众创空间创客团队断裂带对创新行为的影响:基于知识共享的中介跨层研究
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摘要
"双创"浪潮使得各地创客运动蓬勃发展,众创空间作为创客运动的主要载体,为创客团队的创客创新行为提供微环境。团队断裂带作为团队创新的关键特征值,动态影响着创客团队中创客的个体创新行为,为此,将团队断裂带变量引入对创客个体创新行为的研究之中,以团队成员交换作为前因变量,探讨知识共享行为在团队断裂带和个体创新行为关系中的作用机制。数据来源于50个创客团队的268名创客,运用SPSS、HLM分析技术并建立多层线性模型,实证分析得出如下结论:社会分类断裂带负向影响团队成员交换和创客知识共享行为,而信息认知断裂带相反;创客团队成员交换不仅直接正向影响创客创新行为,还通过知识共享的中介作用间接影响创客创新行为。进而,根据研究结论,探讨如何在众创空间所创设的微环境中,通过优化创客团队成员结构、增强信息交流、深化隐性知识共享以促进个体创新行为。
The wave of 'double innovation' has led to the vigorous development of makers' movement in various places. As the main carrier of makers' movement, the crowd innovation space plays a vital role in the successful operation of makers' team. As the key characteristic value of team innovation, the team faultline dynamically affects the individual innovation behavior of the maker. This article introduces team faultline variables into the study of the makers' individual innovative behavior, and uses the team member exchange as the dependent variable,which thoroughly discusses the mechanism of knowledge sharing behavior between the team faultline and the individual innovation behavior. The data were collected from 268 makers of 50 maker teams, and the following conclusions were drawn from the empirical analysis using SPSS、HLM analysis technology and the establishment of multilayer linear model:The social classification faultline negatively affects the behavior of team members exchange and maker's knowledge sharing, while the information cognition faultline is opposite. In this paper, the exchange of members in maker team not only positively influences the innovation behavior of the maker, but also indirectly influences the innovation behavior of the maker through the intermediary role of knowledge sharing. Further to say, we discuss that how to promote the individual innovation behavior through optimizing the member structure of maker team, and how to enhance the information exchange and deepen the tacit knowledge sharing in the micro-environment created by crowd innovation space(CIS) according to the research conclusion.
The wave of 'double innovation' has led to the vigorous development of makers' movement in various places. As the main carrier of makers' movement, the crowd innovation space plays a vital role in the successful operation of makers' team. As the key characteristic value of team innovation, the team faultline dynamically affects the individual innovation behavior of the maker. This article introduces team faultline variables into the study of the makers' individual innovative behavior, and uses the team member exchange as the dependent variable,which thoroughly discusses the mechanism of knowledge sharing behavior between the team faultline and the individual innovation behavior. The data were collected from 268 makers of 50 maker teams, and the following conclusions were drawn from the empirical analysis using SPSS、HLM analysis technology and the establishment of multilayer linear model:The social classification faultline negatively affects the behavior of team members exchange and maker's knowledge sharing, while the information cognition faultline is opposite. In this paper, the exchange of members in maker team not only positively influences the innovation behavior of the maker, but also indirectly influences the innovation behavior of the maker through the intermediary role of knowledge sharing. Further to say, we discuss that how to promote the individual innovation behavior through optimizing the member structure of maker team, and how to enhance the information exchange and deepen the tacit knowledge sharing in the micro-environment created by crowd innovation space(CIS) according to the research conclusion.
引文
陈帅,王端旭. 2016. 道不同不相为谋?信息相关断裂带对团队学习的影响[J]. 心理学报,48(7):867-879.
陈帅. 2012. 知识视角下团队断裂带与团队绩效的关系研究[D]. 浙江:浙江大学.
陈伟,杨早立,朗益夫.2015.团队断裂带对团队效能影响的实证研究:关系型领导行为的调节与交互记忆系统的中介[J].管理评论,27(4):99-121.
郝君超,张瑜.2016.国内外众创空间现状及模式分析[J].科技管理研究,36(18):21-24.
康继军,孙彩虹.2016.创新驱动经济增长:创客模式与传统创新模式比较研究[J].科技进步与对策,33(2):1-5.
李燕萍,李洋.2018.科技企业孵化器与众创空间的空间特征及影响因素比较[J].中国科技论坛,(8):49-57.
李永娟,徐媛媛,袁潇.2016.目标取向对员工创新行为的影响机制研究:基于隐性知识共享行为的视角[J].北京工商大学学报(社会科学版),31(4):108-115.
刘泓辰,王兴元,杨娟.2017.大学生创客团队异质性与团队绩效研究:协作状态的调节作用[J].开放教育研究,23(5):57-63.
