重大科研项目团队成员功能对合作质量的影响
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摘要
重大科研项目承担国家创新的重大科技任务,具有跨学科的复杂性,成员功能发挥对团队内部合作质量具有重要影响。为提升团队合作质量,基于成员功能视角探讨重大科研项目团队内部合作问题。通过问卷调查和实地走访收集样本,总结重大科研项目团队应该具有的成员功能,并针对成员功能对合作质量不同维度的影响进行实证研究。研究结果表明,任务功能、社交功能和跨边界功能有利于重大科研项目团队合作质量的提升。
Major scientific research projects are interdisciplinary and complex, undertaking the important scientific and technological tasks of national innovation. Member functions have an important impact on the quality of cooperation within the team.In order to improve the quality of team cooperation, this paper discusses the internal cooperation of major scientific research project teams from the perspective of member functions. Collecting samples via questionnaires and field visits, this paper summarizes the member functions that the team of major scientific research projects should have, conducts an empirical study on the impact of member functions on the different dimensions of cooperation quality.The results show that task function, social function and cross boundary function are helpful to improve the quality of team cooperation in major scientific research projects.
Major scientific research projects are interdisciplinary and complex, undertaking the important scientific and technological tasks of national innovation. Member functions have an important impact on the quality of cooperation within the team.In order to improve the quality of team cooperation, this paper discusses the internal cooperation of major scientific research project teams from the perspective of member functions. Collecting samples via questionnaires and field visits, this paper summarizes the member functions that the team of major scientific research projects should have, conducts an empirical study on the impact of member functions on the different dimensions of cooperation quality.The results show that task function, social function and cross boundary function are helpful to improve the quality of team cooperation in major scientific research projects.
引文
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[16]LEO F M,GONZáLEZ-PONCE I,SáNCHEZ-MIGUEL P A,et al.Role ambiguity,role conflict,team conflict,cohesion and collective efficacy in sport teams:a multilevel analysis[J].Psychology of Sport and Exercise,2015,20:60-66.
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[23]赵玉洁.跨学科团队知识共享影响因素实证研究[D].济南:山东大学,2010.
[24]冯志刚.研发团队关键角色选择研究[D].大连:大连理工大学,2005.
[25]李超平,时勘.变革型领导的结构与测量[J].心理学报,2005,37(6):97-105.
[26]王桢,罗正学,李旭培.变革型领导与团队成员工作态度:基于多层线性模型的研究[J].数理统计与管理,2013,32(1):100-112.
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[30]段锦云,肖君宜,夏晓彤.变革型领导、团队建言氛围和团队绩效:创新氛围的调节作用[J].科研管理,2017,38(4):76-83.
[31]曹茜,陈睿.R&D团队中领导行为、创新氛围与知识创新的关系:案例研究[J].技术经济,2017,36(3):21-28.
[32]RAPP T L,GILSON L L,MATHIEU J E,et al.Leading empowered teams:an examination of the role of external team leaders and team coaches[J].Leadership Quarterly,2016,27(1):109-123.
[33]奉小斌.研发团队跨界行为对创新绩效的影响:任务复杂性的调节作用[J].研究与发展管理,2012(3):56-65.
[34]TSAI W.Knowledge transfer in intra-organization networks:effects of network position and absorptive capacity on business unit innovation and performance[J].Academy of Management Journal,2001,44(5):996-1004.
[35]刘野.变革型领导影响员工创造力:团队创新氛围和内在动机的作用[D].长春:吉林大学,2017.
[2]尚虎平,叶杰,赵盼盼.我国科学研究中的公共财政效率:低效与浪费:来自国家自然科学基金、社会科学基金项目产出的证据[J].科学学研究,2012,30(10):1476-1487.
[3]王延中.科研项目课题制的几个问题[J].学术界,2007,125(4):47-60.
[4]王大洲.为了学术创新,该反思“课题制”了[J].科学文化评论,2011,8(4):99-103.
[5]裴瑞敏,李虹,高艳玲.领导风格对科研团队成员创造力的影响机制研究:内部动机和LMX的中介作用[J].管理评论,2013,25(3):111-118.
[6]王桢,陈乐妮,李旭培.变革型领导与工作投入:基于情感视角的调节中介模型[J].管理评论,2015,27(9):120-129.
[7]陈晨,时勘,陆佳芳.变革型领导与创新行为:一个被调节的中介作用模型[J].管理科学,2015(4):11-22.
