研发团队创造气氛、共享心智模型与团队创造力研究
|
摘要
随着维基经济形态和开放式创新的兴起,激发和提升研发团队创造力不仅取决于成员创造力的高低,更需要关注团队过程的互动和团队内外资源的协同。由于团队创造力各种结构表征的交互作用并不是外在的,具有内隐协同性,探讨属于团队层面的复杂知识互动过程就成为激发和提升研发团队创造力的关键。本文围绕“研发团队创造气氛如何影响研发团队创造力”这一基本问题展开研究,深入剖析团队共享心智模型在团队创造气氛影响团队创造力关系中的中介作用,力图打开研发团队创造力作用机理的黑箱。具体而言,本文逐层深入地探究了以下四个问题:(1)在开放式创新背景下的研发团队创造气氛具有怎样的新内容和新特点,以及对研发团队创造力的作用关系如何?(2)团队共享心智模型作为团队创造过程背后的认知潜结构,具有怎样的结构特征和作用特点,以及对研发团队创造力的作用关系如何?(3)研发团队成员是如何感知和整合团队创造气氛来激发和提升团队创造力的?也即团队共享心智模型在研发团队创造气氛影响研发团队创造力关系中是否发挥着中介作用?以及怎样发挥中介作用的?(4)如何通过团队共享心智模型的构建和团队创造气氛的整合来提升研发团队创造力?带着上述问题,本文基于团队层面的研究视角,沿着“研发团队创造气氛—团队共享心智模型—研发团队创造力”的逻辑思路,在一系列理论探讨的基础上,对分布在浙江、北京、天津、上海和深圳等地区的72家高新技术企业的215个研发团队展开实证研究。
首先,本文结合我国研发团队的创新特征和开放式创新背景的影响,通过探索性和验证性因子分析,在萃取研发团队创造气氛八因子结构维度的基础上,利用结构方程检验八因子模型和单因子、二因子、四因子等备择模型的拟合比较,最终确认研发团队创造气氛由“任务目标”、“任务规范”、“组织保障”、“领导支持”、“角色期待”、“成员多样性”、“工作依赖”和“成员互动”构成,并对研发团队创造力具有显著影响。
其次,本文从“重叠或一致”和“分布或互补”的内涵特性上构思了研发团队共享心智模型的结构维度,通过探索性和验证性因子分析,在萃取研发团队共享心智模型二因子结构维度的基础上,利用结构方程检验二因子模型和单因子、三因子、四因子等备择模型的拟合比较,最终确认研发团队共享心智模型由“任务式共享心智模型”和“协作式共享心智模型”构成,并对研发团队创造力具有显著影响。
再者,在上述研究基础上,本文利用结构方程验证团队创造气氛通过团队共享心智模型影响研发团队创造力的作用机理,在团队发展阶段的控制作用分析的前提下,经过四次模型调整后,最终确定基于团队共享心智模型的研发团队创造气氛影响研发团队创造力的最佳匹配模型。研究支持了“任务目标”、“任务规范”和“组织保障”的创造气氛通过形成“任务式共享心智模型”间接影响研发团队创造力;“领导支持”、“角色期待”和“成员互动”的创造气氛通过形成“协作式共享心智模型”间接影响研发团队创造力;而“协作式共享心智模型”既直接影响研发团队创造力,也间接的通过“任务式共享心智模型”来影响研发团队创造力,且间接作用强于直接作用;“成员多样性”既直接正向影响研发团队创造力,也会削弱“协作式共享心智模型”,而团队可以通过加强“角色期待”、“成员互动”和“领导支持”气氛的构建来削弱“成员多样性”对“协作式共享心智模型”的负面影响;“工作依赖”直接影响团队创造力,但也会影响“成员互动”、“领导支持”和“角色期待”气氛的整合,进而间接影响“协作式共享心智模型”的构建。
最后,在上述结论的基础上,本文总结了基于共享心智模型的研发团队创造气氛影响研发团队创造力作用机理,并指出在团队不同发展阶段,团队关注的共享心智模型具有不同的侧重,因此需要将研发团队创造力放在一个动态的持续改进的成长过程中进行分析和管理,提出了基于两类共享心智模型的协同发展来整合研发团队创造气氛,进而提升研发团队创造力的路径和方法。
本文的创新性主要体现在:(1)探索开放式创新背景下研发团队创造气氛的重构是本文的新内容;(2)提炼研发团队共享心智模型的内涵及特性是本文的新视角;(3)揭示基于共享心智模型的研发团队创造气氛影响团队创造力的作用机理是本文的新思路;(4)建构基于团队共享心智模型的研发团队创造气氛地整合,进而提升研发团队创造力的路径和方法是本文的新应用。
作为一项探索性的研究,本文在阐述研究局限性的同时,也对未来研究提出了展望,更期望结合中国的创新情境为团队创造力的后续研究铺石引路。
With the rising of Wiki economics and open innovation, R &D team should not only depend on the strength of the members' creativity, but also focus on the interaction process and the synergy of inside and outside resources in order to stimulate and enhance R &D team creativity.Opening the black-box of mechanism of R &D team creativity by in-depth analysis of the intermediary mechanism of team shared mental models, this dissertation aims to answer the foundamental question of this research, that "how creativity climates influence R &D team creativity". Specifically, this research question is going to be answered from four aspects: (1)What are the new contents and new features of creativity climates in the context of open innovation? And what are the relationships between creativity climates and R &D team creativity? (2) What are the structural and functional features of team shared mental models which are the latent cognitive structure behind the team creative process? And what are the relationships between shared mental models and R &D team creativity? (3)How do the R &D team members stimulate and improve R &D team creativity by perception and integration of creativity climates? Also, how do the shared mental models play intermediary roles between creativity climates and R &D team creativity? (4) What are the improve mechanisms of R &D team creativity by construction of shared mental models and integration of the creativity climates.In order to pursue the above questions, the dissertation follows the process of "creativity climates—shared mental models—R &D team creativity", and is conducted at the team level. Then, an empirical study with 72 high-tech enterprises and 215 R &D team form Zhejiang , Beijing, Tianjin, Shanghai and Shenzhen is made to confirm the theory design and answer above questiones.
