【作者】 王磊；

【导师】 陈玉琨；

【作者基本信息】 华东师范大学 ， 教育经济与管理， 2008， 博士

【摘要】 当今科学技术的重要特征之一是学科的交叉与融合。重大科技成果的产生,越来越需要组建创新学术团队,集中力量进行联合攻关。高等学校作为人才培养的主要基地和人才集聚的战略高地,在国家创新体系中发挥着越来越重要的作用。高等学校有着学科众多和人才汇集的优势,有条件、有能力、有必要不断进行管理创新,探索和建立一批以学术带头人为核心的多学科集成的创新团队。对大学创新学术团队的研究,已成为大学人才队伍建设和学术组织建设理论与实践研究中一个重要内容。本文主要围绕如何进一步加强大学创新学术团队建设开展了研究,全文共分七章。第一章“导论”。提出了文章的研究背景:当代科学技术不断交叉融合的发展趋势以及我国大学在建设创新型国家中的历史使命,并由此提出研究的视角、方法和路径。第二章“大学创新学术团队的基础分析”。从剖析团队和创新的内涵入手,打通管理学、科学学和高等教育学的视野,界定了大学创新学术团队的内涵及其区别于其他工作团队的特征。用系统的方法,对大学创新学术团队的组成要素和外部环境进行了静态分析。借鉴组织生命周期理论,建立了大学创新学术团队的生命周期模型,并阐述了不同生命周期阶段团队管理的重点。对比较典型的若干种团队组织结构模式进行了分析,并在此基础上对组织发展战略进行研究。第三章“大学创新学术团队的案例分析”。通过对卡文迪什实验室、人类基因组计划、斯坦福大学Bio-X中心、南京大学固体微结构国家重点实验室、西北工业大学张立同团队、燕山大学亚稳材料科学团队等六个具体案例进行研究,深入剖析它们的成功经验,从中找出影响大学创新学术团队建设、运行与发展的最重要的内外部因素。第四章“大学创新学术团队的核心竞争力分析”。将核心竞争力理论引入大学创新学术团队研究,在理论与案例研究的基础上,提出一个优秀大学创新团队的构成要件包括杰出的学科带头人、优秀的研究队伍、先进的管理机制、创新和谐的团队文化等;进而从理论上对大学创新学术团队的核心竞争力进行探讨,提出团队与社会的互动力、学术的创造力、团队自身的凝聚力与发展力、资源运作与转化能力是决定团队发展前景最重要的四种能力。第五章“大学创新学术团队的动力机制分析”。用系统动力学的方法对大学创新学术团队各要素间的因果关系进行了分析,建立了大学创新学术团队运行的系统动力学模型和简化的动力模型,并提出绩效评价机制、利益分配机制和文化建设机制是大学创新学术团队运行发展最重要的三个动力机制。分别对这三个机制进行了深入分析:从多维的视角全面考察了大学创新学术团队的绩效评价,提出了一些共通的原则和理念,从而为实践中更好地处理大学创新学术团队的绩效评价提供决策思路;提出大学创新学术团队的利益包括经济利益和学术利益,大学创新学术团队应改按照科学合理、注重公平、体现竞争的理念设计团队绩效薪酬体系,按照规范科学、尊重贡献、程序民主的理念确定学术成果署名排序;提出大学创新学术团队的组织文化由精神层面的价值观子系统、物质层面的形式子系统和行为层面的人际子系统组成,其核心要素是团队凝聚力。大学创新学术团队加强组织文化建设,必须倡导学术为本、勇于创新的团队价值理念,营造宽松包容、团结协作的团队环境氛围,构建竞争有序、和谐共存的团队人际格局。第六章“大学创新学术团队建设的现状分析”。对中央政府层面、地方政府层面和大学层面为推动大学创新学术团队建设所作的政策努力进行了汇总、梳理、比较和分析,提出并阐述了当前大学创新学术团队建设存在的若干突出问题。第七章“大学创新学术团队建设的政策建议”。根据前几章进行的理论与案例分析以及上一章总结出的问题,有针对性地提出大学创新学术团队建设应遵循的原则,并分别就政府层面和大学层面提出若干政策建议。更多还原

