R&D团队社会资本与创新绩效：团队心理安全与学习行为的作用研究
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摘要
随着经济全球化进程加快、企业竞争的日益激化,创新成为决定组织绩效与存亡的关键因素。研发(R&D)团队作为企业组织结构的基本单元被越来越广泛的采用。企业创新成功的关键取决于研发团队的创新绩效。创新过程具有一定的风险性和持续性,需要以心理安全氛围的感知和持续学习行为作为保障。而团队心理安全和学习行为又在团队成员的社会互动中得以形成和促进,由此与社会资本密切相关。
本研究通过对国内外社会资本、学习行为、心理安全、创新绩效之间关系的研究文献回顾,发现关于组织和个体层次的社会资本研究文献较丰富,而团队尤其是研发团队的社会资本研究相对较少,已有研究主要聚焦团队主管或组织高管团队的社会资本。另外,尽管已有研究验证了团队社会资本与团队创新绩效的关系,以及团队心理安全和学习行为与创新绩效的关系,但团队心理安全与创新绩效的关系研究仍寥寥可数,更缺乏将其相整合的研究。因此,本研究检验团队社会资本、心理安全和学习行为与创新绩效之间的关系,并探讨团队心理安全和学习行为对团队社会资本与团队创新绩效之间关系的中介效用,最终揭示团队社会资本促进团队心理安全和团队学习进而提升团队创新绩效的作用机理。
本研究以我国企业中R&D团队为对象,使用多元统计分析与结构方程模型等研究方法,验证变量结构,构建团队社会资本、学习行为、心理安全与创新绩效之间的结构模型。分析团队社会资本对学习行为、心理安全与创新绩效的影响作用,以及团队学习行为和心理安全对创新绩效的影响作用,在此基础上验证团队学习行为和心理安全的中介效应,本研究得到的主要结论有:
(1)改编并验证了团队社会资本的三维度结构:结构资本、关系资本与认知资本,数据分析表明量表有良好的效度和信度。
(2)研究发现结构资本、认知资本与关系资本对团队心理安全具有显著的正向影响;结构资本、认知资本与关系资本对团队学习行为具有显著的正向影响。
(3)研究发现团队心理安全对团队创新绩效有显著的正向影响;团队学习对团队创新绩效有显著的正向影响。
(4)研究发现团队心理安全部分中介结构资本与团队创新绩效;团队心理安全完全中介认知资本、关系资本与团队创新绩效。团队学习行为部分中介结构资本与团队创新绩效;团队学习行为完全中介认知资本、关系资本与团队创新绩效;
With the acceleration of globalization and the fiercer competition, innovation has become a key factor deciding organization performance and survival. R&D team is widely used as a basic unit in the organization. The success of innovation of companies depends on the innovation performance of R&D team. The process of innovation is of risk and continuance, so perceived team psychological safety and continuous learning behaviors are needed to maintain the innovation. Furthermore, team psychological safety and learning behaviors are shaped and promoted through the interaction of team members. So they are closely related to social capital.
By literature review on social capital, learning behaviors, team psychological safety and innovation performance, I find although there is abundant studies on social capital on organization-level and individual-level, there is a lack of studies on social capital on team-level, especial about the R&D teams. Additionally, there have been studies on the relationship between team social capital and team innovation performance, the relationship between team psychological safety and innovation performance, but there are few studies on the relationship between team psychological safety and team innovation performance and even the studies integrate these factors. Therefore, this study tests the relationships between social capital, psychological safety, learning behaviors and innovation performance, and discusses the mediation role of psychological safety and learning behaviors in the relationship between social capital and innovation performance. Finally, this study discusses the mechanism of how social capital promotes team psychological safety and learning behaviors and how promotes team innovation performance thereafter.
This study takes the R&D as the object, used multivariable statistics and structural equation model to testify the construct of variables, and then build the model the social capital, learning behaviors, psychological safety and innovation performance. This study analyzes the effects of team social capital on learning behaviors, psychological safety and innovation performance, the effects of learning behaviors and psychological safety on innovation performance, and then the mediation of team learning behaviors and psychological safety. This study got following conclusions:
(1) Adapted and tested the 3-factor structure model of social capital: structural capital, cognitive capital and relational capital. The data analysis shows the questionnaire has good validity and reliability.
(2) Structural capital, cognitive capital and relational capital have positive effect on team psychological safety and team learning behaviors.
(3) Team psychological safety and team learning behaviors have positive effect on innovation performance.
