知识团队的行为整合、边界管理对团队效能的影响研究
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摘要
为了适应不断激烈的竞争和迅速变化的环境，越来越多的组织采用了团队形式，同时知识型员工成为组织中数量增长最快的劳动力。由知识型员工组成的团队与一般工作团队不同，由拥有不同知识和经验的知识型员工构成，任务通常更为复杂，需要团队成员进行更多的互动过程。但现有针对知识团队的研究还不多见，而且团队效能的研究长期以来主要围绕团队内部过程。本文从团队内部和外部活动过程出发，探讨知识团队效能的影响因素，具有较强的理论意义与实践指导意义。
本文围绕团队的行为整合、边界跨越对知识团队效能的影响展开研究，在文献分析的基础之上，构建了以团队组成、团队情境和组织情境、团队互动过程和团队效能为核心要素的模型，并提出了基本假设。在实证研究部分，使用问卷调查，并采取SPSS19.0和AMOS17.0对数据进行分析，主要取得了以下的研究成果：
（1）本文以知识团队为研究对象，基于开放系统的观点，探讨了团队内部的行为整合和团队与外部进行的边界跨越这两个过程对团队效能的影响，提出了受到内外部两种团队过程影响的团队效能模型。经过实证分析，验证了提出的假设，两种团队过程对团队效能都有明显的促进作用，但行为整合和边界跨越之间的关系较为复杂，不存在显著的关系。
（2）本文将知识团队进行的互动过程划分为内部过程和外部过程，选择并验证了描述两个过程的变量。内部过程借鉴了应用于高管团队的行为整合，通过实证验证了它的维度、测量条款、信度在知识团队中的可靠性，外部过程则在团队有管理边界跨越的需求基础上，基于能力的角度，从团队开发外部关系、管理外部关系和应用外部关系三个方面测量团队进行外部活动时需要的能力。
（3）本文从团队组成、团队情境和组织情境三个层次探讨了影响行为整合和边界跨越的要素，首次对影响边界跨越的多层次要素进行实证研究，扩展了影响行为整合的要素范围，实证结果显示三个层次的要素对团队互动过程存在不同的影响。研究形成的多层次因素、互动过程对团队效能的影响模型，为进一步研究和提升知识团队效能提供了参考框架。
Nowadays, the use of teams has increased dramatically in response tocompetitive challenges and organizational needs in most of organizations. Knowledgeworkers are one of the fastest growing segments of the workforce. Knowledge workerteam often faces the complex task and more interaction among team members who arethe people has different specialized skills and training. Fewer studies have examinedthe effectiveness of knowledge worker team despite they work differently than otherwork teams of employees. Traditional researches on team effectiveness tend to treatteams as closed systems separated from their environment. This study holds boththeoretical and practical merits, which examined the relationships between teameffectiveness and team process taking both the internal and external perspective,theorized on the extent to which individual-, team-, and organization-leveldeterminants shape team process.
A range of published works on Behavioral Integration, team boundary spanningand Team effectiveness is reviewed. Based on it, a model is established in the core ofteam composition, team context, organizational context, team process and teameffectiveness. Using survey data from questionnaire investigation processing withSPSS19.0and AMOS17.0statistics software, the paper draws the followingconclusions.
Firstly, using an open system perspective，the present model contributes to theteam literature by identifying antecedents of behavioral integration, team boundaryspanning with respect to their effects on team effectiveness. Results from empiricalstudy reveal support for the hypothesis that both team processes are positivelyassociated with team effectiveness. Correlation analysis shows the complexity of therelationships between internal process and external process, and no significantrelationships between them are found.
Secondly, the study divides the team process into the internal process andexternal process，chooses and verifies the variable to describe the process. Internalprocess study extends Hambrick’s concept of behavioral integration from topmanagement team to knowledge worker team. Empirical data verifies the dimensions, measurement items and reliability. And the external process study presents themanagement ability of team boundary spanning based on the capabilities perspectiveand proposes three kinds of abilities to measure external interaction from developing,managing and applying external tie.
