产学研合作对学术团队建设影响的实证研究——团队特征差异的调节效应检验

本文从学术团队核心能力建设的动态角度,利用广东省高校学术团队的数据,从产学研合作的广度和深度两个维度,研究探讨了产学研合作对学术团队核心能力影响的作用机理,深入剖析了学术团队的研究偏好、成员的互补性等团队特征的差异性特征对该影响作用的调节效应。研究结果表明,产学研合作对学术团队的建设具有积极的影响,产学研合作会对学术团队建设的正式化和学习能力产生正向的影响,而产学研合作的深度较广度相比,会对学术团队的学习能力影响更为突出。当进一步考虑到学术团队特征的异质性时,产学研合作对学术团队建设的影响效应也将随学术团队特征的异质性而体现出内在的差异性。其中,学术团队的研究偏好与产学研合作项目越匹配,产学研合作将有助于提升团队的学习能力。而学术团队人员的互补性越强,产学研合作广度的增加将有利于形成团队的互动与逐渐正式化,随着团队产学研合作深度的增加,其对学术团队文化氛围的影响也就越有利。     

Understanding the Antecedents of Effective Knowledge Management: The Importance of a Knowledge‐Centered Culture*

Within the context of knowledge management, little research has been conducted that identifies the antecedents of a knowledge‐centered culture—those organizational qualities that encourage knowledge creation and dissemination. In this study, the existing literature on organizational climate, job characteristics, and organizational learning (in the form of cooperative learning theory) are linked with the current thinking and research findings related to knowledge management to develop a theoretical model explaining the relationships among organizational climate, the level of cooperative learning that takes place between knowledge workers, and the resulting level of knowledge created and disseminated as measured by team performance and individual satisfaction levels. The study goes on to empirically test the proposed research model by investigating the climate of organizations, and seeks to understand the linkage between a set of organizational and individual characteristics and knowledge‐related activities found in cooperative learning groups and the resulting work outcomes. The hypothesized research model is tested using LISREL with data collected from 203 information systems (IS) professionals engaged in systems development activities. The paper concludes with a discussion of the implications the results have for future research and managerial practice.     

基于人际交流的知识网络对研发团队创造力的影响

在开放式创新的趋势下,外部知识对研发团队创造力有重要意义,人际交流是研发人员获取外部知识的重要途径。现有研究侧重于分析社会网络所带来的外部知识异质性和复杂性对创造力的正向作用,忽略了外部知识对创造力的负向作用以及研发团队内部知识网络对该过程的影响。因此,基于人际交流的外部知识对研发团队创造力的作用机理并不清晰。本文在理论分析的基础上提出了研发团队成员的人际交流所形成的内外部知识网络对所获取的外部知识特征的影响,并进而影响研发团队创造力的关系模型以及相关命题。本文结论对研发团队的创造力管理以及相关知识环境的培育政策有借鉴意义。     

The Impact of Organizational Culture on Time‐Based Manufacturing and Performance

Firms are utilizing an array of manufacturing practices in their quest for survival and success in the marketplace. The implementation of those practices has not always resulted in success stories as the focus had been mostly on technical issues, with little concern for “soft issues.” For example, the enabling role of organizational culture has often been ignored. Using Schein's conceptualization of culture as underlying assumptions, espoused values, and artifacts, we examine a framework that relates culture and manufacturing practices to performance. The underlying assumption of customer orientation is posited to affect espoused values such as beliefs on investing in facilities and equipment to leverage intellectual work and to promote creativity, beliefs on working with others, beliefs on making decisions that are global, beliefs on management control, and beliefs on integrating with suppliers. The espoused values are hypothesized to affect visible attributes of culture (behaviors) such as time‐based manufacturing practices, which firms are employing for competitive advantage. A sample of 224 firms is used for developing research instruments and testing the hypothesized relationships advanced. Results indicate that high levels of customer orientation lead to a set of managerial beliefs that are collaborative and integrative. In turn, certain espoused values support a high level of time‐based manufacturing practice, which leads to high performance.     