First, in the background of open innovation in China, the study obtains eight factors dimension-structure of creativity climates by exploratory factor analysis, and confirms the reliability and validity of eight factors dimension-structure of creativity climates by structural equation modeling .Then, the study final confirmation the optimization model of eight factors dimension-structure of creativity climates by comparing the fitting data of alternative models among single-factor model, two-factor model and four-factor model. So, the conclusion of the important compositions of creativity climates are eight factors dimension-structure such as "the objectives of task", "the specification of task", "organizational guarantee", "the support of leadership", "the expectations of task role", "the diversity of team members", "the dependence of jobs", "the interactive activities of team members ". Eight factors are the new contents and new features of creativity climates of creativity climates. And they have significant impacts on R &D team creativity.
Second, in the background of open innovation in China, the study make a theoretical idea of the structural dimension of team shared mental models of R &D team by considering the characteristics content between "overlapping or consistency" and "distribution or complement". On the basis of the above-mentioned study, the study obtains two factors dimension-structure of team shared mental models by exploratory factor analysis, and confirms the reliability and validity of two factors dimension-structure of team shared mental models by structural equation modeling.Then, the study final confirmation the optimization model of two factors dimension-structure of team shared mental models by comparing the fitting data of alternative models among single-factor model, three-factor model and four-factor model.So, the conclusion of the important compositions of team shared mental models are two factors dimension-structure such as "assignment-based shared mental models" and "cooperation-based shared mental models". Two factors dimension-structure of team shared mental models also have significant impacts on R &D team creativity.
Third, on the basis of the above-mentioned study, the study confirms the intermediary mechanism of team shared mental models between creativity climates and R &D team creativity by structural equation modeling. In the context of analysis the control effect of development stages of R &D team, the study final confirmation the optimization model of creativity climates influence R &D team creativity by intermediary activity of team shared mental models after the adjusting about four stage models. The study is supported by the following conclusions: Creativity climates such as "the objectives of task", "the specification of task" and "organizational guarantee" indirect impact on R &D team creativity by constructing "assignment-based shared mental models". Similarly, creativity climates such as "the support of leadership", "the expectations of task role" and "the interactive activities of team members" indirect impact on R &D team creativity by constructing "cooperation-based shared mental models". While, "cooperation-based shared mental models" not only direct impact on R &D team creativity, but also it indirect impact on R &D team creativity by constructing "assignment-based shared mental models". Comparing the size of the standardization point of the path, indirect effect is stronger than the direct effect. Although creativity climates of "the diversity of team members" positive direct impact on R &D team creativity, it also negative direct impact on "cooperation-based shared mental models". The team should reduce the negative effect from "the diversity of team members" to "cooperation-based shared mental models" by some management means such as strengthening the trust among members, promoting the interaction activities among members, coordinating through the team leader etc. Then, creativity climates of "the dependence of jobs" direct impact on R &D team creativity, but it also indirect impact on "cooperation-based shared mental models" by creativity climates such as "the interactive activities of team members", "the support of leadership" and "the expectations of task role".
Finally, the mechanism of R &D team creativity climates influence R &D team creativity based on shared mental model is summarized. Based on the research results, the dissertation proposes dynamic improvement mechanisms of R &D team creativity, covering the collaborative development of "assignment-based shared mental models" and "cooperation-based shared mental models" by integration of R &D team creativity climates.
This dissertation contributes to theories of team creativity in the following four perspectives: (1)The new content is exploring the reconstruction of R &D team creativity climates in the context of open innovation. (2) The new perspective is extracting connotation and characteristics of R &D team shared mental models. (3) The new method is revealing the mechanism of R &D team creativity based on team shared mental models. (4) The new application is constructing the path and mean of improving the R &D team creativity by integration of R &D team creativity climates based on the collaborative development of team shared mental models.
