面向知识创新的高校科研团队内部知识整合研究
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摘要
由于大科学时代科学研究所需知识的日益复杂性和科学研究规模的日益扩大，科学研究活动不再是分散的、单纯的个人行为，知识创新的形式发生了根本性的变化，逐渐演变成为以团队为主的方式进行知识创新活动。为了顺应科技发展的需求和响应国家对创建科研团队的鼓励，我国高校纷纷建立了科研团队。经过十余年的发展，我国高校科研团队在基础研究和应用基础研究方面已经取得辉煌的业绩，但与国外科研团队相比仍然存在一定的差距。与国外相比，我国很多高校科研团队是为科研立项而临时组建的，成员之间难以建立有效的知识协作关系，团队内部的知识资源还处于一种低水平的整合状态，这都在一定程度上影响了我国高校科研团队取得高水平的知识创新成果。为了实现高水平的知识创新产出，就必须确保团队成员之间能够建立有效的知识整合关系，改善团队内部知识资源的整合态势。
本文在国内外相关研究成果的基础上，对面向知识创新的高校科研团队内部知识整合的相关理论基础、知识整合的流程、知识整合网络的构建与分析、知识整合与团队知识创新绩效之间的关系以及知识整合的激励机制等进行研究，有助于更加深入地理解面向知识创新的高校科研团队内部知识整合的相关问题，丰富和完善面向知识创新的高校科研团队内部知识整合研究的理论和方法，为高校科研团队知识整合的顺利进行提供决策依据。
首先界定了面向知识创新的高校科研团队内部知识整合的内涵，并对团队内部知识整合活动的参与人角色进行了明确定义。在此基础上，深入分析了高校科研团队内部知识整合的模式，为知识整合网络的构建提供了基本的分析视角。
以基于行为知识的信息融合过程模型为基本分析框架，从总体分析和详细分析两个方面论述了面向知识创新的高校科研团队内部知识整合的流程，提出知识整合的流程应包括知识整合目标的设定、知识资源获取、知识资源识别、知识资源筛选、知识资源配置、知识重构等阶段，并对每一阶段所涉及的相关问题进行了详细论述。
以社会网络分析为基本方法，以团队内部的知识创新成果为基本的联系单元分析了团队成员之间的知识整合关系，从团队成员之间的知识互引式知识整合关系、知识交互式知识整合关系、知识引用耦合关系、知识特征耦合关系以及知识被引耦合关系等五个方面构建了高校科研团队内部知识整合网络，为团队知识整合与团队知识创新绩效关系的实证研究奠定了理论基础。
运用偏最小二乘法对团队内部知识整合与团队知识创新绩效关系进行了实证研究，分别对测量模型和结构模型予以验证，根据各种验证指标对相关假设进行检验来确定高校科研团队内部的五种知识整合模式对团队知识创新绩效的影响方向及影响程度。根据实证研究结果，得出的结论是高校科研团队内部知识整合网络的存续是提升团队知识创新绩效的关键，而要维持知识整合关系网络的可持续性，就需要设定合理而有效的团队内部知识整合的激励机制。
从个体和团队两个层面论述了高校科研团队内部知识整合的激励机制。个体层面激励机制的研究主要以信息经济学中的委托代理理论为分析方法，论述了个体成员参与团队知识创新的激励机制，为团队内部知识整合创新的实施奠定了基础；整体层面的研究主要以社会网络分析为基本研究方法，构建了团队内部知识整合网络模型，采用案例分析的方法论述了高校科研团队内部知识整合活动的利益分配机制，即团队层面的激励机制。
In the big science era, as the knowledge needed is becoming more and morecomplex, and the scientific research scale is increasingly expanding, the scientificresearch activity is not still disperse and dependent on the individuals’ behaviors.The forms of knowledge innovation have varied fundamentally, and graduallyevolved into the team forms to carry out knowledge innovation activities. To adaptto the development requirements of science and technology and to respond to theChina’s encouragement to establish the scientific research teams, the universities inChina their own scientific research teams one after another. The scientific researchteams in China have achieved many glorious accomplishments in basic research andbasic research for applications. However, compared with scientific research teamsat abroad, there are still some gaps between scientific research teams at home andabroad. Many university scientific research teams are temporarily formd to set upscientific research projects, thus it is difficult to build knowledge collaborationrelationships among team members, so that the knowledge resources in team’sinterior are still situated in the integration state at low levels, which will havenegative effects on the achievements to advanced knowledge innovation outputs. Inorder to achieve high level knowledge innovation output, it should be certain thatteam members can establish valid knowledge integration relationship, to improvethe team’s internal knowledge resources integration state.