刘芹良,解学芳.2018.创新生态系统理论下众创空间生成机理研究[J].科技管理研究,38(12):240-247.
刘志迎,孙星雨,徐毅.2017.众创空间创客创新自我效能感与创新行为关系研究:创新支持为二阶段调节变量[J].科学学与科学技术管理,38(8):144-154.
柳恒超,许燕,王力.2007.结构方程模型应用中模型选择的原理和方法[J].心理学探新,(1):75-78.
马永远,孙卫,朱协童.2014.新产品开发团队的创新速度研究[J].科学学与科学技术管理,35(6):84-92.
宋述强,钟晓流,焦丽珍,等.2016.创客教育及其空间生态建设[J].现代教育技术,26(1):13-20.
孙锐,王乃静.2009.创新型企业团队成员交换与组织创新关系研究[J].科学学研究,27(10):1571-1575.
滕堂伟,覃柳婷,胡森林.2018.长三角地区众创空间的地理分布及影响机制[J].地理科学,38(8):1266-1272.
王兴元,朱强.2018.众创空间支持对大学生创客团队创新绩效影响机制研究[J].科技进步与对策,450(14):134-140.
魏钧,董玉杰.2017.团队断裂带对员工绩效的影响:一项跨层次研究[J].管理工程学报,31(3):11-18.
温忠麟,侯杰泰,张雷.2005.调节效应与中介效应的比较和应用[J].心理学报,37(2):268-274.
杨陈,唐明凤.2016.关系视角的高校科研团队断裂带对隐性知识转移影响研究[J].情报科学,34(10):20-25.
杨晶照,臧敏,甄美荣.2018.基于知识图谱的团队断裂带与创新:热点及趋势分析[J].科技进步与对策,35(15):144-151.
臧维,李甜甜,徐磊.2018.北京市众创空间扶持政策工具挖掘及量化评价研究[J].软科学,32(9):56-61.
朱少英,齐二石,徐渝.2008.变革型领导、团队氛围、知识共享与团队创新绩效的关系[J].软科学,(11):1-4+9.
卓萍,赵蕾.2018.团队断裂带对团队绩效的影响机制研究:基于交互记忆系统的中介和团队情绪智力的调节[J].秘书,(2):28-40.
Aiken L S,West S G.1991.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage Publications.
Bezrukova K,Jehn K A,Zanutto E L.2009.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,20(3):35-50.
Bezrukova K,Thatcher S M B,Jehn K,et al.2012.The effects of alignments:Examining group faultlines,organizational cultures,and performance[J].Journal of Applied Psychology,97(1):77-92.
Collins C J,Smith K G.2006.Knowledge exchange and combination:The role of human resource practices in the performance of high-technology firms[J].Academy of Management Journal,49(3):544-560.
Cooper D,Patel P C,Thatcher S M B.2014.It depends:Environmental context and the effects of faultlines on top management team performance[J].Organization Science,25(2):633-652.
Dahlin K B,Hinds P J.2005.Team diversity and information use[J].Academy of Management Journal,48(6):1107-1123.
Dyck B,Starke F A.1999.The formation of breakaway organizations:Observations and a process model[J].Administrative Science Quarterly,44(4):792-822.
Eriksson I V,Dickson G W.2000.Knowledge sharing in high technology companies[J].Proceedings of Americas Conference on Information System,1(1):1330-1335.
Fisk S T,Neuberg S L.1990.A continuum of impression formation,from category based to individuating processes:Influences of information and motivation on interpretation[J].Advances in Experimental Social Psychology,(23):1-74.
Hamel G.1991.Competition for competence and inter-partner learning within international strategic alliances[J].Strategic Management Journal,12(S1):83-103.
Hansen M T.1999.The search-transfer problem:The role of weak ties in sharing knowledge across organization subunits[J].Administrative Science Quarterly,44(1):82-111.
Harrison D A,Price K H,Gavin J H.2002.Time,teams,and task performance:Changing effects of surface-and deep-level diversity on group functioning[J].Academy of Management Journal,45(5):1029-1045.
Hutzschenreuter T,Horstkotte J.2013.Performance effects of top management team demographic faultlines in the process of product diversification[J].Strategic Management Journal,34(6):704-726.
James L R.1982.Aggregation bias in estimates of perceptual agreement[J].Journal of Applied Psychology,67(2):219-229.
Johannessen J A.2008.Organizational innovation as part of knowledge management[J].International Journal of Information Management,28(5):403-412.
