构建方式对虚拟团队知识共享影响研究
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摘要
当前是知识经济时代,伴随着信息技术的发展,管理制度和企业理论也在不断的推陈出新。虚拟团队,作为企业管理创新和制度创新的一种产物,其优秀的特性和灵活的体制,也越来越多的为企业所借鉴和吸收。
虚拟团队是以特定的任务为导向,围绕任务组建在一起的团队,其时空异质性决定了团队成员可以遍布于不同的地域,通过网络手段进行信息沟通。而且,其任务多是知识密集型的,无固有模式可循的开拓性、探索性的任务,因此,任务的完成在很大程度上依赖于知识的转移和共享机制。
本文首先从虚拟团队的相关文献和理论研究中提出了虚拟团队特质这一概念和定义,分别从构建方式、沟通方式、组织距离、临时性动态性四个维度进行了阐述;其次,综合上述各个研究维度,从中选取了虚拟团队的构建方式这一角度来开展后续研究。作者认为,虚拟团队的构建方式包括团队的组成、团队的建设、团队内部的融合程度,具体来说,体现在组成成员的异质化,制度和文化的建设,团队内的耦合程度等三个方面;在此基础上,从组织交互记忆这一视角,提出了团队构建方式与交互记忆、团队知识共享水平之间的影响模型,和相应的研究假设。通过访谈和查阅相关量表资料,设计出了本研究的量表,并进行了大规模的问卷发放和数据采集,运用SPSS统计软件对得到的数据进行相关性分析,验证模型及假设。最后,在前文研究的基础上,总结出了本研究的贡献和不足,以及后续研究的入手之处。
During the knowledge economy times, with the development of Information Technology, corporation Management System and Firm Theory has been in continuous innovation. We can see that innovation can be the sign of the times. Well, virtual team, as the outcome of innovation of corporation management system and firm theory, is outstanding in flexibility. As a result, research on virtual team is more and more emphasized and focused, especially by the business circles.
Virtual team is task oriented, around which virtual team is built. The space-time diversity means virtual team can hold people from different places, working together with the aid of communication tools supported by Information and Internet technology. Besides, the task is always knowledge-intensive and has no fixed method to use, so in a way the fulfillment of task depends on knowledge transfer and sharing success. The development and use of virtual team in practice breaks down the boundary of traditional teams and organizations, outspreading the extension of team to a broader range, which makes cooperation through space time realistic.
This paper researches on the mechanism of virtual team’s knowledge sharing, based on a theory model, which contains three variables: the construction manner of virtual team, organization transactive memory and knowledge sharing level.
Firstly, this paper makes a document study on virtual team, knowledge sharing and relative theory. Through study on different views of virtual team, the author summarizes the peculiarity of virtual team, which in general contains four aspects such as the way of construction, the way of communication, the distance and diversity in team, provisionality and dynamic of team. Secondly, the author chooses the construction manner to build a theory model and put forward several hypothesizes, which has just been introduced in this abstract. This paper defines the construction manner of virtual team in three aspects: the characteristic of team member, the team criterion and culture, the degree of team member’s devoting. In general, this definition completely summarizes the construction manner of virtual team. So we bring in three variables to represent those three aspects of construction manner respectively, the diversity of team member, the standardization of criterion and culture building, the degree of team’s coupling. As to organization transactive memory, according to some research, we choose two factors to represent it: trust and cooperation.
In order to testify the model and hypothesis, the author designs a set of questionnaire to obtain data, which can be analyzed in the SPSS. Through the correlation analysis between different variables, we can see which hypothesis can be supported and which ones can not be supported by data. According to this part of research, we can reach our aim of this paper.
