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论文编号：	7584
作者编号：	2120132493
上传时间：	2015/6/15 23:25:53
中文题目：	知识型团队相依性、团队氛围对团队知识共享的影响机制研究
英文题目：	The influencing Mechanism of Knowledge Team Interdependence, team climate on team knowledge sharing
指导老师：	崔勋
中文关键字：	知识型团队；任务相依性；产出相依性；团队氛围；团队知识共享
英文关键字：	knowledge team; task interdependence; output interdependence; team climate; team knowledge sharing
中文摘要：	知识经济时代的浪潮下，信息技术发展和经济全球化带来的全球消费市场的多样性需求和竞争市场的复杂多变，都对企业的经营发展提出了巨大的挑战。为保持、提升竞争能力，抢占市场份额和收益，企业在组织运作模式和生产资源要素等方面都发生了一系列变革。一方面，高度复杂、不确定性的内外部环境使得越来越多的组织采用团队工作形式，以增加灵活性和协同性；另一方面，知识经济推动了传统生产要素结构的推陈出新，知识资源具有替代实体资源、边际效用递增等价值增值性，并且较高的内隐性使其不易被模仿、复制，能够带来独特的竞争优势。但知识往往嵌入在团队成员个体身上，因此研究如何促进成员间的知识共享，充分发掘成员所掌握的知识，对于充分发挥知识价值效用，构筑团队层面的知识资本至关重要。 知识型团队是应对内外部环境挑战过程中，具有较高代表性的组织形式。团队内成员通过充分贡献自身知识储备，及与其他成员进行知识的交流、学习、共享，整合所有成员的知识资源，实现知识资源的整合增值，带来更多的认知视角和更有效、更有新意的问题解决办法。团队发挥其有效性的关键就在于彼此知识资源的交流共享，但知识型团队的成员虽然具有较高的知识水平，也重视自身知识技能的提升，但他们往往对于知识的权力性也具有较高的认知水平，独有的知识技能是其保持内外部劳动力市场竞争优势和组织地位，获得较高收入回报的重要倚靠，因此往往并不愿意进行知识共享。已有研究往往关注对个体共享动机和相关激励机制的研究，但对于团队层面知识共享的实证研究却较为缺乏。尤其是团队自身在任务要求和氛围等不同方面的特征，都可为知识共享提供规范性、引导性的工作情境，但对其具体的影响作用机制的研究依旧存在空白。 本研究关注团队层面任务特征和团队氛围对于团队知识共享的影响作用机制，并认为任务特征可通过氛围特征的中介作用影响团队知识共享。结合团队任务与个体任务相比的独特性，选取任务相依性和产出相依性作为团队任务要求和工作设计上的特征变量；结合氛围对于知识共享的指向性要求，考察信任、创新和认同三个方面的团队氛围。以团队为单位，在个体层面分别对每个成员进行问卷调查，利用SPSS15.0，将个体层面数据整合为团队数据，并进行相应的统计分析，验证研究假设。主要得出以下结论：（1）团队任务相依性和产出相依性均对团队知识共享具有显著正向影响；（2）团队任务相依性和产出相应性对于信任、创新和认同这三个维度的团队氛围均有显著正向影响作用；（3）团队氛围（信任、创新、认同）在团队相依性（任务相依性、产出相依性）与团队知识共享之间起到了中介作用。
英文摘要：	Under the wave of knowledge economy era, the development of information technology and economic globalization, the global consumer market demand increasingly diversity and competition in the market has become increasingly complex and changeful. Brings the diversity of the global consumer market demand and competitive market is complicated, to the business development of the enterprise put forward a huge challenge. These are for the business development of the enterprise put forward a huge challenge. To maintain and promote competition ability, grab market share and profits, enterprise organization operation pattern and the resources are a series of changes have taken place in production. On the one hand, highly complex, the uncertainty of the internal and external environment makes more and more organizations in the form of team work, in order to increase the flexibility and collaborative. On the other hand, Knowledge economy promotes the innovation of traditional factors of production structure. Knowledge entities with alternative resources and increasing marginal utility values of sex, and the higher the recessive make it was not easy to copy, copy, can bring a unique competitive advantage. But knowledge is often embedded in individual team members, so the research about how to promote knowledge sharing between members to give full play to the utility value of knowledge and build team level of intellectual capital is very important. The organization form of the knowledge team has highly representative to cope with the challenge of internal and external environment. Team members through fully contribute their knowledge reserves, communication with others, learning, sharing, integration of all members of the knowledge resources, realize the integration of knowledge resources value–added, bring more cognitive perspective and more efficient , more creative problem solution. Team play its key lies in the effectiveness of knowledge resources sharing of communication with each other. But the knowledge team members often for the power of knowledge also has higher cognitive level, is the unique knowledge and skills to keep internal and external labor market competitive advantage and organizational status, important trust in earn higher returns, so often is not willing to knowledge sharing. Existing research often focused on the individual Shared motives and related incentive mechanism research, but for the team level: an empirical study of knowledge sharing is relatively lack. Especially the team itself in the task requirements and climate, the characteristics of the different aspects, such as can provide normative for knowledge sharing, leading work situation, but the research on the influence of the specific mechanism of action remains blank. This study focus on the characteristics of team level task and team climate for knowledge sharing mechanism, the influence of the team and think task features can be through the climate the mediation role of team knowledge sharing. Combined with the team tasks and the uniqueness of individual task, select task interdependence and output interdependence as team work requirements and the characteristics of the design variables. Combining climate for directivity of knowledge sharing, trust, innovation, and three aspects of the team climate. In team, a questionnaire survey was conducted at the individual level for each member respectively, using SPSS15.0, individual level data integration for the team, and the corresponding statistical analysis, validation studies hypothesis. The main draw the following conclusion: (1) Team task interdependence and output interdependence has a significant positive influence on team knowledge sharing. (2) Team task interdependence and output interdependence all have significant positive influence on team climate with three dimensions of trust, innovation and identification. (3) Team climate (trust, innovation, identity) played a mediating role between team interdependence (task interdependence, output interdependence) and team knowledge sharing.
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