[8]梁阜,李树文.变革型领导对员工创新行为的影响机制:一个跨层次模型研究[J].科技进步与对策,2016,33(24):147-153.
[9]李超平.变革型领导与团队效能:团队内合作的跨层中介作用[J].管理评论,2014(4):73-81.
[10]王永丽,郑婉玉.双重角色定位下的工会跨界职能履行及作用效果分析[J].管理世界,2012(10):130-145.
[11]宋萌,王震,张华磊.领导跨界行为影响团队创新的内在机制和边界条件:知识管理的视角[J].管理评论,2017,29(3):126-135.
[12]邓超.高绩效团队的角色配置与管理[J].企业改革与管理,2012(10):61-62.
[13]LUPULEAC S,LUPULEAC Z L,RUSU C.Problems of assessing team roles balance:team design[J].Procedia Economics&Finance,2012,3(1):935-940.
[14]PRICHARD J S,STANTON N A.Testing Belbin's team role theory of effective groups[J].Journal of Management Development,1999,18(8):652-665.
[15]CHONG E.Role balance and team development:a study of team role characteristics underlying high and low performing teams[D].Wellington:Victoria University of Wellington,2005.
[16]LEO F M,GONZáLEZ-PONCE I,SáNCHEZ-MIGUEL P A,et al.Role ambiguity,role conflict,team conflict,cohesion and collective efficacy in sport teams:a multilevel analysis[J].Psychology of Sport and Exercise,2015,20:60-66.
[17]MUMFORD T V,VAN IDDEKINGE C H,MORGESON F P,et al.The team role test:development and validation of a team role knowledge situational judgment test[J].The Journal of Applied Psychology,2008,93(2):250-267.
[18]HOEGL M,GEMUENDEN H G.Teamwork quality and the success of innovative projects:a theoretical concept and empirical evidence[J].Organization Science,2001,12(4):435-449.
[19]BULLOCK J.Management teams:why they succeed or fail[J].Leadership&Organization Development Journal,2004,25(5):477-479.
[20]张崴.研究型大学科研团队结构对团队创造力的影响[D].大连:大连理工大学,2013.
[21]AUBéC,ROUSSEAU V,MAMA C,et al.Counterproductive behaviors and psychological well-being:the moderating effect of task interdependence[J].Journal of Business&Psychology,2009,24(3):351-361.
[22]樊飞月.高校跨学科团队知识整合机制对创新绩效影响的实证研究[D].太原:中北大学,2014.
[23]赵玉洁.跨学科团队知识共享影响因素实证研究[D].济南:山东大学,2010.
[24]冯志刚.研发团队关键角色选择研究[D].大连:大连理工大学,2005.
[25]李超平,时勘.变革型领导的结构与测量[J].心理学报,2005,37(6):97-105.
[26]王桢,罗正学,李旭培.变革型领导与团队成员工作态度:基于多层线性模型的研究[J].数理统计与管理,2013,32(1):100-112.
[27]李宁琪,吴孟阳.变革型领导、团队凝聚力与组织绩效关系的实证研究[J].工业技术经济,2015(11):123-129.
[28]GILAL A R,JAAFAR J,OMAR M,et al.A rule-based model for software development team composition:team leader role with personality types and gender classification[J].Information&Software Technology,2016,74(1):105-113.
[29]杨肖锋.团队氛围、网络密度与团队合作:基于民营企业工作团队的实证分析[J].中国人力资源开发,2013(11):6-13.
[30]段锦云,肖君宜,夏晓彤.变革型领导、团队建言氛围和团队绩效:创新氛围的调节作用[J].科研管理,2017,38(4):76-83.
[31]曹茜,陈睿.R&D团队中领导行为、创新氛围与知识创新的关系:案例研究[J].技术经济,2017,36(3):21-28.
[32]RAPP T L,GILSON L L,MATHIEU J E,et al.Leading empowered teams:an examination of the role of external team leaders and team coaches[J].Leadership Quarterly,2016,27(1):109-123.
[33]奉小斌.研发团队跨界行为对创新绩效的影响:任务复杂性的调节作用[J].研究与发展管理,2012(3):56-65.
[34]TSAI W.Knowledge transfer in intra-organization networks:effects of network position and absorptive capacity on business unit innovation and performance[J].Academy of Management Journal,2001,44(5):996-1004.
[35]刘野.变革型领导影响员工创造力:团队创新氛围和内在动机的作用[D].长春:吉林大学,2017.