虚拟团队是以特定的任务为导向,围绕任务组建在一起的团队,其时空异质性决定了团队成员可以遍布于不同的地域,通过网络手段进行信息沟通。而且,其任务多是知识密集型的,无固有模式可循的开拓性、探索性的任务,因此,任务的完成在很大程度上依赖于知识的转移和共享机制。
本文首先从虚拟团队的相关文献和理论研究中提出了虚拟团队特质这一概念和定义,分别从构建方式、沟通方式、组织距离、临时性动态性四个维度进行了阐述;其次,综合上述各个研究维度,从中选取了虚拟团队的构建方式这一角度来开展后续研究。作者认为,虚拟团队的构建方式包括团队的组成、团队的建设、团队内部的融合程度,具体来说,体现在组成成员的异质化,制度和文化的建设,团队内的耦合程度等三个方面;在此基础上,从组织交互记忆这一视角,提出了团队构建方式与交互记忆、团队知识共享水平之间的影响模型,和相应的研究假设。通过访谈和查阅相关量表资料,设计出了本研究的量表,并进行了大规模的问卷发放和数据采集,运用SPSS统计软件对得到的数据进行相关性分析,验证模型及假设。最后,在前文研究的基础上,总结出了本研究的贡献和不足,以及后续研究的入手之处。
During the knowledge economy times, with the development of Information Technology, corporation Management System and Firm Theory has been in continuous innovation. We can see that innovation can be the sign of the times. Well, virtual team, as the outcome of innovation of corporation management system and firm theory, is outstanding in flexibility. As a result, research on virtual team is more and more emphasized and focused, especially by the business circles.
Virtual team is task oriented, around which virtual team is built. The space-time diversity means virtual team can hold people from different places, working together with the aid of communication tools supported by Information and Internet technology. Besides, the task is always knowledge-intensive and has no fixed method to use, so in a way the fulfillment of task depends on knowledge transfer and sharing success. The development and use of virtual team in practice breaks down the boundary of traditional teams and organizations, outspreading the extension of team to a broader range, which makes cooperation through space time realistic.
This paper researches on the mechanism of virtual team’s knowledge sharing, based on a theory model, which contains three variables: the construction manner of virtual team, organization transactive memory and knowledge sharing level.
Firstly, this paper makes a document study on virtual team, knowledge sharing and relative theory. Through study on different views of virtual team, the author summarizes the peculiarity of virtual team, which in general contains four aspects such as the way of construction, the way of communication, the distance and diversity in team, provisionality and dynamic of team. Secondly, the author chooses the construction manner to build a theory model and put forward several hypothesizes, which has just been introduced in this abstract. This paper defines the construction manner of virtual team in three aspects: the characteristic of team member, the team criterion and culture, the degree of team member’s devoting. In general, this definition completely summarizes the construction manner of virtual team. So we bring in three variables to represent those three aspects of construction manner respectively, the diversity of team member, the standardization of criterion and culture building, the degree of team’s coupling. As to organization transactive memory, according to some research, we choose two factors to represent it: trust and cooperation.
In order to testify the model and hypothesis, the author designs a set of questionnaire to obtain data, which can be analyzed in the SPSS. Through the correlation analysis between different variables, we can see which hypothesis can be supported and which ones can not be supported by data. According to this part of research, we can reach our aim of this paper.
引文
[1]宋家琦,刘晓珍.知识经济时代的企业管理创新[J].山西科技,2005.3.
[2]任继亮.ODM厂商知识管理流程与资讯安全机制之研究:[硕士学位论文].台湾:国立成功大学,2005.
[3]甘露,曾得明.高新技术企业虚拟R&D团队的知识整合机制研究[J].财经理论与实践,2006.9,27(143).
[4]朱林琦,王一然.敏捷制造及其发展(上)[J].航天工业管理,1998.4
[5]朱颖俊.面向虚拟组织的知识管理与创新研究[J].当代经济(下半月).2006,75~76.
[6]朱颖俊.企业虚拟转型研究[M].武汉:湖北人民出版社,2008,94～107
[7]宋艳.虚拟团队知识转移研究:[硕士学位论文].山东大学,2007.
[8]郭亮,洪咸友.交互记忆系统理论在团队中的有效性研究[J].外国经济与管理,2007(9).
[9] Jessica Lipnack and Jeffrey Stamps, Virtual teams: Reaching Across Space, Time and Organizations with Technology, New York NY: John Wiley&Sons Inc, 1997, 9-13.