As an explorative study, there are still some limitations in this research, which is concluded at the end of dissertation with the prospect of future research about team creativity. The dissertation could pave the way for further study about team creativity in the context of innovation in China.
首先,本文结合我国研发团队的创新特征和开放式创新背景的影响,通过探索性和验证性因子分析,在萃取研发团队创造气氛八因子结构维度的基础上,利用结构方程检验八因子模型和单因子、二因子、四因子等备择模型的拟合比较,最终确认研发团队创造气氛由“任务目标”、“任务规范”、“组织保障”、“领导支持”、“角色期待”、“成员多样性”、“工作依赖”和“成员互动”构成,并对研发团队创造力具有显著影响。
其次,本文从“重叠或一致”和“分布或互补”的内涵特性上构思了研发团队共享心智模型的结构维度,通过探索性和验证性因子分析,在萃取研发团队共享心智模型二因子结构维度的基础上,利用结构方程检验二因子模型和单因子、三因子、四因子等备择模型的拟合比较,最终确认研发团队共享心智模型由“任务式共享心智模型”和“协作式共享心智模型”构成,并对研发团队创造力具有显著影响。
再者,在上述研究基础上,本文利用结构方程验证团队创造气氛通过团队共享心智模型影响研发团队创造力的作用机理,在团队发展阶段的控制作用分析的前提下,经过四次模型调整后,最终确定基于团队共享心智模型的研发团队创造气氛影响研发团队创造力的最佳匹配模型。研究支持了“任务目标”、“任务规范”和“组织保障”的创造气氛通过形成“任务式共享心智模型”间接影响研发团队创造力;“领导支持”、“角色期待”和“成员互动”的创造气氛通过形成“协作式共享心智模型”间接影响研发团队创造力;而“协作式共享心智模型”既直接影响研发团队创造力,也间接的通过“任务式共享心智模型”来影响研发团队创造力,且间接作用强于直接作用;“成员多样性”既直接正向影响研发团队创造力,也会削弱“协作式共享心智模型”,而团队可以通过加强“角色期待”、“成员互动”和“领导支持”气氛的构建来削弱“成员多样性”对“协作式共享心智模型”的负面影响;“工作依赖”直接影响团队创造力,但也会影响“成员互动”、“领导支持”和“角色期待”气氛的整合,进而间接影响“协作式共享心智模型”的构建。
最后,在上述结论的基础上,本文总结了基于共享心智模型的研发团队创造气氛影响研发团队创造力作用机理,并指出在团队不同发展阶段,团队关注的共享心智模型具有不同的侧重,因此需要将研发团队创造力放在一个动态的持续改进的成长过程中进行分析和管理,提出了基于两类共享心智模型的协同发展来整合研发团队创造气氛,进而提升研发团队创造力的路径和方法。
本文的创新性主要体现在:(1)探索开放式创新背景下研发团队创造气氛的重构是本文的新内容;(2)提炼研发团队共享心智模型的内涵及特性是本文的新视角;(3)揭示基于共享心智模型的研发团队创造气氛影响团队创造力的作用机理是本文的新思路;(4)建构基于团队共享心智模型的研发团队创造气氛地整合,进而提升研发团队创造力的路径和方法是本文的新应用。
作为一项探索性的研究,本文在阐述研究局限性的同时,也对未来研究提出了展望,更期望结合中国的创新情境为团队创造力的后续研究铺石引路。
With the rising of Wiki economics and open innovation, R &D team should not only depend on the strength of the members' creativity, but also focus on the interaction process and the synergy of inside and outside resources in order to stimulate and enhance R &D team creativity.Opening the black-box of mechanism of R &D team creativity by in-depth analysis of the intermediary mechanism of team shared mental models, this dissertation aims to answer the foundamental question of this research, that "how creativity climates influence R &D team creativity". Specifically, this research question is going to be answered from four aspects: (1)What are the new contents and new features of creativity climates in the context of open innovation? And what are the relationships between creativity climates and R &D team creativity? (2) What are the structural and functional features of team shared mental models which are the latent cognitive structure behind the team creative process? And what are the relationships between shared mental models and R &D team creativity? (3)How do the R &D team members stimulate and improve R &D team creativity by perception and integration of creativity climates? Also, how do the shared mental models play intermediary roles between creativity climates and R &D team creativity? (4) What are the improve mechanisms of R &D team creativity by construction of shared mental models and integration of the creativity climates.In order to pursue the above questions, the dissertation follows the process of "creativity climates—shared mental models—R &D team creativity", and is conducted at the team level. Then, an empirical study with 72 high-tech enterprises and 215 R &D team form Zhejiang , Beijing, Tianjin, Shanghai and Shenzhen is made to confirm the theory design and answer above questiones.