Kaser A W,Raymond E.2002.Understanding knowledge activists’successes and failure[J].Long Range Planning,(35):9-28.
Lau D C,Murnighan J K.1998.Demographic diversity and faultlines:The compositional dynamics of organizational group[J].Academy of Management Review,23(2):325-340.
Messick D M,Mackie D M.1989.Intergroup relations[J].Annual Review of Psychology,40(1):45-81.
Murnighan J K,Lau D C.2005.Interactions within groups and subgroups:The dynamic effects of demographic faultlines[J].Academy of Management Journal,48(4):645-659.
Schneider B,White S S,Paul M C.1998.Linking service climate and customer perceptions of service quality:Tests of a causal model[J].Journal of Applied Psychology,83(2):150-163.
Scott,S G,Bruce R A.1994.Determinants of innovative behavior:A path model of individual in the workplace[J].The Academy of Management Journal,(37):580-607.
Seers A,Petty M M,Cashman J F.1995.Team-member exchange under team and traditional management:A naturally occurring quasi-experiment[J].Group Organization Management,20(1):18-38.
Senge P M.1997.Sharing knowledge,executive excellence[J].International Journal of Information Management,18(3):4-10.
Thatcher S M B,Jehn K A,Zanutto E.2003.Cracks in diversity research:The effects of diversity faultlines on conflict and performance[J].Group Decision and Negotiation,12(3):217-241.
Van Den Hooff B,Ridder J A D.2004.Knowledge sharing in context:The influence of organizational commitment,communication climate and CMC use on knowledge sharing[J].Journal of Knowledge Management,8(6):117-130.
Williams K Y,O'Reilly C A.1998.Demography and diversity in organizations:A review of 40 years of research[J].Research in Organizational Behavior,20(3):77-140.
陈帅. 2012. 知识视角下团队断裂带与团队绩效的关系研究[D]. 浙江:浙江大学.
陈伟,杨早立,朗益夫.2015.团队断裂带对团队效能影响的实证研究:关系型领导行为的调节与交互记忆系统的中介[J].管理评论,27(4):99-121.
郝君超,张瑜.2016.国内外众创空间现状及模式分析[J].科技管理研究,36(18):21-24.
康继军,孙彩虹.2016.创新驱动经济增长:创客模式与传统创新模式比较研究[J].科技进步与对策,33(2):1-5.
李燕萍,李洋.2018.科技企业孵化器与众创空间的空间特征及影响因素比较[J].中国科技论坛,(8):49-57.
李永娟,徐媛媛,袁潇.2016.目标取向对员工创新行为的影响机制研究:基于隐性知识共享行为的视角[J].北京工商大学学报(社会科学版),31(4):108-115.
刘泓辰,王兴元,杨娟.2017.大学生创客团队异质性与团队绩效研究:协作状态的调节作用[J].开放教育研究,23(5):57-63.
刘芹良,解学芳.2018.创新生态系统理论下众创空间生成机理研究[J].科技管理研究,38(12):240-247.
刘志迎,孙星雨,徐毅.2017.众创空间创客创新自我效能感与创新行为关系研究:创新支持为二阶段调节变量[J].科学学与科学技术管理,38(8):144-154.
柳恒超,许燕,王力.2007.结构方程模型应用中模型选择的原理和方法[J].心理学探新,(1):75-78.
马永远,孙卫,朱协童.2014.新产品开发团队的创新速度研究[J].科学学与科学技术管理,35(6):84-92.
宋述强,钟晓流,焦丽珍,等.2016.创客教育及其空间生态建设[J].现代教育技术,26(1):13-20.
孙锐,王乃静.2009.创新型企业团队成员交换与组织创新关系研究[J].科学学研究,27(10):1571-1575.
滕堂伟,覃柳婷,胡森林.2018.长三角地区众创空间的地理分布及影响机制[J].地理科学,38(8):1266-1272.
王兴元,朱强.2018.众创空间支持对大学生创客团队创新绩效影响机制研究[J].科技进步与对策,450(14):134-140.
魏钧,董玉杰.2017.团队断裂带对员工绩效的影响:一项跨层次研究[J].管理工程学报,31(3):11-18.
温忠麟,侯杰泰,张雷.2005.调节效应与中介效应的比较和应用[J].心理学报,37(2):268-274.
杨陈,唐明凤.2016.关系视角的高校科研团队断裂带对隐性知识转移影响研究[J].情报科学,34(10):20-25.
杨晶照,臧敏,甄美荣.2018.基于知识图谱的团队断裂带与创新:热点及趋势分析[J].科技进步与对策,35(15):144-151.