[10] Luhman, Niklas. Familiarity, Confidence, Trust Problems and Alternatives, Trust Making and Breaking Cooperative Relations, NewYork, Basil Blackwell, 1998, 94-107.
[11] Townsend A M, DeMarie S M, Hendrickson AR, Virtual teams: Technology and the workplace of the future, Academy of Management Executive, 1998, 12(3): 17-29.
[12] Susan Cohen & Cristina Ginbson, Mutual Understanding, Integration, and Trust: Creating Conditions for virtual team effectiveness, Center for Effective Organizations, 2000(5).
[13] Raymond Grenir & Ray Grenir, Going Virtual: Moving Your Organizationinto the 21st century, Prentice Hall PTR, 1995.
[14] Martins L L, Gilson L L, Maynard M T, Virtual teams: What do we know and where do we go from here? Journal of Management, 2004, 30(6): 805-835.
[15]樊耘,朱荣梅,张灿.虚拟团队与传统团队的行为差异及其管理对策研究[J].中国软科学,2001(12):67-68.
[16]颜士梅.虚拟团队及其管理[J].外国经济与管理,2001(5).
[17]章垚鹏.组织模块化与交互记忆对知识共享的影响研究:[硕士学位论文].浙江大学,2008.
[18]陈剑,冯蔚东.虚拟企业构建与管理.北京:清华大学出版社,2002.
[19]黄凤玲.高新技术企业知识型虚拟团队管理研究:[硕士学位论文].湖南大学,2003.
[20]程海芳.虚拟团队协同工作的原理及工作流程协调管理研究:[博士学位论文].华中科技大学,2001.
[21] Harris, R & Moran, R.T. Managing cultural differences. Gulf Publishing Company, 1987.
[22]张子刚,程海芳.信任在虚拟团队中的作用[J].科技进步与对策,2001(7):77-78.
[23] Jessica Lipnack, Jeffrey Stamps. Virtual Teams: People Working across boundaries with Technology(2)[M]. New York: John Wiley&Sons .inc, 2000.
[24] H.T.Daenport and L.Prusak. Working knowledge: How organizations manage what they know. Harvard Business School Press, Boston, MA, 1998.
[25] Y. Yoo and B.Torrey,“National culture and knowledge management in a global learning organization”in The Strategic Management of Intellectual Capital and Organizational Knowledge, C.W.Choo and N.Bontis, Eds. New York: Oxford Univ. Press, 2002:421~435.
[26]王卓等.信任——成功构建虚拟团队的基础[J].科学管理研究,2005,23(1):69~72.
[27] Argot, L.& Ingram, P Knowledge transfer: A basis for competitive advantage in firms [J]. Organizational Behavior and Human Decision Processes, 2000,82(1): 150~169.
[28]高祥宇,卫民堂,李伟.人际信任对知识转移促进作用的研究[J].科研管理,2005,26(6).
[29] Kahneman D, Tversky A. Choices , Values,and Frames. American Psychologist,1984,Vol(39):341~350.
[30] Henderson, Peterson R. Mental accounting and categorization.Organization Behavior and Human Resource Process.1992,51(1):92~117.
[31] A.J. Slade, A.F. Bokma, Ontologies within entended enterprises, in: Proceedings of the 35th Hawaii International Conference on System Science, 2002, pp. 541–550.
[32] I. Samarah, S. Paul, S. Tadisina, Collaboration technology support for knowledge conversion in virtual teams: a theoretical perspective, in: Proceedings of the 40th Hawaii International Conference on System Sciences, 2007, pp. 1–10.
[33] O. Gassmann, M.V. Zedtwitz, Organizing virtual R&D teams: towards a contingency approach, Management of Engineering and Technology 1(1999) 198–199.
[34] B. Lang, Y. Lu, X. Zhang, W. Li, A flexible access control mechanism supporting large scale distributed collaboration, in: The 8th International Conference on Computer Supported Cooperative Work in Design Proceeding, vol. 1, 2003, 500–504.