企业跨部门心理安全、知识分享与组织绩效间关系的实证研究

知识分享是组织学习研究领域中的一个热点话题,本研究旨在探讨跨部门心理安全对组织内部知识分享以及组织绩效的影响机制。本文实证研究发现,组织跨部门心理安全与组织知识分享、组织绩效之间均存在"倒U"关系,而知识分享会对组织绩效的提升产生正向影响,知识分享在跨部门心理安全对组织绩效的作用中扮演中介角色。研究发现有助于加深我们对跨部门心理安全与组织知识分享、组织绩效间作用关系的深入了解,为企业管理实践提供有益的借鉴和启示。     

团队两种多样性、互动行为与学习能力关系的研究

团队学习的研究重点已由基本问题界定(定义、类型等)扩展到对其机理(前因、后果关系等)的详尽探讨,但团队多样性与团队学习关系的研究尚显不足。本文定义了团队目标偏好多样性与知识经验多样性两个概念,之后详细探讨两种多样性如何影响团队学习能力。实证研究结果显示:团队目标偏好多样性越高,团队学习能力越弱;团队知识经验多样性越高,团队学习能力越强;两种导向的互动行为是调节多样性与团队学习能力关系的重要变量,当事实导向互动行为与情感导向互动行为比较多时,目标偏好多样性对团队学习能力的负向影响作用减弱,知识经验多样性对团队学习能力的正向影响作用增强;两种多样性通过团队学习能力的中介作用而间接影响团队绩效。     

Managing Knowledge Creation in High‐Tech R&D Projects: A Multimethod Study

R&D projects in high‐tech organizations bring together diverse knowledge domains to quickly develop new products and processes. The fast‐paced context of high‐tech organizations makes it challenging to create new knowledge and solve complex problems. Managing these R&D projects requires understanding both the mechanisms and the type of knowledge created to achieve project objectives. This research conducts a two‐phased multimethod study to understand knowledge creation in high‐tech R&D projects. The first phase uses qualitative data to develop a theory on knowledge creation in R&D projects. The second phase involves a survey that collects data from R&D projects to test the theory. Results from the case study find that R&D projects benefit from two types of knowledge – objective and intuitive. The case analyses show that intuitive and objective knowledge creation in high‐tech organizations occurs by creating not only diverse but also psychological safe project teams. The large‐scale survey finds that team diversity positively influences objective knowledge creation while psychological safety affects intuitive knowledge creation. Surprisingly, the results show that team diversity negatively affects intuitive knowledge creation. A post hoc analysis takes a more granular look at diversity and shows that different kinds of diversity have different effects on knowledge creation. This helps to better explain how to manage innovation across boundaries. Finally, the analysis shows that both objective and intuitive knowledge influence R&D project performance. Taken together, these results help explain how to manage innovation across functional boundaries to create knowledge and enhance R&D project performance.      

Collaborative practices in new product development projects involving suppliers

Abstract

Collaboration with suppliers in New Product Development (NPD) is essential for business competitiveness. However, the management of such collaborative project needs to focus on interactions between team members from different companies since they performed inter-organizational activities. While the impact of collaboration with suppliers on NPD project performance has been widely studied, the investigation of practices to support daily collaborative activities between both teams has received limited attention. This paper aims at developing a framework of operational practices for successful inter-organizational collaboration in NPD. The practices enacted by both project teams in six case studies were examined according to the stages of the collaboration and a knowing perspective. The results revealed some peculiarities linked to the inter-organizational context. Practices interact with each other across stages with a specific dynamic. More particularly, early in the project, practices to justify the collaboration with the suppliers are determinant for practices related to the creation of social interactions between project members and project commitment. The results also show that boundary objects are useful formal socialization mechanisms for supporting the undertaking of collaborative work.     

双元文化、创新战略与科技企业创业绩效:一个知识流的视角

运用组织双元理论、战略管理理论和认知学习理论,构建了一个基于知识流动过程的双元文化机制、创新战略与科技企业创业绩效的关系框架,通过介入网络结构和领导调节因子来观察双元性三种前因机制的共同作用过程。对长江三角洲科技园区的283家小微创业型科技企业进行了实证调查,采用SPSS和AMOS软件进行统计分析,结果表明:双元文化通过改善企业创新战略的均衡实施来提高其创业绩效,其对突破及利润导向的战略行为均有正向影响;网络关系强度和权力距离在双元文化与创新战略之间产生调节作用,网络关系强度对利润导向行为产生正向调节,权力距离对利润导向行为的影响不显著,它们对突破导向行为均呈负向调节。研究将双元视角引入到组织与战略关系研究当中,对信息时代下的中国科技企业创业创新有一定的指导意义。     

