【作者】 王卓；

【导师】 吴育华；

【作者基本信息】 天津大学 ， 管理科学与工程， 2003， 博士

【摘要】 从20世纪90年代开始，虚拟团队研究在国内外受到越来越多的学者和企业家的重视，它是继虚拟组织、虚拟企业等概念后出现的新管理模式概念。虚拟团队理论的出现，为研究企业特别是中小企业的发展提供了一个良好契机，信息革命为虚拟团队理论的应用提供了广阔的空间，虚拟团队无疑是一种先进有效的团队管理模式，但如何构建虚拟团队，以及虚拟团队应如何管理，是需要深入研究的重要问题。本文围绕着虚拟团队管理理论与创新进行了较为深入系统的研究。第一章绪论。介绍了本文的研究背景与研究意义，评述了相关学科的研究现状，概括了本文的研究内容、研究框架和创新点。第二章虚拟团队的形成条件。从现代企业内部环境和外部环境两方面分析了虚拟团队构建的促进因素；创造性地引入了人力资本聚集效应的概念，深入分析了人力资本聚集效应在构建虚拟团队中的重要作用；比较深入地讨论了虚拟团队的技术基础和平台。第三章虚拟团队的行为功能与生命周期。通过对塔克曼等人的“团队发展阶段模型”的分析和对影响团队效能的因素的探讨，结合虚拟团队的特点构建了虚拟团队的管理流程模型，进而提出了基于权威核心的虚拟团队组织形式，并对虚拟团队生命周期的各阶段不同特征进行了具体分析。最后探讨了构建虚拟团队的障碍因素，提出了虚拟团队成功构建的关键要素。第四章虚拟团队组织学习与知识管理。通过对经典的组织学习过程模型、改进的组织学习过程模型和团队知识转化模式的研究，提出了基于产品开发的虚拟团队学习模型；研究了虚拟团队的知识管理，首次提出了构建虚拟团队协作学习的知识管理与交流平台；对虚拟团队的知识产权保护进行了研究，引入了全网动态安全体系模型（APPDRR）。第五章虚拟团队的激励与协调管理。从专业化分工理论着手，分析了分工的超循环演进模型、分工的知识积累效应、交易效率及其对团队激励与协调的要求，进而讨论了团队中的激励与协调关系；最后提出了虚拟团队的协调管理策略，指出应革新管理思想，建立新型管理体制，调整团队成员的定位，建立有效的激励与约束机制，并在团队中树立起良好的信任氛围。最后对虚拟团队管理者应具备的能力进行了探讨。 <WP=4>第六章虚拟团队综合评价。虚拟团队综合评价从四个方面展开：虚拟团队的成员选择与优化决策评价、虚拟团队绩效评价、虚拟团队敏捷性度量与评价和虚拟团队风险分担与收益分配的决策评价。在成员选择中选用了层次分析法（AHP）进行决策分析；在对虚拟团队的绩效评价中，鉴于动态指标难于精确描述而选用了模糊综合评价方法（FCE）；在评价虚拟团队敏捷性时，采用了结合层次分析法（AHP）和模糊灰色物元法（FHW）而改进的AFHW评价方法；在虚拟团队风险分担与收益分配的决策评价中引入了博弈分析。第七章结论与展望。对全文总结并提出了需要进一步深入研究的方向。本研究的创新之处在于：提出了虚拟团队权威核心概念。 （2）提出了虚拟团队的人力资本聚集效应概念。（3）提出了构建虚拟团队协作学习交流平台的设想。（4）提出了动态集成化团队群思想。更多还原

【Abstract】 Virtual-teams research has been paid more attention to by more and more scholars and entrepreneurs in the world, since 1990s. As a new management concept it is brought forth after virtual-organization, virtual-business enterprise etc. As far as virtual-team theories are concerned, it offers a good chance to enterprises’ research especially for small-sized enterprises. As the development of information revolution, virtual-team theories will get a vast of space in application fields. It is doubtless that virtual-team is a kind of valid team management mode, but many important problems need to be studied further, such as how to construct and manage virtual-team. In this paper, a systematical study of virtual-team is made center on its theories and innovation.Chapter one: Introduction. Discuss the meaning of virtual-team and the background of this thesis, make a summary and appraisement of the relative study result internal and external, and narrate the main content and new trailing point briefly. Chapter two: Virtual-team formation terms. Analyze the internal and external environment for modern enterprises, we find the critical promoting factors in virtual-team’ s construction; As a new concept human capital assemble-effect is brought forth and used in virtual-team creatively. It plays a important role in explaining the construction of virtual-team. Finally, a deep discussion is made on the technique foundation and communication platform in virtual-team.Chapter three: Behavior function and life cycle of virtual-team. Analyzed the “team development stage model” that it was brought forth by Tuckman etc. Discuss some critical factors that affecting the capacity of virtual-team. Considering characters of virtual-team it constructs the management process model of virtual-team, then bring up with the virtual-team organization form basing on the core authority of virtual-team. A concrete analysis and discussion is made on the different characters of the life cycle in each stage of virtual-team. At last it studies obstacle factors in virtual-team’ s construction, then brings up key factors about it.Chapter four: Organization study and knowledge management of virtual-team. By studying the classic organization study process model, improved organization study process model and team knowledge communication mode, it brings forward the study model of virtual-team. The study on knowledge management of virtual-team has been paid more attention to. It is the first time that we bring forward the knowledge <WP=6>management and communication platform. As far as the knowledge right protection is concerned, we put the APPDRR model into practice.Chapter five: Incentive mechanism and coordination of virtual-team. In this part, it has made a study on professional theories, analyzed the hyper-circulation evolve model, professional knowledge assemble-effect, trade efficiency and its requests for incentive mechanism of virtual-team. Then it brings forward the coordination and management strategy of virtual-team, pointing out that virtual-team should reform management thought, establish new management system, adjust member positions, establish valid incentive and control mechanism. At the same time, it is important for virtual-team to set up a kind of trust atmosphere. Finally, a discussion on abilities of virtual-team governor is made.Chapter six: Synthetic evaluation of virtual-team. It includes following four aspects: Member choice and decision evaluation, performances appraisal, virtual-team agility evaluation, risk sharing and income allotment evaluation. In member choice and decision evaluation, AHP method is put into use. As for virtual-team performances evaluation, the FCE method is used. As for virtual-team agility evaluation, AFHW method is adopted and it comes from the combination of AHP and FHW. As far as risk sharing and income allotment evaluation is concerned, games analysis has been used.Chapter seven: Result and prospect. Sum up the content of this thesis and bring up the direction of thorough study.The new更多还原