On the basis of the relative research outputs at home and abroad, the relativetheory foundations of the university scientific research team’s internal knowledgeintegration towards knowledge innovation, the knowledge integration process, theestablishment and analysis of knowledge integration network, the relationshipbetween team’s internal internal knowledge integration and team’s knowledgeinnovation performance, and the incentive mechanism of knowledge integration arestudied in this dissertation, which contributes to the understanding of the relativeproblems of the university scientific research team’s internal knowledge integrationtowards knowledge innovation, the enrichment and improvement to the theories andmethods of the university scientific research team’s internal knowledge integrationtowards knowledge innovation, and provides the decision making basis to the goingwell of university scientific research team’s knowledge integration.
First of all, the connotation of the university scientific research teams’ knowledgeintegration towards knowledge innovation is analyzed and the players’ roles in theteam’s internal knowledge integration activities are clearly defined, on the basis ofwhich, the teams’ internal knowledge integration models are analyzed deeply to construct the teams’ internal knowledge integration networks.
Information fusion theory model based on behavioral knowledge is used to studythe process of the university scientific research teams’ internal knowledgeintegration at the whole and detailed analysis. It is presented that the knowledgeintegration process is comprised of stages of setting knowledge integration goal,acquiring knowledge resources, recognizing knowledge resources, filteringknowledge resources, allocating knowledge resources, knowledge reconstitution,etc. Then the tasks in each stage are discussed in detail.
The social network analysis method is used to analyze the team members’knowledge integration relationships on the basis of the team’s internal knowledgeinnovation outputs, and to structure the knowledge integration relationship networkfrom those five aspects of relationships of knowledge cross-citation, knowledgeinteraction, knowledge citation coupling, knowledge features coupling andknowledge co-citation, which will lay a theoretic foundation for the empirical studyon the correlations between knowledge integration and knowledge innovationperformance.
In the emprical study, the PLS(Partial Least Squares) method is used to examinethe correlations between teams’ internal knowledge integration and teams’knowledge innovation performance. The measurement model and the structuralmodel are tested and verified respectively. According to the test indices, the relevanthypotheses are determined to test the five knowledge integration models’ affectingextents and directions. According to the empirical study results, it is concluded thatthe team’s internal knowledge integration relationships’ duration is the key toimprove the team’s knowledge innovation performance, and it needs to setreasonable and effective incentive mechanisms in the teams’ internal knowledgeintegration activities to maintain the knowledge integration networks’ sustainability.
The incentive mechanisms in the university scientific research teams’ internalknowledge integration are studied from the aspects of both the individual membersand the whole team. The incentive mechanism about the individual members isexamined from the viewpoints of the principal-agent theory in the informationeconomics, and the individual members’ participating incentives in the teams’knowledge innovation are studied, which becomes the basis of implementing theteam’s internal knowledge integrating innovation.
The socical network analysis method is used to study the whole team’s internalknowledge integration incentives. According to the players’ roles, an example isused to analyze the benefit distribution mechanism in the university scientificresearch team’s internal knowledge integration, which is viewed as the incentivemechanism on the whole team.
本文在国内外相关研究成果的基础上，对面向知识创新的高校科研团队内部知识整合的相关理论基础、知识整合的流程、知识整合网络的构建与分析、知识整合与团队知识创新绩效之间的关系以及知识整合的激励机制等进行研究，有助于更加深入地理解面向知识创新的高校科研团队内部知识整合的相关问题，丰富和完善面向知识创新的高校科研团队内部知识整合研究的理论和方法，为高校科研团队知识整合的顺利进行提供决策依据。
首先界定了面向知识创新的高校科研团队内部知识整合的内涵，并对团队内部知识整合活动的参与人角色进行了明确定义。在此基础上，深入分析了高校科研团队内部知识整合的模式，为知识整合网络的构建提供了基本的分析视角。
以基于行为知识的信息融合过程模型为基本分析框架，从总体分析和详细分析两个方面论述了面向知识创新的高校科研团队内部知识整合的流程，提出知识整合的流程应包括知识整合目标的设定、知识资源获取、知识资源识别、知识资源筛选、知识资源配置、知识重构等阶段，并对每一阶段所涉及的相关问题进行了详细论述。
以社会网络分析为基本方法，以团队内部的知识创新成果为基本的联系单元分析了团队成员之间的知识整合关系，从团队成员之间的知识互引式知识整合关系、知识交互式知识整合关系、知识引用耦合关系、知识特征耦合关系以及知识被引耦合关系等五个方面构建了高校科研团队内部知识整合网络，为团队知识整合与团队知识创新绩效关系的实证研究奠定了理论基础。
运用偏最小二乘法对团队内部知识整合与团队知识创新绩效关系进行了实证研究，分别对测量模型和结构模型予以验证，根据各种验证指标对相关假设进行检验来确定高校科研团队内部的五种知识整合模式对团队知识创新绩效的影响方向及影响程度。根据实证研究结果，得出的结论是高校科研团队内部知识整合网络的存续是提升团队知识创新绩效的关键，而要维持知识整合关系网络的可持续性，就需要设定合理而有效的团队内部知识整合的激励机制。
从个体和团队两个层面论述了高校科研团队内部知识整合的激励机制。个体层面激励机制的研究主要以信息经济学中的委托代理理论为分析方法，论述了个体成员参与团队知识创新的激励机制，为团队内部知识整合创新的实施奠定了基础；整体层面的研究主要以社会网络分析为基本研究方法，构建了团队内部知识整合网络模型，采用案例分析的方法论述了高校科研团队内部知识整合活动的利益分配机制，即团队层面的激励机制。
