国教育部科学技术司. 高等学校科技创新工程重大项目培育资金项目 2006 年度拟资助项目名单. 2006-12-31. http://www.dost.moe.edu.cn/outpart/moduledetail.jsp?id=537
[20] 陈春花,叶飞. 科研团队生命周期管理的理论框架研究[J]. 科技管理研究,2002(3):83-86.
[21] 曹蔚玮,张诠. 团队管理理论在科研管理“课题制”中的运用[J]. 中国医院管理.,2003,23(3):31-32.
[22] 凌四立,陈芳. 学术团队与学科群系统核心竞争力的关系研究[J]. 系统工程.,2004,22(6):5-7.
[23][112]罗永泰. 虚拟型学习团队构建与成长[M]. 天津:天津社会科学院出版社,2005. 89-102,300-312,51.
[24] 朱亚宗. 复杂科学与科技哲学交叉视野中的科技创新[J]. 科学技术哲学(人大复印资料),2006(2):9-10.
[25] 包宁. 论创新团队[J]. 江苏市场经济,2002(2):93-95.
[26] 许小东. 关于 R&D 团队建设与管理的思考[J]. 科学学研究,2001,19(2):76-81.
[27] 陈春花,杨映珊. 科研组织管理的新模式——团队运作[J]. 科学管理研究,2002,21(1):28-30.
[28] 张卫良. 论大学“创新团队”的合规律性建设[J]. 现代大学教育,2005(1):87-92.
[29] 陈洪根,薛静. 高校研究生科研创新团队特性研究[J]. 中国高教研究,2004(7):26-27.
[30] 张霞,张毅. 高校研究生科研群体建设研究与实践[J]. 清华大学学报(哲学社会科学版),2001,16(S1):57-60.
[31] 潘泳,何丽梅. 关于高校科研团队建设的几点思考[J]. 现代教育科学,2004(5):106-108.
[32] 王世强,光翠娥. 组建科研团队,提升地方高校科技实力[J]. 科学学与科学技术管理,2004(8):118-120.
[33] 沈炯. 积极营造宽松氛围 打造精品科研创新团队[J]. 中国高等教育,2004(8):19-20.
[35] 洪银兴. 重点建设“学科特区”催生高水平创新团队[J]. 中国高等教育,2004(3,4):9-11.
[36] 沈峥嵘、王二平. 关系绩效研究[J]. 心理科学进展,2004,12(6):924-931.
[37] 周彬,周军,徐桂红. 论科研团队的冲突管理与有效沟通[J]. 中国科技论坛,2004(3):119-122.
[38] 陈春花,杨映珊. 科研团队领导的行为基础、行为模式及行为过程研究[J]. 软科学,2002,16(4):10-13.
[39] 林荣芹,孙山根. 科研群体智力结构与学科带头人素质探讨[J]. 江苏高教,1995(4):22-24.
[40] 李欣苗、张朋柱. 基于 Internet 的团队创新支持系统的设计与实现[J]. 计算机工 程与应用,2004(36):193-195.
[41] 魏传忠,刘国传等. 现代科研模式下的科研群体管理研究[J]. 中国科技论坛,2005(1):29-32.
[42] 吴清,陈卫. 模糊决策在基础研究创新群体评价中的应用[J]. 科技进步与对策,2002(11):122-123.
[43] 张新华. 科研群体的数学模型及评价[J]. 科学学研究,1999,17(1):25-28.
[44] 戚振江,王端旭. 研发团队效能管理[J]. 科研管理,2003(2):127-132.
[45] 陈积光,欧以克. 跨世纪学科带头人的素质要求及成长机制初探[J]. 广西民族学院学报(哲学社会科学版),2000(2):138-140.
[46] 彭灿. 试论科学家成长的社会机制:动力,竞争,激励,制约[J]. 科学学研究.,1994,12(1):3-7.
[47] 杨杜. 企业成长论[M]. 中国人民大学出版社,1996. 23.
[48] 李政. 企业成长的机理分析[M]. 北京:经济科学出版社,2005. 7.
[49] 丁堃. 基于复杂适应系统理论的绿色创新系统研究[D].大连:大连理工大学,2005: 22.
[50] 蒋琳. 项目团队的平衡性评价研究[D]. 山东:山东大学,2005:27-44.
[51] 张体勤,沈荣芳. 知识团队的绩效评价[J]. 德州学院学报,2002,18(1):1-5.