First, in the background of open innovation in China, the study obtains eight factors dimension-structure of creativity climates by exploratory factor analysis, and confirms the reliability and validity of eight factors dimension-structure of creativity climates by structural equation modeling .Then, the study final confirmation the optimization model of eight factors dimension-structure of creativity climates by comparing the fitting data of alternative models among single-factor model, two-factor model and four-factor model. So, the conclusion of the important compositions of creativity climates are eight factors dimension-structure such as "the objectives of task", "the specification of task", "organizational guarantee", "the support of leadership", "the expectations of task role", "the diversity of team members", "the dependence of jobs", "the interactive activities of team members ". Eight factors are the new contents and new features of creativity climates of creativity climates. And they have significant impacts on R &D team creativity.
Second, in the background of open innovation in China, the study make a theoretical idea of the structural dimension of team shared mental models of R &D team by considering the characteristics content between "overlapping or consistency" and "distribution or complement". On the basis of the above-mentioned study, the study obtains two factors dimension-structure of team shared mental models by exploratory factor analysis, and confirms the reliability and validity of two factors dimension-structure of team shared mental models by structural equation modeling.Then, the study final confirmation the optimization model of two factors dimension-structure of team shared mental models by comparing the fitting data of alternative models among single-factor model, three-factor model and four-factor model.So, the conclusion of the important compositions of team shared mental models are two factors dimension-structure such as "assignment-based shared mental models" and "cooperation-based shared mental models". Two factors dimension-structure of team shared mental models also have significant impacts on R &D team creativity.
Third, on the basis of the above-mentioned study, the study confirms the intermediary mechanism of team shared mental models between creativity climates and R &D team creativity by structural equation modeling. In the context of analysis the control effect of development stages of R &D team, the study final confirmation the optimization model of creativity climates influence R &D team creativity by intermediary activity of team shared mental models after the adjusting about four stage models. The study is supported by the following conclusions: Creativity climates such as "the objectives of task", "the specification of task" and "organizational guarantee" indirect impact on R &D team creativity by constructing "assignment-based shared mental models". Similarly, creativity climates such as "the support of leadership", "the expectations of task role" and "the interactive activities of team members" indirect impact on R &D team creativity by constructing "cooperation-based shared mental models". While, "cooperation-based shared mental models" not only direct impact on R &D team creativity, but also it indirect impact on R &D team creativity by constructing "assignment-based shared mental models". Comparing the size of the standardization point of the path, indirect effect is stronger than the direct effect. Although creativity climates of "the diversity of team members" positive direct impact on R &D team creativity, it also negative direct impact on "cooperation-based shared mental models". The team should reduce the negative effect from "the diversity of team members" to "cooperation-based shared mental models" by some management means such as strengthening the trust among members, promoting the interaction activities among members, coordinating through the team leader etc. Then, creativity climates of "the dependence of jobs" direct impact on R &D team creativity, but it also indirect impact on "cooperation-based shared mental models" by creativity climates such as "the interactive activities of team members", "the support of leadership" and "the expectations of task role".
Finally, the mechanism of R &D team creativity climates influence R &D team creativity based on shared mental model is summarized. Based on the research results, the dissertation proposes dynamic improvement mechanisms of R &D team creativity, covering the collaborative development of "assignment-based shared mental models" and "cooperation-based shared mental models" by integration of R &D team creativity climates.
This dissertation contributes to theories of team creativity in the following four perspectives: (1)The new content is exploring the reconstruction of R &D team creativity climates in the context of open innovation. (2) The new perspective is extracting connotation and characteristics of R &D team shared mental models. (3) The new method is revealing the mechanism of R &D team creativity based on team shared mental models. (4) The new application is constructing the path and mean of improving the R &D team creativity by integration of R &D team creativity climates based on the collaborative development of team shared mental models.
As an explorative study, there are still some limitations in this research, which is concluded at the end of dissertation with the prospect of future research about team creativity. The dissertation could pave the way for further study about team creativity in the context of innovation in China.
引文
[1] Adler, P.S., & Kwon, S.W. Social Capital: Prospects for a New Concept. Academy of Management Review, 2002, 27(3), 17-40.
[2] Agrell, A. & Gustafson, R. The TCI and group innovation: A psychometric test on a Swedish sample of work groups. Journal of Occupational and Organizational Psychology: 1994, 67, 267-282.
[3] Allen, B.C., Sargent, L.D. & Bradley, L.M. Differential Effects of Task and Reward Interdependence on Perceived Helping Behavior, Effort, and Group Performance. Small Group Research, 2003, 34(6), 716-740.
[4] Amabile, T.M.A Model of Creativity and Innovation in Organizations. Greenwich, CT: JAI Press, Research in Organizational Behavior, 1988, 57-68.
[5] Amabile, T.M.Creativity in context Boulder, Colo: Westview Press, 1996,11-18.
[6] Ancona, D., Kochan, T., Scully, M., Van Maanen, J. & Westney, E.Manageing for the future: Organizational behavior and processes. South-Western College Publishing, 1999.