【Abstract】 Nowadays the convergence innovation and interdisciplinary synergy is one of the most important characters for science and technology development. The achievements of the key scientific and technological research increasingly need the building of innovative academic teams and concentrating strength on joint tackling of major projects. As the principal talents training base and talents gathering highland, higher schools play a more and more important role in the state innovative system. Higher schools have the advantages to set up diversified disciplinary and talents reservoir. It is capable and necessary for higher schools to develop on management creation, explore and build a creative team which is made up by multi-disciplinary led by universities talents and academic leader. The research on universities creative academic team has become the important contents in the building of universities talents and academic organization research and practice. The paper mainly centers on the research on the building of the creative academic team and includes seven chapters.Chapter One is the introduction, which points out the research background. It analyzes the trend of science and technology development nowadays and the history missions which our universities burden in the establishment of an innovation country. Research perspective, method and route are hereby brought forward.Chapter Two is the fundamental analysis of universities innovative academic teams. The chapter gets through the domain of Management Science, Science of Science, Higher Education, provides the definition of the connotation of the universities innovative academic teams and the characteristics which are different from other working teams. In terms of system method, the chapter statically analyzes the constituent elements and external circumstances of the universities innovative academic teams. By borrowing Life Cycle Assessment Theory, the chapter establishes the life cycle model of the universities innovative academic teams and elaborates the emphasis for the team management at the different stage of the whole life cycle. The chapter analyzes several typical organize structure model of the universities innovative academic teams. Based on the analysis, the chapter studies the development stratagem of the universities innovative academic teams. Chapter Three is the case study on universities innovative academic teams research. The six cases are Cavendish Laboratory, Human Genome Project(HGP), Bio-X Center Stanford University, State Key Laboratory of Solid State Microstructures at Nanjing University, ZHANG Litong Team at Northwestern Polytechnical University and Metastable Materials Science Team at YanShan University. By probing into their success experiences and confirms the analysis at the second chapter, Chapter Three induces the most important external and internal factors which effect the establishment, operating and development of the universities innovative academic teams.Chapter Four is the Core Competence analysis on universities innovative academic teams. By introducing the Core Competence Theory into the universities innovative academic teams research, based on the theory and case study, the chapter puts forward that the elements of an excellent universities innovative academic team concludes outstanding leader, first-class researth team, advanced Management mechanism and innovative harmonious team culture. The chapter exploers the core competence of universities innovative academic teams in the theory, puts forwead that the most four important competence of universities innovative academic teams are interactive force of the team and the scocity, science creativity, cohesion and developmental force of the team, operation force and transform force on the resource.Chapter Five is the motive mechanism analysis on the universities innovative academic teams. Through system dynamics method, the chapter analyzes the cause-effect relationships among the key factors for the universities innovative academic teams and establishes the relevant system dynamics model and simplified dynamic model for running the universities innovative academic teams, meanwhile, the chapter puts forward the idea that Performance Appraisal Mechanism, Benefit Allocation Mechanism and Culture Construction Mechanism are the three most important motive mechanisms for the development of the universities innovative academic teams. Furthermore, the chapter gives a profound analysis of the three mechanisms and takes a multi-dimensional perspective examination of the performance appraisal on the universities innovative academic teams. The chapter sets forth some universal principles and concepts in order to provide more practical strategies and ideas for performance appraisal. The chapter introduces the idea that the benefits of the universities innovative academic teams involve economic benefit and academic benefit. Universities innovative academic teams should design teams performance payment system in terms of scientific and rational use, fair and competition, also should determine the ordering relationship of the academic results according to scientific and normal standard, contribution favored and procedure democracy. The chapter brings forward that the organization culture of the universities innovative academic teams is made up of values sub-system from spirit level, form sub-system from material level and personal relationship sub-system from behavior level and the core element of the organization culture is the team cohesion. The universities innovative academic teams should advocate the concept of academic-centered and innovation to strengthen the organization culture construction, also need to create smooth and corporation environment for innovative academic teams and finally construct ordered competition and harmonious coexistence of teams human resources pattern.Chapter Six is the analysis on the current situation of the construction of the universities innovative academic teams. The chapter provides the summary, carding, comparison and analysis of policy constitution for the building of the universities innovative academic teams from the central governmental level, local governmental level and universities’ level. Meanwhile, the chapter points out some problems during the building of the current construction of the universities innovative academic teams.Chapter Seven gives some policy suggestions on the construction of the universities innovative academic teams. According to the theories and case studies mentioned in the former chapters and the problems summarized in the last chapter, the seventh chapter puts forward the relative principles for the construction of the universities innovative academic teams and finally separately gives some suggestions both on governmental level and on universities’ level.更多还原