[52] 黎琦,黎志成. 研发团队绩效的模糊评价系统研究[J]. 武汉理工大学学报·信息与管理工程版,2004,26(5):189-192.
[53] 王鲁捷,韩志成. 团队授权力度评价指标体系研究[J]. 南京理工大学学报(社会科学版),2005,18(5):40-45.
[54] 曲久龙. 科技计划项目评估理论与方法研究[D]. 吉林:吉林大学,2006:3.
[55] 阎婧祎. 大学学术团队绩效评价研究[D]. 大连:大连理工大学,2006:7.
[56] 吴俊卿等. 绩效评价的理论与方法:在科研机构的实践[M]. 北京:科学技术文献出版社,1992. 56.
[57] 科技部发言人就《科学技术评价办法》答记者问. [EB/OL]. 2006-12-20. http://www.chinaembassy-fi.org/chn/jjmy/t105810.htm .
[58] 科学技术评价办法. [EB/OL]. 2006-12-20. http://www.973.gov.cn/mana/contfile/web/155/20041014132726a.doc.
[59] [美]乔恩·R·卡曾巴赫,道格拉斯·K·史密斯著. 团队的智慧——创建绩优组织[M]. 侯玲,译. 北京:经济科学出版社,1999. 1.
[60] [美]彼德·德鲁克著. 组织的管理[M]. 王伯言,沈国华,译. 上海:上海财经大学出版社,2003. 287-288.
[61] [美]彼德·德鲁克等著.未来的管理[M]. 李小刚,译. 成都:四川人民出版社,2000.152.
[62] 叶飞,陈春花. 分布式科研团队的动态协调沟通策略研究[J]. 科研管理,2002,23(7):6.
[63] Henry J. E. Lessons from Team Leaders: A Team Fitness Companion[M]. Milwaukee: ASQ Quality Press,1998.
[64] Syer.J. How Teamwork Works: The Dynamics of Effective Team Development[M]. Blacklick, Ohio: McGraw-Hill College, 1997.
[65] [美]D·赫尔雷格尔, J·W·斯洛克姆著. 组织行为学(上册)[M]. 俞文钊,丁彪,译. 上海:华东师范大学出版社,2001. 354.
[66][123]俞明理. 团队创业精神与绩效关系研究[D]. 杭州:浙江大学,2003. 6:21,22,37-38.
[67] [美]罗珊 L.斯皮罗,威廉 J.斯坦顿,格雷戈里 A.里奇著. 销售团队管理(第十一版)[M]. 韦福祥,译. 北京:机械工业出版社,2005. 11.
[68] [英]约翰·沃特莫尔著. 创造力培训:领导如何在团队中提升创造力[M]. 朱荔,译.北京:科学普及出版社,2004. 4.
[69] [英]大卫·厄温编著. 激励团队:员工、个人、团队激励培训计划[M]. 曹琼,熊金才,译. 广东:汕头大学出版社,2004. 8.
[70] [美]杰克·D·奥斯本 琳达·默兰著. 自我管理型团队[M]. 李松玉,赵辉,译. 北京:人民邮电出版社,2004. 9. 169,185-265.
[71] Fortune J. The team success questionnaire: a valid and reliable assessment tool[D]. The University of Alabama in Huntsville,2005. 18-40.
[73] 凌建勋. 团队创新气氛问卷的编制与研究[D]. 暨南大学,2003. 47-50.
[74] Simpson, Barbara, Powell et al. Designing research organizations for science innovation[J]. Long Range Planning, 1999, 32(4): 441-451.
[75] Hoegl, Martin, Proserpio et al. Team member proximity and teamwork in innovative projects[J]. Research Policy, 2004, 33(8): 1153-1165.
[76] Ottosson, Stig. Participation action research: A key to improved knowledge of management[J]. Technovation, 2003, 23(2):87-94.
[77] Dougherty, Deborah, Takacs et al. Team play: Heedful interrelating as the boundary for innovation[J]. Long Range Planning. 2004, 37(6): 569-590.
[78] 赵红专,翟立新,李强. 公共科研机构绩效评价的指标与方法[J]. 科学学研究,2006,24(1):85-86.
[79] [美]杰克·D·奥斯本,琳达·默兰著. 自我管理型团队[M]. 李松玉,赵辉,译. 北京:人民邮电出版社,2004,9. 169,185-265.
[80] 查连芳. 加强科研团队建设[J]. 中国高等教育,2002(8):37.
[81] Griliches Z. Research costs and social returns: Hybrid corn and related innovations[J]. Journal of Political Economy, 1958, 66: 419-431.