[7] Ancona,D., & Waller, M.J.The dance of entrainment: Temporally navigating through threat and opportunity.Working paper, 2003.
[8] Anderson, N.R., West, M.A.The team climate inventory. Windsor, England: ASE NFER-Nelson Press, 1994, 213-223.
[9] Anderson, N., West M.The TCI: Development of the TCI and its applications in teambuilding for innovativeness. European Journal of Work and Organizational Psychology, 1996, 5(1), 53-66.
[10] Anderson, N.R., West, M.A.Measuring climate for work group innovation: Development and validation of the team climate inventory.Journal of Organizational Behavior, 1998, 19,235-258.
[11] Aquino,K., & Serva, M.Using a dual role assignment to improve group dynamics and performance: the effects of facilitating social capital in teams.Journal of Management Education, 2005, 29 (1), 17-38.
[12] Argote, L.B., Mc Evily, & Reagans.,R.Managing Knowledge in Organizations: An Integrative Framework and Review of Emerging Themes. Management Science, 2003, 49, 571-582.
[13] Austin, J.R.Transactive memory in organizational groups: The effects of content, consensus, specialization, and accuracy on group performance. Journal of Applied Psychology, 2003, 88, 866-878.
[14] Bagozzi, R.P. & Yi, Y.On the evaluation of structral equation models. Journal of Marketing Science,1988, 16(1), 74-94.
[15] Bandura, A. Social foundation of thought and action: A social cognitive theory.New York: Prentice Hall, 1986.
[16] Bandura, A.A Social Learning theory.Englewood Cliffs: N.J.Prentic-Hall, 1977.
[17] Banks,A.P. &Millwar,L. Running Shared Mental Models as a Distributed Cognitive Process. British Journal of Psychology, 2000, 91 (11), 513-519.
[18] Barlow.M. Deliberate Insight in Team Creativity. Journal of Creative Behavior.2000, 34 ( 2, 101-117.
[19] Barron, F., & Harrington, D.M. Creativity, Intelligence, and Personality. Annual Review of Psychology, 1981, 32, 439-476.
[20] Bart, Noteboom, Frederique Six.The Trust Process in Organization.Edward Elgar heltenham, UK; Northampton, MA, USA.2003, 138.
[21] Bassett Jones.The Paradox of Diversity Mangement, Creativity and Innovation.Creativity and Innovation Management, 2005,14(2), 169-175.
[22] Bassey. Case Study Research in Educational settings.Buckingham and Philadelphia: Open University Press, 1999.
[23] Beauchamp, M.R. &Bray, S.R. Role Ambiguity and Role Conflict within Interdependent Teams. Small Group Research, 2001, 32(2), 133-157.
[24] Bharadwaj, A. A Resource Based Perspective on Information Technology Capability and Firm Performance: An Empirical Investigation. MIS Quarterly, 2000, 24(1), 169-196.
[25] Brannick, M.T., Prince C, Salas, E.The Measurement of Team Process. Human Factors, 1995, 37(3), 641-651.
[26] Brandon,D.P, & Hollingshead, A.B. Transactive memory systems in organizations: Matching tasks, expertise, and people. Organization Science, 2004, 15(6), 633-644.
[27] Bresman, H.M. Vicarious learning behavior and performance in organizational teams.Paper presented at the Academy of Management Annual Meetings, New Orleans, LA, 2004.
[28] Brodueck, F. & Maier, G.The TCI for innovation: A psychometric test German sample of work group.Organizations Psychology, 2001,10(2), 477-489.
[29] Browm, R.T.Creativity: What are we to measure ? In J.a.Glover, R.R.Ronning, C.R.Reynolds (Eds.).Handbook of creativity. New York: Plenum Press, 1989, 3-32.
[30] Brown, S.L., & Elisenhardt, K.M. Product development: Past research, present findings and future directions. Academy of Management Review, 1995, 20, 343-378.
[31] Brown, S.L., & Elisenhardt, K.M. The art of continuous change: Linking complexity theory and time-paced evolution in relentlessly shifting organizations. Administrative Science Quarterly, 1997.42.1-34.
[32] Brown,M.G. & Svenson,R.A. Measuring R &D Productivity. Research Technology Management, 1998, 30-35.
[33] Campion, M. A., Papper, E.M., Medsker, GJ. Relations Between Work Team Characteristics and Effectiveness: A Replication and Extension.Personal Psychology, 1996.
[34] Cannon-Bowers, J.A., & Salas E. Cognitive psychology and team training: Shared mental model in complex system.Paper presented at the fifth annual Conference of the Society for Industrial Organizational Psychology, Miami, FL. 1990, 124.
[35] Cannon-Bowers, J.A., & Salas, E. Converse Shared mental models in expert team decision making. In N. J. Castellan J r. ( Ed.), Individual and group decision making: Current issues.Hillsdale, NJ: Erlbaum, 1993, 221-246.