[35] R. Sandhu, K. Ranganathan, X. Zhang, Secure Information Sharing Enabled by Trusted Computing and PEI Models, ASIACCS, 2006 pp. 2–12.
[36] F.M. Santoro, M.R.S. Borges, E.A. Rezende, Collaboration and knowledge sharing in network organizations, Expert Systems with Applications 31 (2006) 715–727.
[37] Tsung-Yi Chen, Yuh-Min Chen, Hui-Chuan Chu, Developing a trust evaluation method between co-workers in virtual project team for enabling resource sharing and collaboration, Computers in Industry 59 (2008) 565–579.
[38] Jeffrey L.Cummings, Bing-Sheng Teng, Transferring R&D knowledge: the key factors affecting knowledge transfer success, J. Eng. Technol. Manage. 20 (2003) 39–68.
[39] Dixon N.M.Common Knowledge:How Company Thrive by Sharing What They Know,Harvard Business School Press,Boston MA.2000.
[40] Ulrich Franke.The Knowledge-Based View(KBV)of the Virtual Web,the Virtual Corporation and the Net-Broker.Yogesh Malhotra.Knowledge Management and Virtual Organizations.Hershey USA and London UK:Idea Group Publishing.2000.
[41] Lynne M M.Toward a Theory of Knowledge Reuse:Types of Knowledge Reuse Situations and Factors in Reuse Success.Journal of Management Information System.2001,18(1)
[42] Barson R J, Feater G, Struck T. 2000: Inter and Intra-Organizational Barriers to Sharing Knowledge in the Extended Supply-Chain. http://www.corma.net/download/e2000.pdf.
[43] Hai Zhuge. A knowledge flow model for peer-to-peer team knowledge sharing and Management [J]. Expert System with Applications. 2002, (23): 23~30.
[44] Paul Hong, William F.Doll Abraham Y.Nahm and Xiao Li.Knowledge sharing in integrated product development.European Journal of Innovation Management[J].2004,(7):102～112
[45] Souren Paul, Imad M.Samarah, Priya Seetharaman,and Peter P.Mykytyn Jr.An Empirical Investigation of Collaborative Conflict Management Style in Group Soupport System-Based . Journal of Management Information Systems[J].2004,(5):185～222
[46] Jeremy S.Lurey,Mahesh S.Raisinghani.An empirical study of best practices in virtual teams.Information&Management[J].2001,(38)523～544
[47] Richard E.Potter,Pierre A.Balthazard and Robert A.Cooke.Virtual teaminteraction: assessment, consequences, and management.Team Performance Management: An International Journal[J].2000,(6):131～137
[48] Workman, Michael.Virtual team culture and the amplification of team boundary permeability on performance.Human Resource Development Quarterly[J].2005,(4):435～458
[49] Davenport, T H.Successful Knowledge Management.Projects, Sloan Management Review[J].1998:443～517
[50] Waither, Joseph B. and Bunz, Ulla.The rules of virtual groups: Trust, linking, and performance in computer-Mediated Communication . Journal of Communication [J].2005,(4):828～846
[51]查尔斯·德雷普,丹尼尔·肖维尔编.知识管理的现在与未来[M].第1版.刘庆林译.北京:人民邮电出版社,2004:392～395
[52]丁蔚,从信息管理到知识管理.情报学报[J].2000,19 (2):124～129
[53]赵曙明,赵筠.虚拟团队的十大价值研究[J].企业人力资源管理.2004,(2):32～34
[54]杨正宇,王重鸣,谢小云.团队共享心里模型研究新进展[J].人类工效学.2003,(3):34～38
[55] Jessica Lipnack & Jeffrey Stamps.虚拟团队管理——前瞻明日成功组织新趋势[M].郑怀超译.台湾:商业周刊出版社,1997.
[56] [美]杰西卡·利普耐克、杰弗里·斯坦普斯.虚拟团队管理——21世纪组织发展新趋势[M] ,何瑛译.北京:经济管理出版社,2002.