[82] Nelson R R. The simple economics of basic scientific research[J]. Journal of Political Economy, 1959, 67: 297-306.
[83] Godin B. Outline for a History of Science Measurement[R]. Project on the History and Sociology of S&T Statistics, Canada, 2002.
[84] 张利华. 国内外科研机构、高等院校的评价[J]. 科学对社会的影响,1995(1):16-19.
[85] National Science Foundation. Science and Engineering Indicators[R]. Washington, 2000.
[86] European Union. European Report on Science and Technology Indicators[R]. 1997.
[87] 李晓轩. 德国科研机构的评价实践与启示[J]. 中国科学院院刊,2004,19(4):274-304.
[88] Economic and Social Commission for Western Asia, United Nations. New indicators for Science, Technology and Innovation in the Knowledge-based Society [R]. New York, 2003.
[89] Godin B. The measure of science and technology and the construction of a statistical territory[J]. Canadian Journal of Political Science, 2000, 33(2): 333-358.
[90] Second Theory-Oriented Research Group, National Institute of Science and Technology Policy. Quantitative method of research evaluation used by the US federal government[J]. NISTEP Study Material, 2002, 1: 86.
[91] Meyer M. Are patenting scientists the better scholars? An exploratory comparison of inventor-authors with theirnon-inventing peers in nano-science and technology[J]. Research Policy, 2006, 35(10): 1646–1662.
[92] Astebro T. The return in independent invention: evidence of unrealistic optimism, risk seeking or skewness loving?[J]. Economic Journal,2003,113(4): 226–239.
[93] Azagra-Caro J., Carayol N., Llerena P. Patent production at a European research university: exploratory evidence at the laboratory level[J]. Journal of Technology Transfer, 2006, 31(3): 257–268.
[94] Azagra-Caro J.M., Llerena P. Types of contractual funding and university patents: from analysis to a case study. In Paper Prepared for the Conference on ‘Knowledge and Economicand Social Change: New Challenges to Innovation Studies’[J]. Manchester, CRIC, 2003(7): 156.
[95] Leydesdorff L,Meyer M. Triple Helix indicators of knowledge-based innovation systems: Introduction to the special issue. Research Policy, 2006, 35 (10) 1441–1449
[96] Cooper H, Langford, Hall J et al. Indicators and outcomes of Canadian university research: Proxies becoming goals?[J]. Research Policy, 2006, 35(10):1586–1598.
[97] 宋培林. 企业经营者成长机制论(基于经营型人力资本的微观视角)[M]. 贵州:贵州人民出版社,2004. 69-74.
[98] Fitzpatrick E L, Askin R G.. Forming effective worker teams with multi-functional skill requirements. Computers & Industrial Engineering, 2005, 48(1): 593–608.
[99] 李华晶,张玉利. 高管团队特征与企业创新关系的实证研究[J]. 商业经济与管理,2006(5):9-13.
[100]Ensley M D, Hmieleski K M. A comparative study of new venture top management team[J]. Research Policy, 2005, 34: 1093–1097.
[101]Tohidi H, Tarokh M J. Productivity outcomes of teamwork as an effect of information technology and team size[J]. Int. J. Production Economics, 2006, 103 (5): 610–615.
[102]Kratzer J, Leenders R T, Engelen J M. Managing creative team performance in virtual environments: an empirical study in 44 R&D teams[J]. Technovation, 2006,26:42-49
[103]张海燕,陈士俊,王怡然等. 基于生命周期理论的高校科研团队影响因素探析[J].科技管理研究,2006(12).
[104]Eckela C C, Grossman P J. Managing diversity by creating team identity[J]. Journal of Economic Behavior & Organization, 2005, 58(1): 371–392
[105]Gurtner A, Tschan F, Semmer N K et al. Getting groups to develop good strategies: Effects of reflexivity interventions on team process, team performance, and shared mental models[J]. Organizational Behavior and Human Decision Processes, 2006,5: 2-14.
[106][英]May Johnstone,John Meed. 团队腾飞[M]. 天向互动教育中心,译. 北京:清华大学出版社,2003. 25.
[107]Smith A, Houghton S M, Hood J N et al. Power relationships among top managers: Does top management team power distribution matter for organizational performance? [J]. Journal of Business Research, 2006,59: 622 –629.
[108]Dong A. The latent semantic approach to studying design team communication[J]. Design Studies, 2005,26(5): 446-459.