[36] Cannon-Bowers JA, Salas, E., Blickensderfer E.Toward an understanding of shared cognition.In Naval Air Wafare Center Training Systems Division. 1999.
[37] Cannon-Bowers JA, Salas, E., Mathieu, J.E. The influence of shared mental models on team process and performance.Joumal of Applied Psychology.2000, 85(2), 273-283.
[38] Cannon-Bowers JA, Salas, E.Reflections on shared cognition. Journal of Organizational Behavior, 2001a, 22(2), 195-202.
[39] Cannon, M. D, & Edmondson, A.C. Confronting failure: Antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 2001b, 22 (2), 161-177.
[40] Chen, M.H. & Chang, Y.C. The Dynamics of Conflict and Creativity During a Project's Life Cycle a Comparative Study.International Journal of Organizational Analysis, 2005, 13(2), 127-150.
[41] Chen, M.H. Understanding the Benefits and Detriments of Conflict on Team Creativity Process. Creativity And Innovation Management, 2006, 15(1), 105-116.
[42] Chermack, T. J. Mental models in decision making and implications for human resource development. Advances in developing human resources. 2003, 5(4), 408-422.
[43] Chesbrough, H. Managing open innovation. Research Technology Management, 2004, 47(1), 23-26.
[44] Chesbrough, H. & Crowther, A.K. Beyond high tech: early adopters of open innovation in other industries. R &D Management, 2006, 36(3), 229-236.
[45] Chirumbolo, A., Mannetti, L., Pierro, A., et al. Motivated Closed-Mindedness and Creativity in Small Groups. Small Group Research, 2005, 36(1), 59-82.
[46] Choi, H.S. & Thompson, L. Old Wine in a New Bottle: Impact of Membership Change Creativity. Organizational Behavior and Human Decision Processes, 2005,5, 121-132
[47] Christian J. R. An investigation of the antecedents and consequences of shared mental motel in teams. Doctor dissertation, Wayne State University, 2004.
[48] Churchill, G.A. A Paradigm for Developing Better Measures of Marketing Constructs. Journal of Marketing Research, 1979, 16(2), 64-73.
[49] Cohen S G, Bailey D R. What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 1997, 23, 239-290.
[50] Cole, M., & Engestrom, Y. A.Cultural historical approach to distributed cognition. In: Salomon Ged. Distributed cognitions: psychological and educational considerations USA: Cambridge University Press, 1993.
[51] Cook, N.J., Salas, E., & Cannon-Bowers, J. A. et al. Measuring team knowledge. Human Factor, 2000, 42, 151-173.
[52] Corbitt, G., Gardiner, L.R. &Wright, L. K.A Comparison of Team Developmental Stages, Trust and Performance for Virtual Versus Face-to-Face Teams. Paper presented at the Proceedings of the 37th Hawaii International Conference on System Sciences. 2004, 374- 391.
[53] COSMOS Corporation. National evaluation of local law enforcement block grant program: Final report for Phase I. Bethesda, MD: Author, 2001, 3.
[54] Costa, A. C. Work Team Trust and Effectiveness. Personnel 2003, 32(5), 605-622.
[55] Costa, A. C., Roe, R. A., Thaillieu,T. Trust within teams. The relation with performance effectiveness. European Journal of Work and Organizational Psychology 2001, 10, 225-244.
[56] Costa, A. C. Understanding the Nature and the Antecedents of Trust within Work Teams, The Trust Process in Organizations, 2000.
[57] Cozzarelli, C., Sumer, N. et al.Mental models of attachment and coping with abortion. Journal of Personality & Social Psychology, 1998, 12(74), 453-468.
[58] Csikszentmihalyi,M. Creativity: flow and the Psychology of discovery and invention. New York: Harper Collins Publishers, 1996.
[59] Csikszentmihalyi,M. Society, Culture, and Person: a systems view of creativity Ed. Sternberg, R.J. The nature of Creativity. Cambridge University Press, 1988, 325-339.
[60] Cummings, J.N. Work groups, structural diversity, and knowledge sharing in global organization. Management Science, 2004, 50, 352-383.
[61] Davison, G, & Blackman, D. The role of mental models in innovative teams. European Journal of Innovation Management, 2005, 8(4), 409-424.
[62] David, C. Lane Friendly amendment: A commentary on Doyle and Ford's proposed re-definition of Mental models. Journal of Organizational Behavior, 2001, 22, 135-144.
[63] Deborah, A. & Henrik, B.X-Teams-How to Build Teams That Lead, Innovation, and Succeed.Havard Business School Press, Boston Massachusetts, 2007.
[64] Dougerty,D., &Hargy,C. Sustained product innovation in large, mature organizations:Overcoming innovation-to-organization problems. Academy of management Journal, 1996, 39,1120-1153.
