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论文编号：	5476
作者编号：	2120112489
上传时间：	2013/6/8 17:33:23
中文题目：	团队成员流动性与团队绩效研究 ——公共物品博弈的比较制度实验
英文题目：	Research on the Team Members’ Turnover and Team Performance-Comparative Institutional Experiments of Public Goods Game
指导老师：	李建标
中文关键字：	成员流动性;团队绩效;公共物品博弈;比较制度实验
英文关键字：	The Turnover of Members; Team Performance; Public Goods Game; Comparative Institutional Experiment
中文摘要：	成员流动是社会人才资源配置的重要方式之一。组织实践中成员流动普遍存在，过低或过高的流动性都可能导致团队绩效的下降，进而影响企业整体竞争力。虽然有的组织能够意识到流动的利弊，但由于缺乏科学的管理机制，可能无法利用团队流动为企业提升业绩。适当的成员流动性是组织提升竞争力的重要方面，如何设计符合组织特征的成员流动性成为亟待探讨的关键问题之一。 对于团队成员流动性和团队绩效关系的研究，学者们主要是从人力资源管理的角度展开。然而学者们各异的研究结论往往相差甚远，其定性地给出流动性影响绩效的方式缺乏量化依据，所以论文用更为量化的方法对其本质进行探究。论文在公共物品博弈框架中设计成员流动变量的基础上，主要从知识水平、公平偏好、风险偏好等方面诠释成员的异质性，探究异质性成员的不同流动率对公共物品总供给量（团队绩效）的影响。进而将实验研究结果与实证研究进行对比，以得到更为科学的结论。 研究结果表明：缺乏成员流动性时团队绩效随时间递减；成员的强流动性使团队绩效降低；适当的成员流动性使团队绩效提高；团队成员对他人努力程度的信念显著影响自己的供给量；团队中高知识水平成员的努力程度高于低知识水平成员；团队成员的个人绩效受收入效应和努力效应的影响；收入效应对成员个人绩效的影响程度小于努力效应对其的影响程度；团队中低知识水平成员的流动率对团队绩效变化的影响小于高知识水平成员的流动率对其的影响；团队成员的努力水平与其公平偏好无关；团队成员的努力水平与其风险偏好无关；在团队流动的框架下，团队成员的个人绩效不被公平偏好影响；在团队流动的框架下，风险偏好的成员比风险厌恶的成员绩效低。 论文的创新之处有：第一，结合行为经济学的理论和实验经济学的方法分析团队流动性问题，从新的研究视角探究成员流动性与团队绩效的关系。第二，嵌入多个成员异质性维度，更为立体地考察团队成员流动性与团队绩效间的关系。第三，探究不同水平的成员流动性对团队绩效的影响。
英文摘要：	Members’ turnover is a dispensable way to allocate human resources in the society, and it suffuses the practice of organizations. Both high turnover and low turnover would cause the team performance to drop so that the core competence of corporations might be affected negatively. Although some organizations could realize the advantages and disadvantages of the turnover, the absence of scientific mechanism will impede the uprising of team performance. Thence an adequate team members’ turnover is the crux of improving organization’s competiveness. So, how to build up an effective team members’ turnover adapted to organizational characteristics is a pressing problem to solve. Scholars mainly focused on the standpoint of human resources management to analyze the relationship of team members’ turnover and team performance. However, their different conclusions are too distant from each other resulting from research methods, and this needs to be perfected by quantitative pathway. Through designing members’ turnover rate of team members in the framework of public goods games, explaining members’ heterogeneity from knowledge, fairness preference and risk preference, we analyze how the turnover of different levels influences team performance. Furthermore, this thesis compares the experiment results with empirical ones to validate them. Several conclusions could be drawn. (1) The team performance decreases with time when lacking in turnover. (2) The high level of turnover reduces the team performance. (3) Appropriate turnover rate increases team performance. (4) The belief of others’ efforts influences personal performance apparently. (5) The efforts of team members with high level of knowledge are larger than those with low level of knowledge. (6) Individual performance is affected by income effect and effort effect. (7) The impact of income effect is smaller than effort effect to individual performance. (8) The impact of team members’ turnover with high level of knowledge is larger than those with low level of knowledge to team performance. (9) The effort of team members is not associated with their fairness preference or risk preference. (10) Under the framework of team members’ turnover, individual performance is not affected by fairness preference. (11) Under the framework of team members’ turnover, risk-preference members’ individual performance is lower than that of risk-adverse ones’. There are three innovation of this study. First, we combine the theories of behavioral economics and the methods of experimental economics to analyze the phenomenon of team members’ turnover which is a novel angle to probe into the relationship between team members’ turnover and team performance. Besides, inserting several dimensions of members’ heterogeneity, and then describing the relationship between team members’ turnover and team performance comprehensively. Additionally, this study investigates the effects of different turnover levels to team performance.
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