[109][美]安妮·多娜伦.无障碍团队沟通[M].燕清联合,译. 北京:机械工业出版社,2004: 7-18,23-27.
[110]Nathan J H, David V D, Robert J V. Collective enactment of leadership roles and team effectiveness: A field study[J]. The Leadership Quarterly, 2006,17: 387-397.
[111]Quigley N R. The relationship between leader core self-evaluations, team feedback, leader efficacy, transformational leadership, team efficacy, team goals, team action and transition processes, and team performance[D]. The university of Maryland, 2003, 9-50.
[113]刁兆锋. 企业持续成长的机制与评价研究[D]. 武汉:华中科技大学,2003. 81.
[114]赵红专,翟立新,李强. 公共科研机构绩效评价的指标与方法[J]. 科学学研究,2006,24(1):85-86.
[115][美]埃利泽?盖斯勒著. 科学技术测度体系[M]. 周萍,译. 北京:科学技术文献出版社,2004. 42.
[116]温有奎等,知识元挖掘[M]. 西安:西安电子科技大学出版社,2005. 15.
[117]李春泰. 确立学术评价尺度,明了学者工作意义[J]. 自然辩证法通讯,2006(3):5-6.
[118]王章豹,徐枞巍. 高校科技创新能力综合评价:原则、指标、模型与方法[J]. 中国科技论坛,2005(2):55-57.
[119]Christie C A, Ross R M, Klein B M. Moving toward collaboration by creating a participatory internal-external evaluation team: a case study[J]. Studies in Educational Evaluation, 2004,30 (6): 125-134
[120]范英,郑永和,魏一鸣等. 海外科学基金评审方法与实践[M]. 北京:科学出版社,2004. 185.
[121]秦寿康. 综合评价原理与应用[M]. 北京:电子工业出版社,2003. 19.
[122]胡永宏,贺思辉.综合评价方法[M].北京:科学出版社,2000.22-29.
[124]杨福家. 揭示英国知识经济领先的原因. 高校科研与企业互动[EB/OL]. 2004-05-16. http://www.sina.com.cn.
[126]Krizan Z, Windschitl P D. Team allegiance can lead to both optimistic and pessimistic predictions[J]. Journal of Experimental Social Psychology, 2006(2):2-6.
[127]廖冰,纪晓丽,陈家洵. 论知识团队的情商管理[J]. 科技管理研究,2004(6):43.
[128]王巍. 领导团队绩效总体进步率的动态测评[J]. 统计与决策. 2005(4)下:158-159.
[129]魏权龄. 数据包络分析[M]. 北京:科学出版社,2004. 1-20.
[130]吴洁,陈卫. 模糊决策在基础研究创新群体评价中的应用[J]. 科技进步与对策,2002(11). 122-123.
[131]张小林,王重鸣. 群体绩效和团队效能研究的新进展[J]. 应用心理学,1997(02):58-64.
[132]973 计划基础研究共性重大问题战略研究组. 有关基础研究绩效评价的一些问题[J]. 中国基础科学,2004(3):2-8.
[133]McKinnon M L. implementation of Alberta's Teacher Growth, Supervision and Evaluation Policy: a basic interpretive qualitative study[D]. Calgary, Alberta: The university of Calgary,2004: 160-168
[134]Rigby J, Edler J. Peering inside research networks: Some observations on the effect of the intensity of collaboration on the variability of research quality[J]. Research Policy, 34(6): 784–794.
[135]Looy B V, Callaert J, Debackere K. Publication and patent behavior of academic researchers: Conflicting, reinforcing or merely co-existing?[J]. Research Policy, 2006, 35(4): 596–608
[136]王思斌. 改革中弱势群体的政策支持. 北京大学学报(哲学社会科学版),2003(6):83-91.
[137]Cantner U, Graf H. The network of innovators in Jena: An application of social network analysis[J]. Research Policy, 2006, 35(4): 463–480.
[138]克雷奇默. 国际合著网络中的构型[A]. 蒋国华. 科研评价与指标[C]. 北京:红旗出版社,2000:95.
[139]Adams J D, Black G C, Clemmons G R. Scientific teams and institutional collaborations: Evidence from U.S. universities, 1981–1999[J]. Research Policy, 2005, 34(3) 259–285
[140]Mehra A, Smith B R, Dixon B R et al. Distributed leadership in teams: The network of leadership perceptions and team performance[J]. The Leadership Quarterly, 2006, 17(2): 232–245.
