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论文编号：	1164
作者编号：	2120072079
上传时间：	2009/6/10 17:34:07
中文题目：	高校科研团队网络结构特征对科研
英文题目：	A Study on the Impact of Univ
指导老师：	袁庆宏
中文关键字：	高校;科研团队;网络结构;科研创<
英文关键字：	University and College;Science
中文摘要：	高校科研团队作为科学研究的重要生力军，在提高科技创新绩效、推进科学技术发展中表现出与日俱增的作用。对此，在国家科技发展战略中已明确提出建设科研团队、培育科技创新人才的若干政策与建议。在学术科研体系不断完善，学术水平日益与国际接轨的外部环境下，教师的科研主动性结合研究生的学习与创新，使得这种师生联合攻关的科研团队成为大学中极为富有活力和创造力的科研创新组织,成为大学创新中不可或缺的创新主体之一。作为大学“科研创新”的“细胞”形态组织，该类团队以“学习——创新”为特征，在科研中完成教书育人的使命。但目前这类师生共同体科研团队的研究尚未引起广泛关注，运用相关的团队理论研究高校科研创新团队过程与绩效的成果还极为鲜见，大量的研究集中于营利性组织。鉴于该类科研团队的组织特征以及最终的绩效产出对大学的教育、科研、管理等方面都有重要的影响，深入了解该类团队的组织特征，把握其发展规律，有助于高校科研团队提高创新能力，同时也是组织管理学领域值得研究的一个议题。 追溯到组织行为学研究之初，众多学者认为创新思想往往会在人际交往中产生，人际关系网络被视为资源传递的渠道。从关系网络中流动的内容可以将网络划分为“咨询网络”与“情感网络”。科研人员往往通过组织正式交往以外的关系获取创新相关的信息和情感支持。 师生联合研究的科研团队中，团队成员在人际交往中所形成的关系网络特征为何？其如何影响团队创新绩效？社会网络分析（Socail Network Analysis）能从结构主义的视角出发，为该类团队的互动研究提供了有益的视角和工具。围绕着该类团队的“关系——绩效”问题，本研究采用案例研究法，通过问卷调查、深度访谈收集相关数据，辅以社会网络分析和跨案例比较，研究发现： 1．科研团队中过度的咨询对团队创新有不利影响，会产生“凝聚——阻碍”问题。同时，缺乏交流的团队缺乏共同创新的意愿，缺少团队凝聚力。但在一些特殊学科中，由于工作特质可能出现。 2．调查研究发现，师生共同体团队中情感交流能对科研创新确实起到支持作用。团队中真正的情感交流可以增强团队成员间的信任，使得团队成员产生积极的“团队心情”，提升成员的归属感，从而对团队工作更有信心，更有利于科研创新。 3．科研团队中咨询和情感网络的中心性过高会使得成员过分依赖于团队中的“中心人物”（通常为导师），使得知识积累和信息传递出现“聚集”，也使创新的参与和成果扩散出现局限。过低的中心性，反映了团队松散的结构和人际关系形态，对科研有“支持”作用不足，导致团队缺乏凝聚力和科研创新氛围。 本研究的理论价值在于：运用新的工具（SNA）描述和发现高校科研团队的关系网络特征，并采用案例研究的方法对科研团队内部关系网络的结构特征与科研创新绩效之间关系进行探索性研究。这一方面弥补了高校科研团队内部的知识创新，共享与继承机理方面的研究空白；另一方面在研究工具和方法上进行探索，这与从团队及其成员个体属性出发进行的研究有明显的区别。在研究材料收集整理过程中、研究方法方面充分重视了质性研究资料的价值。 实践意义在于：第一，高校科研团队作为大学科研创新的“微观”组织，应适度鼓励团队成员保持联系，从而利于团队隐性、显性知识共享，更好地激发创新思维；第二，从团队建设与团队成员成长角度，适度鼓励团队成员人际交往，以形成融洽的团队气氛，促进团队成员人际交往的成熟和个性的全面健康发展；第三，要提升成员对所属团体的信心和凝聚力，需在团体中有适度数目的中心人物，他们在必要的时候提供成员情感、情报或是工作意见等帮助。 本论文采用案例研究法，限于案例研究的局限性，所得结果尚属于探索性资料。同时社会网络分析也只能刻画出直观、较为简单的关系结构，因此对于复杂的团队关系和相关变量的探讨在后续中可以采用更为多样和丰富的理论、工具解决。 本研究关注的仅是高校师生共同体这一类团队，更多不同类型成员组建的复杂关系的团队有待进一步研究。同时研究采用的是某一时段网络结构和团队绩效的的截面数据，所以反映的只是某一历史时点的可能联系。但事实上网络的动态变化导致结构的改变，进而对绩效和组织整体产生影响。所以，未来研究中值得重点关注的是科研团队关系网络的复杂性与动态变化。
英文摘要：	Nowadays, as the fast development of science and technology, the researching function of universities and colleges becomes more and more important. Scientific research not only need work by oneself but also collaborate with other people, that is to say, it need teams to fulfill difficult tasks. In this case, science-technology innovation teams in universities and colleges emerge as the times require and catch many people’s eyes，especially the team that is comprised of university professor and their postgraduates. However, how to improve the capacity of S&T teams’ science research becomes a focus of managers and researchers in universities and colleges. As far as the writer sees, performance of it is critical to the performance management in S&T teams which is one of the most important problems in S&T team’s management. But now the study about S&T teams in universities and colleges is deficient, especially on the performance research and management of S&T teams in universities and colleges. Most research on team performance is about companies and management area. Surrounding this question, the writer use Case-Study to research. The questionnaire was used for collecting relevant data. Then using several research methods to analyze the data, such as social network analysis and case study. At last,we find that:the extreme density of the S&T team’s internal consult and emotional networks has an negative influence to the performance of science and technology research innovation. The density of the S&T team’s internal emotional networks has a positive relationship to the performance of research innovation. The extreme centrality of consult and emotional networks has an negative influence to the performance of science and technology research innovation. At the same time, this thesis considers the impacts of team size and attribute of subject. Using social network analysis approach to describe and discover features of college S&T teams’ relationship network, discussing in and out networks of enterprise S&T teams’ features on the performance of innovation, this is a clearly distinction to the research from the attributes of S&T teams and their members, this is the characteristic of research perspective. Due to probing in the whole network of S&T department, which require to investigate all the nodes in the network boundary. That is to say, every S&T member is willing to fill in the questionnaire, otherwise cannot draw the map of whole network. Then must adopt census not random sample survey method, which is distinct to the collecting variable data method of common causal analysis. In the future, some questions are worth researching: In the research of centrality, previous theory considers individuals in the central position could acquire amount of resources, such as information and knowledge. But what worth research more is how to enhance individuals’ ability of handling information and knowledge so as to enhance the performance of teams. What is the contribution of higher in-degree centrality individuals? What’s more, in the network research often find some isolate individuals, that is to say, these individuals have no relationship with others. The question lies on how to exert their ability to enhance the performance, it also worth concentrate on in the future research. At last, network dynamics need further researching. Because in reality, with the network changing, the structure of network is also changing，then performance and other management factor will change. So the network dynamics is another research problem in the future.
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