Finally, the study specifies team composition, team-level andorganizational-level contextual antecedents of behavioral integration and teamboundary spanning and outlines the contingencies shaping the effective team. It’s thefirst time to study the determinants of team boundary spanning using empirical study.The study extends the deterninants of behavioral integration. Result showsdeterminants at each level explained the internal and external process differently.The framework developed here provides support for future research on effectivenessin knowledge worker team.
本文围绕团队的行为整合、边界跨越对知识团队效能的影响展开研究，在文献分析的基础之上，构建了以团队组成、团队情境和组织情境、团队互动过程和团队效能为核心要素的模型，并提出了基本假设。在实证研究部分，使用问卷调查，并采取SPSS19.0和AMOS17.0对数据进行分析，主要取得了以下的研究成果：
（1）本文以知识团队为研究对象，基于开放系统的观点，探讨了团队内部的行为整合和团队与外部进行的边界跨越这两个过程对团队效能的影响，提出了受到内外部两种团队过程影响的团队效能模型。经过实证分析，验证了提出的假设，两种团队过程对团队效能都有明显的促进作用，但行为整合和边界跨越之间的关系较为复杂，不存在显著的关系。
（2）本文将知识团队进行的互动过程划分为内部过程和外部过程，选择并验证了描述两个过程的变量。内部过程借鉴了应用于高管团队的行为整合，通过实证验证了它的维度、测量条款、信度在知识团队中的可靠性，外部过程则在团队有管理边界跨越的需求基础上，基于能力的角度，从团队开发外部关系、管理外部关系和应用外部关系三个方面测量团队进行外部活动时需要的能力。
（3）本文从团队组成、团队情境和组织情境三个层次探讨了影响行为整合和边界跨越的要素，首次对影响边界跨越的多层次要素进行实证研究，扩展了影响行为整合的要素范围，实证结果显示三个层次的要素对团队互动过程存在不同的影响。研究形成的多层次因素、互动过程对团队效能的影响模型，为进一步研究和提升知识团队效能提供了参考框架。
Nowadays, the use of teams has increased dramatically in response tocompetitive challenges and organizational needs in most of organizations. Knowledgeworkers are one of the fastest growing segments of the workforce. Knowledge workerteam often faces the complex task and more interaction among team members who arethe people has different specialized skills and training. Fewer studies have examinedthe effectiveness of knowledge worker team despite they work differently than otherwork teams of employees. Traditional researches on team effectiveness tend to treatteams as closed systems separated from their environment. This study holds boththeoretical and practical merits, which examined the relationships between teameffectiveness and team process taking both the internal and external perspective,theorized on the extent to which individual-, team-, and organization-leveldeterminants shape team process.
A range of published works on Behavioral Integration, team boundary spanningand Team effectiveness is reviewed. Based on it, a model is established in the core ofteam composition, team context, organizational context, team process and teameffectiveness. Using survey data from questionnaire investigation processing withSPSS19.0and AMOS17.0statistics software, the paper draws the followingconclusions.
Firstly, using an open system perspective，the present model contributes to theteam literature by identifying antecedents of behavioral integration, team boundaryspanning with respect to their effects on team effectiveness. Results from empiricalstudy reveal support for the hypothesis that both team processes are positivelyassociated with team effectiveness. Correlation analysis shows the complexity of therelationships between internal process and external process, and no significantrelationships between them are found.
Secondly, the study divides the team process into the internal process andexternal process，chooses and verifies the variable to describe the process. Internalprocess study extends Hambrick’s concept of behavioral integration from topmanagement team to knowledge worker team. Empirical data verifies the dimensions, measurement items and reliability. And the external process study presents themanagement ability of team boundary spanning based on the capabilities perspectiveand proposes three kinds of abilities to measure external interaction from developing,managing and applying external tie.
Finally, the study specifies team composition, team-level andorganizational-level contextual antecedents of behavioral integration and teamboundary spanning and outlines the contingencies shaping the effective team. It’s thefirst time to study the determinants of team boundary spanning using empirical study.The study extends the deterninants of behavioral integration. Result showsdeterminants at each level explained the internal and external process differently.The framework developed here provides support for future research on effectivenessin knowledge worker team.
引文
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