(4) Team psychological safety partially mediates the relationship between structural capital and team innovation performance, while fully mediating the relationship between cognitive capital and team innovation performance, the relationship between relational capital and team innovation performance. Team learning behaviors partially mediates the relationship between structural capital and team innovation performance, while fully mediating the relationship between cognitive capital and team innovation performance, the relationship between relational capital and team innovation performance.
本研究通过对国内外社会资本、学习行为、心理安全、创新绩效之间关系的研究文献回顾,发现关于组织和个体层次的社会资本研究文献较丰富,而团队尤其是研发团队的社会资本研究相对较少,已有研究主要聚焦团队主管或组织高管团队的社会资本。另外,尽管已有研究验证了团队社会资本与团队创新绩效的关系,以及团队心理安全和学习行为与创新绩效的关系,但团队心理安全与创新绩效的关系研究仍寥寥可数,更缺乏将其相整合的研究。因此,本研究检验团队社会资本、心理安全和学习行为与创新绩效之间的关系,并探讨团队心理安全和学习行为对团队社会资本与团队创新绩效之间关系的中介效用,最终揭示团队社会资本促进团队心理安全和团队学习进而提升团队创新绩效的作用机理。
本研究以我国企业中R&D团队为对象,使用多元统计分析与结构方程模型等研究方法,验证变量结构,构建团队社会资本、学习行为、心理安全与创新绩效之间的结构模型。分析团队社会资本对学习行为、心理安全与创新绩效的影响作用,以及团队学习行为和心理安全对创新绩效的影响作用,在此基础上验证团队学习行为和心理安全的中介效应,本研究得到的主要结论有:
(1)改编并验证了团队社会资本的三维度结构:结构资本、关系资本与认知资本,数据分析表明量表有良好的效度和信度。
(2)研究发现结构资本、认知资本与关系资本对团队心理安全具有显著的正向影响;结构资本、认知资本与关系资本对团队学习行为具有显著的正向影响。
(3)研究发现团队心理安全对团队创新绩效有显著的正向影响;团队学习对团队创新绩效有显著的正向影响。
(4)研究发现团队心理安全部分中介结构资本与团队创新绩效;团队心理安全完全中介认知资本、关系资本与团队创新绩效。团队学习行为部分中介结构资本与团队创新绩效;团队学习行为完全中介认知资本、关系资本与团队创新绩效;
With the acceleration of globalization and the fiercer competition, innovation has become a key factor deciding organization performance and survival. R&D team is widely used as a basic unit in the organization. The success of innovation of companies depends on the innovation performance of R&D team. The process of innovation is of risk and continuance, so perceived team psychological safety and continuous learning behaviors are needed to maintain the innovation. Furthermore, team psychological safety and learning behaviors are shaped and promoted through the interaction of team members. So they are closely related to social capital.
By literature review on social capital, learning behaviors, team psychological safety and innovation performance, I find although there is abundant studies on social capital on organization-level and individual-level, there is a lack of studies on social capital on team-level, especial about the R&D teams. Additionally, there have been studies on the relationship between team social capital and team innovation performance, the relationship between team psychological safety and innovation performance, but there are few studies on the relationship between team psychological safety and team innovation performance and even the studies integrate these factors. Therefore, this study tests the relationships between social capital, psychological safety, learning behaviors and innovation performance, and discusses the mediation role of psychological safety and learning behaviors in the relationship between social capital and innovation performance. Finally, this study discusses the mechanism of how social capital promotes team psychological safety and learning behaviors and how promotes team innovation performance thereafter.
This study takes the R&D as the object, used multivariable statistics and structural equation model to testify the construct of variables, and then build the model the social capital, learning behaviors, psychological safety and innovation performance. This study analyzes the effects of team social capital on learning behaviors, psychological safety and innovation performance, the effects of learning behaviors and psychological safety on innovation performance, and then the mediation of team learning behaviors and psychological safety. This study got following conclusions:
(1) Adapted and tested the 3-factor structure model of social capital: structural capital, cognitive capital and relational capital. The data analysis shows the questionnaire has good validity and reliability.
(2) Structural capital, cognitive capital and relational capital have positive effect on team psychological safety and team learning behaviors.
(3) Team psychological safety and team learning behaviors have positive effect on innovation performance.
(4) Team psychological safety partially mediates the relationship between structural capital and team innovation performance, while fully mediating the relationship between cognitive capital and team innovation performance, the relationship between relational capital and team innovation performance. Team learning behaviors partially mediates the relationship between structural capital and team innovation performance, while fully mediating the relationship between cognitive capital and team innovation performance, the relationship between relational capital and team innovation performance.
引文
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