[57]邓靖松.虚拟团队生命周期中的信任管理研究[J].中山大学学报(社会科学版),2005(1):109～113.
[2]任继亮.ODM厂商知识管理流程与资讯安全机制之研究:[硕士学位论文].台湾:国立成功大学,2005.
[3]甘露,曾得明.高新技术企业虚拟R&D团队的知识整合机制研究[J].财经理论与实践,2006.9,27(143).
[4]朱林琦,王一然.敏捷制造及其发展(上)[J].航天工业管理,1998.4
[5]朱颖俊.面向虚拟组织的知识管理与创新研究[J].当代经济(下半月).2006,75~76.
[6]朱颖俊.企业虚拟转型研究[M].武汉:湖北人民出版社,2008,94～107
[7]宋艳.虚拟团队知识转移研究:[硕士学位论文].山东大学,2007.
[8]郭亮,洪咸友.交互记忆系统理论在团队中的有效性研究[J].外国经济与管理,2007(9).
[9] Jessica Lipnack and Jeffrey Stamps, Virtual teams: Reaching Across Space, Time and Organizations with Technology, New York NY: John Wiley&Sons Inc, 1997, 9-13.
[10] Luhman, Niklas. Familiarity, Confidence, Trust Problems and Alternatives, Trust Making and Breaking Cooperative Relations, NewYork, Basil Blackwell, 1998, 94-107.
[11] Townsend A M, DeMarie S M, Hendrickson AR, Virtual teams: Technology and the workplace of the future, Academy of Management Executive, 1998, 12(3): 17-29.
[12] Susan Cohen & Cristina Ginbson, Mutual Understanding, Integration, and Trust: Creating Conditions for virtual team effectiveness, Center for Effective Organizations, 2000(5).
[13] Raymond Grenir & Ray Grenir, Going Virtual: Moving Your Organizationinto the 21st century, Prentice Hall PTR, 1995.
[14] Martins L L, Gilson L L, Maynard M T, Virtual teams: What do we know and where do we go from here? Journal of Management, 2004, 30(6): 805-835.
[15]樊耘,朱荣梅,张灿.虚拟团队与传统团队的行为差异及其管理对策研究[J].中国软科学,2001(12):67-68.
[16]颜士梅.虚拟团队及其管理[J].外国经济与管理,2001(5).
[17]章垚鹏.组织模块化与交互记忆对知识共享的影响研究:[硕士学位论文].浙江大学,2008.
[18]陈剑,冯蔚东.虚拟企业构建与管理.北京:清华大学出版社,2002.
[19]黄凤玲.高新技术企业知识型虚拟团队管理研究:[硕士学位论文].湖南大学,2003.
[20]程海芳.虚拟团队协同工作的原理及工作流程协调管理研究:[博士学位论文].华中科技大学,2001.
[21] Harris, R & Moran, R.T. Managing cultural differences. Gulf Publishing Company, 1987.
[22]张子刚,程海芳.信任在虚拟团队中的作用[J].科技进步与对策,2001(7):77-78.
[23] Jessica Lipnack, Jeffrey Stamps. Virtual Teams: People Working across boundaries with Technology(2)[M]. New York: John Wiley&Sons .inc, 2000.
[24] H.T.Daenport and L.Prusak. Working knowledge: How organizations manage what they know. Harvard Business School Press, Boston, MA, 1998.
[25] Y. Yoo and B.Torrey,“National culture and knowledge management in a global learning organization”in The Strategic Management of Intellectual Capital and Organizational Knowledge, C.W.Choo and N.Bontis, Eds. New York: Oxford Univ. Press, 2002:421~435.
[26]王卓等.信任——成功构建虚拟团队的基础[J].科学管理研究,2005,23(1):69~72.
[27] Argot, L.& Ingram, P Knowledge transfer: A basis for competitive advantage in firms [J]. Organizational Behavior and Human Decision Processes, 2000,82(1): 150~169.
[28]高祥宇,卫民堂,李伟.人际信任对知识转移促进作用的研究[J].科研管理,2005,26(6).