[65] Drazin, R., Glynn, M.A. & Kazanjian, R.K. Multilevel Theorizing About Creativity in Organizations: A Sensemaking Perspective. Academy of Management Review, 1999, 94(2), 286-307.
[66] Druskat, V.U., & Pescosolido, A.T.The context of effective teamwork mental models in self-managing teams: ownership, learning and heedful interrelating. Human Relation.2002, 55(3), 283-314.
[67] Dunlap, W. P, Burke, M. J. &Smith-Crowe, K. Accurate Tests of Statistical Significance for Average Deviation Interrater Agreement Indexes.[J]. Journal of Applied Psychology, 2003, 88(2),256-362.
[68] Edmodson, A.C. Psychological safety and learning behavior in work teams.Administrative Science Quarterly, 1999, 44, 350-383.
[69] Eisenhardt, K.M. Building theories from case study research. Academy of Management Review, 1989, 14(4), 532-550.
[70] Eisenhardt, K.M. & Martin J.A. Dynamic capabilities: What are they?.Strategic Managem -ent Journal, 2000, 21,1105-1121.
[71] Ekwaro-Osire, S. & Orono, P.O. Pan-Mentoring in Creative Engineering Design-the Coordination of Individual and Team Creativity. Paper presented at the 35th ASEE/IEEE Frontiers in Education Conference, Indianapolis, 2005.
[72] Ekvall, G. Orgnization Climate for Creativity and Innovation. Europen Journal of Work & Organizational Psychology, 1983, 5(1), 105-123.
[73] Ekvall.G. & Arvonen.J. Leadership styles and organizational climate for creativity: some fingings in one company (Report 1). Swedish Council for Management andOrganizational Behavior, 1984.
[74] Ensley, M.D., & Pearce,C.L. Shared cognition in top management teams: implications for new venture performance. Journal of Organizational Behavior, 2001, 22, 145-160.
[75] Erdem, F. & Ozen, J. Cognitive and affective dimensions of trust in developing team performance. Team Performance Management, 2003, 9, 131-135.
[76] Espinosa, J.A., Lerch, J., Kraut, R. Explicit vs. implicit coordination mechanisms and task dependencies: One size does not fit all. Washington, D.C.: APA Books, 2004.
[77] Fleith, D. S. Teacher and student perceptions of creativity in the classroom. Roeper Review, 2000,22(3), 148-153.
[78] Gettman, D.J. An investigation of the shared mental model construct in context of a complex team task. Doctoral dissertation, 2001.
[79] Ghauri, P., & Gronhaug, K. Research methods in business studies: A practical guide. Harlow England: Pearson Education, 2002.
[80] Gibson, C.B., Randel, A.E, Earley, P.C. Understanding Group Efficacy. Group & Organization Management, 2000, 25 (1),67-97.
[81] Gibson, C. B. Do they do what they believe they can ? Group efficacy and group effectiveness across tasks and cultures. Academy of Management Journal, 1996, 42,138 -152.
[82] Gilgun, J.F.A case for case studies in social work research.Social Work, 1994(39), 371-380
[83] Griepentrog, B.K., & Fleming, PJ. Shared mental models and team performance: Are you thinking what we're thinking? Paper presented at the 18th Annual Conference of the Society of Industrial and Organizational Psychology, Orlando, Florida, 2003, 4(11-13), 125-134.
[84] Gruber, H.E. Book review of Howard Gardner's: Creating minds: An anatomy of creativity seen through the lives of feud, Einstein, Picasso, Stravinsky, Eliot, Graham and Gandhi. Journal of Creative Behavior, 1998, 30, 213-227.
[85] Gurtner A, Tschan F, Norbert K, et al. Getting groups to develop good strategies: Effects of reflexivity interventions on team process, team performance, and shared mental models. Organizational Behavior and Human Decision Processes, 2007, 102(2), 127-142
[86] Guzzo, R.A, & Dickson, M.W. Teams in organizations: Recent research on performance and effectiveness. Annual Review of Psychology, 1996.
[87] Guilford, J.P. The nature of human intelligence. Intelligence, 1967, 1, 274-280
[88] Hanke, R.C.M. Team Creativity: A Process Model. Unpublished Ph.D Dissertation, The Pennsylvania State University, 2006.
[89] Hargadon, A.B.Group Cognition and Creativity in Organizations. In: R.Wageman, M. A Neale &B. Mannix (Eds.).Research on Managing Groups and Teams, JAI Press Inc. 1999.137-155.
[90] Harrington, D.M. The Ecology of Human creativity: A Psychological Perspective. In M.A.Runco, R.S.Albert, (Eds.).Newbury Park, Cal 1990,143-169.
[91] Harrison, D. A., Price, K. H., Gavin, J. H., et al Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning. Academy of Management Journal, 2002, 45(5), 1029-1045.
[92] Hinsz, V. B. Mental Models of Groups as Social Systems.Small Group Research, May 1995, 26 (2), 200-234.