基于协同效应的知识创新团队伙伴选择方法

在知识创新团队的伙伴选择问题中着重考虑了伙伴间的协同效应信息。首先,分析了伙伴之间的协同关系与协同效应,描述了考虑多个协同效应评价指标的知识创新团队伙伴选择问题;然后,建立了团队伙伴选择的数学模型,该模型是一个0-1二次整数规划问题,为了求解该问题,开发了一种GRASP启发式算法;最后,通过一个实例分析说明了所提出方法的可行性和实际应用价值。     

不同主体层次中组织的知识转化二维结构:前因变量与企业绩效的影响

企业价值的增长越来越依赖于所拥有的组织知识,但是不同主体层次中组织知识的转化及其所带来的绩效决定了组织中员工绩效、团队绩效和组织绩效的水平。本文首先根据对国内外研究文献的归纳和整理,分析了组织知识转化的各主体层次性及其相应层次的前因变量,构建了不同主体层次中组织的知识转化及其前因变量与企业绩效的影响理论模型和研究假设,通过文献回顾、访谈、半开放式问卷、预调查等方法设计出相关问卷,并利用问卷调查所获得的数据,通过探索性因子分析和验证性因子分析方法分析各主体层次知识转化的二维结构,采用结构方程模型对个人、团队和组织特征变量对个人、团队和组织层次的知识转化及其员工绩效、团队绩效和组织绩效的影响进行了探讨。最后,本文基于企业现实情况对其研究结果进行了详细的分析与讨论,并提出了研究局限性以及未来研究方向。     

Team creativity versus team learning: transcending conceptual boundaries to inspire future framework building

The purpose of this study was to compare team creativity and team learning – approached as interpersonal processes – conceptually and empirically and thereby inspire future framework building on team creativity. First, both concepts were compared based on present literature. In the next – empirical – step, a questionnaire consisting of a range of team creative and learning processes was developed and validated among 112 design teams, encompassing 540 employees. By means of a questionnaire validation protocol, this study assessed the empirical similarities and interrelation between team creative and learning processes. Several conceptual similarities in both frameworks were identified. The theoretically expected difference between team creativity and team learning (i.e. the aspect newness) was not supported by our empirical results. A five-factor model – consisting of team creative efficacy, facilitating team processes, basic team processes, error communication, and co-construction was validated. This study contributes to the present literature by showing that future theorising on team creative processes can certainly draw inspiration from the team learning literature in several ways.     

学习能力与企业绩效:知识资源是中介变量吗

基于知识观和组织学习理论,本文就以下问题展开研究:其一,探讨学习能力与企业绩效之间的关系;其二,将知识资源视为影响学习能力与企业绩效的中介变量,探讨三者之间的关系;其三,考察组织内、外部学习能力对企业绩效的不同作用路径.研究结果发现,知识资源在内部学习能力与企业绩效之间扮演着部分中介的角色;而在外部学习能力与绩效之间扮演着完全中介的角色.本项研究较为深入地揭示了学习能力、知识资源与绩效之间的关系.     

新创企业高管团队的团队过程与战略决策绩效 ——认知的调节作用

新创企业的成败很大程度上取决于战略决策绩效,具有决策权力的高管团队在创业情境下的认知和行为过程对战略决策绩效具有重要影响。本文结合创业研究和高管团队研究的现有成果,以122家新创企业为研究对象,从内部团队过程和外部团队过程两个维度考察高管团队的团队过程对战略决策绩效的影响,并从认知的视角分析新创企业高管团队认知需要和认知能力对团队过程与决策绩效关系的调节作用。研究结果表明,新创企业高管团队的内部团队过程和外部团队过程与决策的质量和满意度均有显著的正相关关系,且认知需要和认知能力对这种关系具有调节作用,在认知需要和认知能力较高的情况下,内、外部团队过程对决策质量和满意度的正向影响更强。     

Knowledge Management and Balanced Scorecard Outcomes: Exploring the Importance of Interpretation,Learning and Internationality

The topics of shared interpretation, organizational learning and firm internationalization have been studied extensively. Though considered important factors that shape the international competitive landscape, research synthesizing these interrelated areas has been limited to date. We use the balanced scorecard as a framework for assessing how organizational learning and sensemaking influence actions relating to a global marketing strategy and subsequent financial performance. Using data from 169 multinational corporations, findings indicate that a specific set of knowledge activities is related to balanced scorecard outcomes (e.g. customer performance, innovation and learning performance, and internal process performance). The hypothesized importance of customer performance is confirmed as the only balanced scorecard outcome significantly related to financial performance. A post hoc analysis revealed further insights for future research opportunities. Overall, these results suggest that firms can improve their competitive position by emphasizing shared interpretation within the organization and including balanced scorecard elements when assessing performance.     