[141]Wasserman S, Faust K, Iacobucci D. Social Network Analysis: Methods and Applications[M]. Cambridge: Cambridge University Press, 1994: 101-122.
[142]Bovasso, Gregory. A Network Analysis of Social Contagion Processes in an Organization Intervention[J]. Human Relation,1996 (11): 49.
[143]Reagans R, Zuckerman E W. Networks, Diversity and Productivity: The Social Capital of Corporate R&D Teams[J]. Organization Science, 2001(12): 502-517.
[144]Sparrowe, Raymond, Linden R et al. Social Networks and the Performanc of Individuals and Groups[J]. Academy of Management Journal, 2001, 44(2):316-325.
[145]Wagner C S,Leydesdorff L. Network structure, self-organization, and the growth of international collaboration in science[J]. Research Policy, 2005, 34 (10) 1608–1618.
[147]傅世侠,罗玲玲. 建构科技团体创造力评估模型[M]. 北京:北京大学出版社,2005. 15.
[148]Mathisen G E, Einarsen S, Rstad K J et al. Climate for work group creativity and innovation: Norwegian validation of the team climate inventory (TCI)[J]. Scandinavian Journal of Psychology, 2004, 45: 383–392.
[149]Haas M R. Acting on what others know: distributed knowledge and team performance[D]. Cambridge ,Massachusetts: Harvard University, 2002: 169-179.
[150]Nerkar A A, Mcgrath R G, Macmillan L C. Three facets of satisfaction and their influence on the performance of innovation teams[J]. Journal of Business Venturing, 1996(11),175-178.
[151]Crichton M. Attitudes to teamwork, leadership, and stress in oil industry drilling teams[J]. Safety Science, 2005, 43 (8) 679–696
[152]Watsona W E, Barnira A, Pavurb R. Cultural diversity and learning teams:The impact on desired academic team processes[J]. International Journal of Intercultural Relations, 2005, 29(6). 449-467
[153]凌建勋. 团队创新气氛问卷的编制与研究[D]. 广州:暨南大学,2003. 47-48.
[154]吴明隆. SPSS 统计应用实务——问卷分析与应用统计[M]. 北京:科学出版社,2003. 60-120.
[155]黄晓斌. 计算机引文分析的新发展[J]. 情报学报,2006,25(3):354-362.
[156]Rennels G D, Shortliffe E H, Stockdale F E et al.A computational model of reasoning from the medical literature[J].Comput.Meth.Prog.Biomed., 1987, 24:139-49.
[157]刘则渊. 科学学理论体系建构的思考——基于科学计量学的中外科学学进展研究报告[J]. 科学学研究,2006,24(1): 1-11.
[158]侯海燕,刘则渊. 当代国际科学学研究热点演进趋势知识图谱[J]. 科研管理,2006(3),91-95.
[159]侯海燕,刘则渊. 当代国际科学学主流学术群体及其代表人物[J]. 科学学研究, 2006,24(2)162-165.
[160]侯海燕. 国际科学计量学核心期刊知识图谱[J]. 中国科技期刊研究,2006(2),240-242.
[161]刘则渊,侯海燕. 国际科学计量学研究力量分布现状之计量分析[J]. 科学学研究,2005,23(B12),36-41.
[162]侯海燕. 基于知识图谱的科学计量学进展研究[D]. 大连理工大学,2006. 45,47,50,52,54,57.
[163]温有奎,徐国华,赖伯年等. 知识元挖掘[M]. 西安:西安电子科技大学出版社,2005. 72.
[164]中华人民共和国教育部科学技术司. 2002-2005 年高等学校科技统计资料汇编[M]. 北京:中国统计出版社,2003,2004,2005,2006.
[165]李鑫,张海燕. DEA 方法在企业经营绩效评价中的应用[J]. 天津职业大学学报,2006(6).
[166]梁立明,武夷山等. 科学计量学—理论探索与案例研究[M]. 北京:科学出版社,2006. 5-6.
[167]Bazirjian R. After assessment: application of the results of an acquisitions teams survey[J]. Library Collections, Acquisitions,& Technical Services, 2001,25:373-376.
[168]Yen J, Fan X C, Sun S et al. Agents with shared mental models for enhancing team decision makings[J]. Decision Support Systems, 2006, 41(4): 634-653.
[169]胡晓军,邓波. Visual C++高级开发范例解析[M]. 北京:电子工业出版社,2002. 7-40.
[170]明日科技: 王瑞,于速等. Visual C++数据库开发完全手册[M]. 北京:人民邮电出版社,2006:53-64.