In the big science era, as the knowledge needed is becoming more and morecomplex, and the scientific research scale is increasingly expanding, the scientificresearch activity is not still disperse and dependent on the individuals’ behaviors.The forms of knowledge innovation have varied fundamentally, and graduallyevolved into the team forms to carry out knowledge innovation activities. To adaptto the development requirements of science and technology and to respond to theChina’s encouragement to establish the scientific research teams, the universities inChina their own scientific research teams one after another. The scientific researchteams in China have achieved many glorious accomplishments in basic research andbasic research for applications. However, compared with scientific research teamsat abroad, there are still some gaps between scientific research teams at home andabroad. Many university scientific research teams are temporarily formd to set upscientific research projects, thus it is difficult to build knowledge collaborationrelationships among team members, so that the knowledge resources in team’sinterior are still situated in the integration state at low levels, which will havenegative effects on the achievements to advanced knowledge innovation outputs. Inorder to achieve high level knowledge innovation output, it should be certain thatteam members can establish valid knowledge integration relationship, to improvethe team’s internal knowledge resources integration state.
On the basis of the relative research outputs at home and abroad, the relativetheory foundations of the university scientific research team’s internal knowledgeintegration towards knowledge innovation, the knowledge integration process, theestablishment and analysis of knowledge integration network, the relationshipbetween team’s internal internal knowledge integration and team’s knowledgeinnovation performance, and the incentive mechanism of knowledge integration arestudied in this dissertation, which contributes to the understanding of the relativeproblems of the university scientific research team’s internal knowledge integrationtowards knowledge innovation, the enrichment and improvement to the theories andmethods of the university scientific research team’s internal knowledge integrationtowards knowledge innovation, and provides the decision making basis to the goingwell of university scientific research team’s knowledge integration.
First of all, the connotation of the university scientific research teams’ knowledgeintegration towards knowledge innovation is analyzed and the players’ roles in theteam’s internal knowledge integration activities are clearly defined, on the basis ofwhich, the teams’ internal knowledge integration models are analyzed deeply to construct the teams’ internal knowledge integration networks.
Information fusion theory model based on behavioral knowledge is used to studythe process of the university scientific research teams’ internal knowledgeintegration at the whole and detailed analysis. It is presented that the knowledgeintegration process is comprised of stages of setting knowledge integration goal,acquiring knowledge resources, recognizing knowledge resources, filteringknowledge resources, allocating knowledge resources, knowledge reconstitution,etc. Then the tasks in each stage are discussed in detail.
The social network analysis method is used to analyze the team members’knowledge integration relationships on the basis of the team’s internal knowledgeinnovation outputs, and to structure the knowledge integration relationship networkfrom those five aspects of relationships of knowledge cross-citation, knowledgeinteraction, knowledge citation coupling, knowledge features coupling andknowledge co-citation, which will lay a theoretic foundation for the empirical studyon the correlations between knowledge integration and knowledge innovationperformance.
In the emprical study, the PLS(Partial Least Squares) method is used to examinethe correlations between teams’ internal knowledge integration and teams’knowledge innovation performance. The measurement model and the structuralmodel are tested and verified respectively. According to the test indices, the relevanthypotheses are determined to test the five knowledge integration models’ affectingextents and directions. According to the empirical study results, it is concluded thatthe team’s internal knowledge integration relationships’ duration is the key toimprove the team’s knowledge innovation performance, and it needs to setreasonable and effective incentive mechanisms in the teams’ internal knowledgeintegration activities to maintain the knowledge integration networks’ sustainability.
The incentive mechanisms in the university scientific research teams’ internalknowledge integration are studied from the aspects of both the individual membersand the whole team. The incentive mechanism about the individual members isexamined from the viewpoints of the principal-agent theory in the informationeconomics, and the individual members’ participating incentives in the teams’knowledge innovation are studied, which becomes the basis of implementing theteam’s internal knowledge integrating innovation.
The socical network analysis method is used to study the whole team’s internalknowledge integration incentives. According to the players’ roles, an example isused to analyze the benefit distribution mechanism in the university scientificresearch team’s internal knowledge integration, which is viewed as the incentivemechanism on the whole team.
引文
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