Remote control: measuring performance for value creation and governance of globally distributed knowledge work

This article examines the governance of globally distributed knowledge work. To measure performance in knowledge work, it is important to focus on what the knowledge workers do and hence view knowledge as something one does, namely the practices, instead of something one has. By following the practices of knowledge work, it was possible to evaluate the effect of measures related to organizational processes, and identify what was not well covered by the measurement tool. Strategic and long term needs such as learning and employee competence are better managed through projects. This article shows how work performance in international organizations needs two different measures: one tool for measuring short-term value creation linked to the organizational processes; and, one tool for measuring long-term value creation linked to the practices of service work made in projects. Global governance of distributed employees is therefore successfully managed through key performance measures and through understanding projects through their multiple contributions, at both an individual and an organizational level. Global long term governance needs are strategic for the entire firm. The paper rests on an in-depth empirical case study of an international professional service firm.     

The Effect of Team Leader Characteristics on Learning,Knowledge Application,and Performance of Cross‐Functional New Product Development Teams

This study examines how leadership characteristics in new product development teams affect the learning, knowledge application, and subsequently the performance of these teams. Using data from a study of 229 members from 52 high‐tech new product projects, we empirically demonstrate that team learning has a strong positive effect on the innovativeness and speed to market of the new products. Moreover, a democratic leadership style, initiation of goal structure by the team leader, and his or her position within the organization were positively related to team learning. Managerial implications of these results are discussed.     

Organizational Learning,knowledge creation,problem formulation and innovation in messy problems

This paper attempts to bring the discussion about knowledge creation, innovation and organizational learning to a level that addresses how messy problems are addressed and how the organizations must integrate the viewpoints of the key decision-makers, establish a process for testing their assumptions, include the context including the environment design, and to allow innovation and creativity to enter the choice of actions. It builds on the literature of problem formulation, innovation, and experimentation and on the articles in this special issue.     

Strategies for Knowledge Creation in Firms *

We extend the knowledge‐based view by providing an explanation of how firms develop the capability to create knowledge. We take the view that firms are distributed knowledge systems composed of individuals who embody knowledge, and theoretically identify and empirically test the existence and effectiveness of two strategies – organization and project team – that promote their interactions to develop this capability. On the one hand, building on what we call the organization‐level innovation literature, we identify the organization strategy, which suggests investment in organization‐level integrative management practices to facilitate interactions to create knowledge among individuals situated in different parts of the system, independently of when a knowledge‐creation task is established and individuals are organized to create knowledge. On the other hand, building on what we call the team‐level innovation literature, we identify the project team strategy, which suggests investment in project team‐level integrative management practices to facilitate interactions to create knowledge among individuals once a knowledge‐creation task is defined and individuals are placed into teams to create knowledge. The two strategies are substitute approaches for the development of the capability, although the organization strategy appears to better predict outcomes of the capability. However, this approach might be more costly, so not all managers will choose to follow it.     

Financial performance and global start-ups: the impact of knowledge management practices

This paper investigates how knowledge management (KM) practices improve the financial performance of global start-ups (GSs). Using a database of 114 global innovative Italian start-ups, this study is based on the principal component analysis – data envelopment analysis (PCA-DEA) method. In particular, a survey was conducted to investigate KM practices and secondary data was used to evaluate financial performance. This research highlights that the adoption of different knowledge management practices (i.e., acquisition, documentation, creation, transfer and application) has a positive impact on the financial performance of global start-ups. The study contributes to the literature on international entrepreneurship, shedding light on the consequences of KM practices for global start-ups' financial performance, and provides guidelines for business owners, enabling them to understand better how knowledge management can facilitate the achievement of high levels of financial efficiency.