研发团队多元性、行为整合与创新绩效关系的实证研究

刘宁; 张正堂; 张子源

PDF(977 KB)

科研管理 ›› 2012, Vol. 33 ›› Issue (12) : 135-141.

论文

研发团队多元性、行为整合与创新绩效关系的实证研究

刘宁¹, 张正堂², 张子源³

作者信息 +

R&D team diversity, behavior integration, and innovation performance

Liu Ning¹, Zhang Zhengtang², Zhang Ziyuan³

Author information +

文章历史 +

摘要

团队行为整合是描述团队运作的整体性变量,反映了团体成员倾向相互交流与合作的程度。基于研发团队的特性,本研究构建了团队多元性、行为整合与创新绩效的关系模型,分析了任务复杂性的调节效应。论文基于62家高科技企业中71个研发团队的调查数据对研究假说进行了实证检验。研究结果发现,研发团队多元性对创新绩效有显著的正向影响,行为整合在其中起到了部分的中介效应,而任务复杂性调节了行为整合与创新绩效之间的关系。论文最后对研究结论进行了讨论。

Abstract

Team behavioral integration is an integrative variable to describe the whole process in team work, it also reflects the degree that team members tend to communicate and cooperate with each other. Based on the features of R&D teams, a conceptual model on the relationship involving team diversity, behavioral integration, and innovation performance is constructed, the moderative effect of task complexity is considered. With the data of 71 R&D teams in 62 high-tech enterprises, an empirical analysis is carried on to test the hypotheses. Results show that team diversity has a significantly positive effect on innovation performance, and behavioral integration partly mediates the relationship. At the same time, task complexity moderates the relationship between behavioral integration and innovation performance. At the end, the research conclusions are discussed.

导出引用

刘宁, 张正堂, 张子源. 研发团队多元性、行为整合与创新绩效关系的实证研究[J]. 科研管理. 2012, 33(12): 135-141

Liu Ning, Zhang Zhengtang, Zhang Ziyuan. R&D team diversity, behavior integration, and innovation performance[J]. Science Research Management. 2012, 33(12): 135-141

中图分类号： F272.92

参考文献

[1] Ancona,D.G. Outward bound: Strategies for team survival in an organization[J]. Academy of Management Journal, 1990, 33: 334-365.
[2] McGrath,J. E. Social psychology: A brief introduction[M]. New York: Holt, Rinehart and Winston. 1964.
[3] Stewart,G..L., Barrick,M.R. Team structure and performance: Assessing the mediating role of intrateam process and the moderating role of task type[J]. Academy of Management Journal, 2000,43(2): 135-148.
[4] Gladstein,D.L. Groups in context - a model of task group effectiveness[J]. Administrative Science Quarterly, 1984,29(4), 499-517.
[5] Cohen,S.G., Bailey,D.E. What makes teams work? Group effectiveness research from the shop floor to the executive suite[J]. Journal of Management, 1997.23: 239-291.
[6] 刘雪峰, 张志学. 模拟情境中工作团队成员互动过程的初步研究及其测量[J]. 心理学报,2005, 37 (2) : 253-259.
[7] 席酉民,张华,马骏. 成员间互动对团队绩效影响研究:基于和谐管理理论的视角[J]. 运筹与管理,2008(6):134-139.
[8] Simsek,Z., Veiga,J.F., Lubatkin,M.H., Dino,R.N. Modeling the multilevel determinants of top management team behavioral integration[J]. Academy of Management Journal. 2005, 48(1): 69-84.
[9] Hardy,J., Eys, M.A., Carron, A.V. Exploring the Potential Disadvantages of High Cohesion in Sports Teams[J]. Small Group Research, 2005, 36: 166-188.
[10] Hambrick,D.C. Top management group:a conceptual integration and consideration of the "team" label. In B. M. Staw, L. L. Cummins(eds.), Research in Organizational Behavior. Greenwich, CT: JAI Press, 1994: 171-213.
[11] Hambrick,D.C. Corporate coherence and the top management team. In Hambrick,D.C., Nadler,D.A. Tushaman,M.L.(eds.), Navigating Change:How CEOs, Top Teams, and Boards Steer Transformation. MA: Harvard Business School Press, 1998: 123-140.
[12] McGrath, J. E., Berdahl, J. L., Arrow, H. Traits, expectations, culture, and clout: The dynamics of diversity in work groups. In S. E. Jackson and M. N. Ruderman (eds.), Diversity in Work Team , Washington, DC: American Psychological Association, 1995:17-45.
[13] Gruenfeld,D.H, Mannix,E.A., Williams,K.Y., Neale,M.A. Group composition and decision making: How member familiarity and information distribution affect process and performance[J]. Organizational Behavior and Human Decision Processes, 1996,67: 1 15.
[14] Williams,K.Y., O'Reilly,C.A., Demography and diversity in organizational: A review of 40 years of research[J]. Research in Organizational Behavior, 1998, 20: 77-140.
[15] Campion,M.A., Medsker,G.A. Higgs,A.C. Relations between work group characteristics and effectiveness: Implications for designing effective work group[J]. Personnel Psychology, 1993, 46(4): 823-850.
[16] 彭正银. 人力资本治理模式的选择——基于任务复杂性的分析[J]. 中国工业经济,2003(8): 76-83.
[17] Akgun,A.E., Byrne,J., Keskin,H., et al. Knowledge networks in new product development projects: A transactive memory[J]. Information & Management, 2005,42(8):1105-1120.
[18] Cannon-Bowers, J.A., Salas, E., Converse, S. Shared mental models in expert team decision making. In Castellan, N.J.,Jr. Individual and group decision making , Hillsdale, New Jersey: Lawrence Erlbaum Associates, Inc., 1993: 221-246.
[19] Kumar,N., Stern,L.W. Anderson,J.C. Conducting interorganizational research using key informants[J]. Academy of Management Journal, 1993, 36(6): 1633-1651.
[20] Milliken,F.J. Martins,L.L. Searching for common threads: Understanding the multiple effects of diversity in organizational groups[J]. Academy of Management Review, 1996, 21(2): 1-32.
[21] Withey,M., Daft,R.L., Cooper,W.H. Measures of Perrow's work unit technology: An empirical assessment and a new scale[J]. Academy of Management Journal, 1983, 26: 45-63.
[22] 钱源源. 员工忠诚、角色外行为与团队创新绩效的作用机理研究. 杭州: 浙江大学博士论文,2010:252-253.
[23] Baron,R.M., Kenny,D.A. The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986, 51(6): 1173-1182.
[24] Cohen,J., Cohen,P., Aiken,L.S., West,S.G. Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences[M]. Hillsdale NJ: Lawrence Erlbaum Associates, 2003.

基金

国家自然科学基金项目"团队多元性、行为整合与创新绩效的关系研究:以我国高科技企业研发团队为例"(编号:70802028,2009.1-2011.12)和"团队薪酬计划的激励效应研究"(编号:70972038,2010.1-2012.12),教育部人文社会科学研究青年基金项目"我国高科技企业研发团队多元性、团队冲突与创新绩效的关系研究"(编号:08JC630048,2009.1-2012.6),江苏省软科学研究项目"促进技术创新的企业人力资源管理政策研究"(编号:BR2009069,2009.9-2012.9)。