[29] Kahneman D, Tversky A. Choices , Values,and Frames. American Psychologist,1984,Vol(39):341~350.
[30] Henderson, Peterson R. Mental accounting and categorization.Organization Behavior and Human Resource Process.1992,51(1):92~117.
[31] A.J. Slade, A.F. Bokma, Ontologies within entended enterprises, in: Proceedings of the 35th Hawaii International Conference on System Science, 2002, pp. 541–550.
[32] I. Samarah, S. Paul, S. Tadisina, Collaboration technology support for knowledge conversion in virtual teams: a theoretical perspective, in: Proceedings of the 40th Hawaii International Conference on System Sciences, 2007, pp. 1–10.
[33] O. Gassmann, M.V. Zedtwitz, Organizing virtual R&D teams: towards a contingency approach, Management of Engineering and Technology 1(1999) 198–199.
[34] B. Lang, Y. Lu, X. Zhang, W. Li, A flexible access control mechanism supporting large scale distributed collaboration, in: The 8th International Conference on Computer Supported Cooperative Work in Design Proceeding, vol. 1, 2003, 500–504.
[35] R. Sandhu, K. Ranganathan, X. Zhang, Secure Information Sharing Enabled by Trusted Computing and PEI Models, ASIACCS, 2006 pp. 2–12.
[36] F.M. Santoro, M.R.S. Borges, E.A. Rezende, Collaboration and knowledge sharing in network organizations, Expert Systems with Applications 31 (2006) 715–727.
[37] Tsung-Yi Chen, Yuh-Min Chen, Hui-Chuan Chu, Developing a trust evaluation method between co-workers in virtual project team for enabling resource sharing and collaboration, Computers in Industry 59 (2008) 565–579.
[38] Jeffrey L.Cummings, Bing-Sheng Teng, Transferring R&D knowledge: the key factors affecting knowledge transfer success, J. Eng. Technol. Manage. 20 (2003) 39–68.
[39] Dixon N.M.Common Knowledge:How Company Thrive by Sharing What They Know,Harvard Business School Press,Boston MA.2000.
[40] Ulrich Franke.The Knowledge-Based View(KBV)of the Virtual Web,the Virtual Corporation and the Net-Broker.Yogesh Malhotra.Knowledge Management and Virtual Organizations.Hershey USA and London UK:Idea Group Publishing.2000.
[41] Lynne M M.Toward a Theory of Knowledge Reuse:Types of Knowledge Reuse Situations and Factors in Reuse Success.Journal of Management Information System.2001,18(1)
[42] Barson R J, Feater G, Struck T. 2000: Inter and Intra-Organizational Barriers to Sharing Knowledge in the Extended Supply-Chain. http://www.corma.net/download/e2000.pdf.
[43] Hai Zhuge. A knowledge flow model for peer-to-peer team knowledge sharing and Management [J]. Expert System with Applications. 2002, (23): 23~30.
[44] Paul Hong, William F.Doll Abraham Y.Nahm and Xiao Li.Knowledge sharing in integrated product development.European Journal of Innovation Management[J].2004,(7):102～112
[45] Souren Paul, Imad M.Samarah, Priya Seetharaman,and Peter P.Mykytyn Jr.An Empirical Investigation of Collaborative Conflict Management Style in Group Soupport System-Based . Journal of Management Information Systems[J].2004,(5):185～222
[46] Jeremy S.Lurey,Mahesh S.Raisinghani.An empirical study of best practices in virtual teams.Information&Management[J].2001,(38)523～544
[47] Richard E.Potter,Pierre A.Balthazard and Robert A.Cooke.Virtual teaminteraction: assessment, consequences, and management.Team Performance Management: An International Journal[J].2000,(6):131～137
[48] Workman, Michael.Virtual team culture and the amplification of team boundary permeability on performance.Human Resource Development Quarterly[J].2005,(4):435～458
[49] Davenport, T H.Successful Knowledge Management.Projects, Sloan Management Review[J].1998:443～517
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