臧维,李甜甜,徐磊.2018.北京市众创空间扶持政策工具挖掘及量化评价研究[J].软科学,32(9):56-61.
朱少英,齐二石,徐渝.2008.变革型领导、团队氛围、知识共享与团队创新绩效的关系[J].软科学,(11):1-4+9.
卓萍,赵蕾.2018.团队断裂带对团队绩效的影响机制研究:基于交互记忆系统的中介和团队情绪智力的调节[J].秘书,(2):28-40.
Aiken L S,West S G.1991.Multiple Regression:Testing and Interpreting Interactions[M].Newbury Park:Sage Publications.
Bezrukova K,Jehn K A,Zanutto E L.2009.Do workgroup faultlines help or hurt?A moderated model of faultlines,team identification,and group performance[J].Organization Science,20(3):35-50.
Bezrukova K,Thatcher S M B,Jehn K,et al.2012.The effects of alignments:Examining group faultlines,organizational cultures,and performance[J].Journal of Applied Psychology,97(1):77-92.
Collins C J,Smith K G.2006.Knowledge exchange and combination:The role of human resource practices in the performance of high-technology firms[J].Academy of Management Journal,49(3):544-560.
Cooper D,Patel P C,Thatcher S M B.2014.It depends:Environmental context and the effects of faultlines on top management team performance[J].Organization Science,25(2):633-652.
Dahlin K B,Hinds P J.2005.Team diversity and information use[J].Academy of Management Journal,48(6):1107-1123.
Dyck B,Starke F A.1999.The formation of breakaway organizations:Observations and a process model[J].Administrative Science Quarterly,44(4):792-822.
Eriksson I V,Dickson G W.2000.Knowledge sharing in high technology companies[J].Proceedings of Americas Conference on Information System,1(1):1330-1335.
Fisk S T,Neuberg S L.1990.A continuum of impression formation,from category based to individuating processes:Influences of information and motivation on interpretation[J].Advances in Experimental Social Psychology,(23):1-74.
Hamel G.1991.Competition for competence and inter-partner learning within international strategic alliances[J].Strategic Management Journal,12(S1):83-103.
Hansen M T.1999.The search-transfer problem:The role of weak ties in sharing knowledge across organization subunits[J].Administrative Science Quarterly,44(1):82-111.
Harrison D A,Price K H,Gavin J H.2002.Time,teams,and task performance:Changing effects of surface-and deep-level diversity on group functioning[J].Academy of Management Journal,45(5):1029-1045.
Hutzschenreuter T,Horstkotte J.2013.Performance effects of top management team demographic faultlines in the process of product diversification[J].Strategic Management Journal,34(6):704-726.
James L R.1982.Aggregation bias in estimates of perceptual agreement[J].Journal of Applied Psychology,67(2):219-229.
Johannessen J A.2008.Organizational innovation as part of knowledge management[J].International Journal of Information Management,28(5):403-412.
Kaser A W,Raymond E.2002.Understanding knowledge activists’successes and failure[J].Long Range Planning,(35):9-28.
Lau D C,Murnighan J K.1998.Demographic diversity and faultlines:The compositional dynamics of organizational group[J].Academy of Management Review,23(2):325-340.
Messick D M,Mackie D M.1989.Intergroup relations[J].Annual Review of Psychology,40(1):45-81.
Murnighan J K,Lau D C.2005.Interactions within groups and subgroups:The dynamic effects of demographic faultlines[J].Academy of Management Journal,48(4):645-659.
Schneider B,White S S,Paul M C.1998.Linking service climate and customer perceptions of service quality:Tests of a causal model[J].Journal of Applied Psychology,83(2):150-163.
Scott,S G,Bruce R A.1994.Determinants of innovative behavior:A path model of individual in the workplace[J].The Academy of Management Journal,(37):580-607.
Seers A,Petty M M,Cashman J F.1995.Team-member exchange under team and traditional management:A naturally occurring quasi-experiment[J].Group Organization Management,20(1):18-38.
Senge P M.1997.Sharing knowledge,executive excellence[J].International Journal of Information Management,18(3):4-10.
Thatcher S M B,Jehn K A,Zanutto E.2003.Cracks in diversity research:The effects of diversity faultlines on conflict and performance[J].Group Decision and Negotiation,12(3):217-241.
Van Den Hooff B,Ridder J A D.2004.Knowledge sharing in context:The influence of organizational commitment,communication climate and CMC use on knowledge sharing[J].Journal of Knowledge Management,8(6):117-130.
Williams K Y,O'Reilly C A.1998.Demography and diversity in organizations:A review of 40 years of research[J].Research in Organizational Behavior,20(3):77-140.