【作者】 闫俊周；

【导师】 刘国新；

【作者基本信息】 武汉理工大学 ， 管理科学与工程， 2011， 博士

【摘要】 20世纪以来,随着“小科学”时代向“大科学”时代的快速迈进,科学研究逐渐由个体研究向团体研究转变。科研团队作为一种高效率的创新组织形式,应运而生。而高校创新型科研团队作为国家科学技术发明和科技创新的主力军,已成为建设创新型国家的最重要力量,受到了国内外研究的关注和重视。本文运用多学科理论和知识,采取实证分析和规范分析,定性研究与定量研究等多种研究方法,对高校创新型科研团队的组织形成机理及构建、组织演进机制、组织网络结构及组织对团队绩效的作用机理等问题进行了研究和探讨,以期在理论上深化和丰富高校创新型科研团队理论体系,实践上为我国高校创新型科研团队的组织、建设与发展提供理论借鉴和决策指导。论文的主要研究内容如下：(1)对国内外研究文献做了较为全面的综述,界定了高校创新型科研团队的概念,进而对其主要特征和类型做了分析和探讨。提出了高校创新型科研团队的七种主要组织模式并对各种模式的组织结构和优缺点做了分析；界定了高校创新型科研团队绩效的内涵并阐述了其主要的表现形式。(2)从外部因素推动和内部因素驱动两方面分析了高校创新型科研团队形成的动因；构建出高校创新型科研团队形成的一次性博弈模型、重复博弈模型和政策规制下的高校创新型科研团队形成机理博弈模型,阐释了高校创新型科研团队形成的内在机理和管理部门在高校创新型科研团队形成上的作用及策略选择；探讨了高校创新型科研团队组织构建的要素并提出了组织构建的原则,建立了组织构建过程模型,并对组织构建的具体步骤做了详细分析。(3)构建了科研团队演进的熵模型,并提出团队演进率指标,按照演进速率的大小对高校创新型科研团队生命周期演进的四个阶段做了定量化界定和特征分析。进而引入团队进化熵,阐释了科研团队的内在演进机制。并对高校创新型科研团队演进中的退化和突变、早夭和早熟及漫长型生命周期等演进的特殊形态做了研究和探讨。(4)运用社会网络分析理论,通过专家访谈和问卷调查收集高校创新型科研团队组织网络数据。采用典型案例研究法,对高校创新型科研团队的咨询网络、情感网络、合作网络和信任网络做了深入研究。基于此,对高校创新型科研团队的结网特点、网络结构及网络间的关系做了比较和分析。(5)从组织环境、组织结构和组织网络三大方面共16个因素对高校创新型科研团队的组织对绩效的作用机理模型研究框架进行了设定,并结合国内外研究文献,提出了16个研究假设和相应的概念模型。(6)对高校创新型科研团队的组织对绩效的作用机理模型进行了实证分析。通过对测量量表的查找、比较和修改,设计了初始调查问卷,并通过样本测试确定了最终的调查问卷。采用大规模问卷调研方法收集相关数据,在对所收集数据分析和质量评估基础上,运用相关性分析检验和路径分析模型检验方法对所提出的研究假设和作用机理模型进行了假设检验和实证分析。结果表明：所提出的16个研究假设中有12个得到支持,3个不支持,1个部分支持。其中团队资源、团队目标、团队支持、团队成员的创新能力、团队领导能力、团队稳固性、团队咨询网络的密度、团队情感网络的密度、团队合作网络的密度、团队信任网络的密度对科研团队绩效均具有正向影响作用。而团队小团体、团队破坏性冲突对科研团队绩效具有负向影响作用。团队规模在一定范围内会对团队绩效具有正向影响作用,但超过一定的临界值(6-10人)时,团队规模对科研团队绩效会有负向影响作用,未证实团队创新氛围、团队异质性和团队建设性冲突对科研团队绩效具有正向影响作用。根据以上结论,分析了组织因素对团队绩效的作用机理,并提出了提升科研团队绩效的策略。更多还原

【Abstract】 With the fast forward from "small science" era to the "big science" era, scientific research gradually has been changed from individual research to group research during the 20th century. Research team emerges as an innovative and efficient organization. Innovative Research Team of University, as a main force of scientific invention and technological innovation for a country, has become the most important force in establishing an innovative country, which has attracted concern among the domestic and foreign researchers. Based on multi-disciplinary theory and several different research methods, including empirical and normative analysis, qualitative and quantitative research, this study analyzed formation mechanism and team construction, organizational evolution mechanism, organizational network structure and its impact mechanism on team’s performance, so as to enrich and deepen the theory system of innovative research team, give theoretical reference and decision-making guidance to the organization, construction and development of innovative research team. The main contents are as follows:(1 Comprehensively overviewed the domestic and international research literature, defined the concept of innovative research team of University, and then analyzed and discussed its main characteristics and types. As well as that, this study proposed seven organizational models of Innovative Research Team of University and revealed advantages and disadvantages for each model. Finally, connotation of Innovative Research Team’s performance has been defined as well as the manifestations of performance.(2)Analyzed external and internal driving factors of the formation of University Innovative Research Team, and built one-shot game model, repeated game models and policy regulation game model to reveal the formation mechanism of University Innovative Research Team. Then it explained the internal formation Mechanism of University Innovative Research Team, and analyzed the role and strategies for administrate department. At the same time, put forward the elements and principles for construct University Innovative Research Team. And establish a process model to analysis the detailed procedure of University Innovative Research Team.(3)Established an entropy model, and put forward the index of evolution rate. According to the speed of the evolution, it made a quantitative definition for the four stages of research team, and analyzed the characteristics of the four stages in different life cycle. And introduced team evolution entropy to explain internal evolution mechanism of research team. At last, studied special forms in the process of evolution, including degradation, mutation, early death, premature and the long life cycle. (4)Using theory of social network, this study collected the data of organization network of the University Innovative Research Team through expert interviews and questionnaires. Based on typical case study, this study researched the advice network, emotional networks, cooperative networks and trust networks of the University Innovative Research Team, and analyzed the features of the network building, network structure and network relationship comparatively.(5)Set the research framework of impact mechanism model of the University Innovative Research Team from three major aspects, including organizational environment, organizational structure and organizational network, and put forward sixteen research hypothesis and conceptual models with reference of domestic and international research literature.(6)Made an empirical analysis to the impact mechanism model of University Innovative Research Team. On the basis of finding, comparing and modifying of measuring scale, the initial questionnaire has designed, and final questionnaire determined by the sample test. Large-scale survey research methods were used to collect relevant data, and on the foundation of data analysis and quality assessment, correlation analysis and path analysis model were used to give hypothesis testing and empirical analysis to the research assumptions and mechanism model. The results showed that the twelve proposed hypotheses were supported in total sixteen hypotheses with three were refused, one partially supported. There exist positive influence on team’s performance, they are team resources, team goals, team support, team members’ innovation abilities, team leadership, team stability, density of advice network, density of emotional network, density of the trust network. On the other hand, the subgroups and destructive conflict had a negative influence on team performance. Team size will have a positive impact on team’s performance within a certain range, but once a certain critical value has been more than (6-10 members), the team size had a negative influence on team’s performance. The positive influence of team atmosphere of innovation, teamwork constructive conflict and team heterogeneity were not confirmed. Based on the above conclusions, this study finally analyzed the impact mechanism on the team performance from organizational factors, and put forward strategies to enhance team performance.更多还原