[93] Hill, R., Levenhagen. C. Michael Metaphors and mental models: Sense making and Sense giving in innovative and entrepreneurial. Journal of Management, 1995, 21 (6), 1057-1075.
[94] Hollingshead, A .B. Distributed knowledge and transactive processes in groups. In: Neale, M.A., Mannix, E.A., Gruenfeld, D.H. (Eds.), Research on managing groups and teams .Greenwich, CT: JAI Press, 1998. 1,105-125.
[95] Hollingshead, A.B. Communication, learning, and retrieval in the transactive memory system. Experiment Social Psychology, 1998, 34, 423-442.
[96] Hodgkinson, Gerard P.J., Gerry. Exploring the mental models of competitive strategists: The case for a processual approach. Journal of Management Studies, 1994, 31 (4), 525-552.
[97] Hollenbeck, J.R., Ilgen, D.R., Douglas, J. etal. Multilevel Theory of Team Decision Making: Decision Performance in Teams Incorporating distributed Expertise.Journal of App lied Psychology, 1995, 80 (2), 292-316.
[98] Hullinshead, A.B., & Brandon, D.P. Potential benefits of communication in transactive memory system Human Communication Research, 2003, 29, 607-615.
[99] Hyun, J.L. The role of competence-based trust and organizational identification in continuous improvement. Journal of Managerial Psychology, 2004, 19 (6) , 623-639
[100] Isaksen, S.G, & Lauer, K. J. The Climate for Creativity and Change in Teams. Creativity and Innovation Management, 2002, 11(1), 74-86.
[101] Isaksen, S.G, Lauer, K.J. Ekvall,G. Situational Outlook Questionnaire a Measure of the Climate for Creativity and Change. Psychological Reports, 1999, 85, 665-674.
[102] Isaksen, S.G. Lauer, K.J. Murdock.M.C.etc. Situation Outlook Questionnaire: Understanding the climate for creativity and change-A technical manual.Buffalo, NY: The carative Problem Solcing Group, Inc, 1999.
[103] James, L. R., Demaree, R. G. & Wolf, Cx Estimating within Group Interrater Reliability with and without Response Bias. Journal ofApplied Psychology, 1984, 69(1),85-98.
[104] James, L.R. Demaree, R.G, & Wolf, GR. An Assessment of within-Group Inter -Rater Agreement. Journal of Applied Psychology, 1993, 78(2), 306-309.
[105] Jaussi, K. S. & Dionne, S. D. Leading for Creativity: The Role of Unconventional Behavior. The Leadership Quarterly, 2003, 14, 475-498.
[106] Jeff, M., & Richard, H. Creativity Inc.: building an inventive organization. Harvard Business school Publishing, 2005, 87.
[107] Jeffery, A. B. Construct validation of shared mental. models: an examination of knowledge structure convergence among team members in a decision-making simulation. Doctoral dissertation, 1999.
[108] Johnson-Laird, P.N. Mental models. Cambridge. England: Cambridge University Press, 1983. c.f.: Wilson J R, Rutherford A. Mental models: Theory and application in human factors. Human Factors, 1989, 31,617-634.
[109] John E. & Mathieu etc. The Influence of Shared Mental Models on Team Process and Performance. Journal of Applied Psychology, 2000, 85(2), 273-283.
[110] Jones. D.O., Charles, I. Stubbart , Arkalgud R. Strategic Groups and Competitive Enactment: A Study of Dynamic Relationship Between Mental Models and Performance. Strategic Magement Journal, 2001, 22, 435-454.
[111] Jones, GR. & George,J.M. The Experience and Evolution of Turst: Implications for Cooperation and Teamwork.. The Academy of Management Review, 1998, 23(3), 531-546.
[112] Kanter, R.M. Innovation: Our only hope for times ahead? . Sloan Management Review, 1984,25,51-55.
[113] Kanter, R.M. Supporting innovation and venture development in established corporations. Journal of Business Venturing, 1985, 1, 47-60.
[114] Kanter, R.M. When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. In B.M. Staw & L.L.Cummings (Eds.). Research in organizational behavior, 1988, 10,123-167.
[115] Kanter, A., Bruce, B.C., Haythornthwaite, C., Burbules, N. et al Modeling distributed knowledge processes in next generation multidisciplinary alliances. In Proceedings of Next Generation Enterprises Virtual Organizations and Mobile/Pervasive Technologies. AIWorc, Buffalo, NY, 2000.
[116] Kang, S. C., Morris, S. S., Snell, S.A. Extending the human resource architecture: Relational archetypes and value creation. CAHRS' Working Paper Series, 2003, 3 -13.
[117] Kirk, S. J., & Kent, R S. Creative Design Decisions. Van Nostrand Reinhold ComInc, 1988
[118] Kivimaki,M., & Elovainio, M. A short version of the TCI Development and psychometric properties. Journal of Occupational and Organizational Psychology. 1999.72.273-285.
[119] Kivimaki, M., & Kuk,G. The TCI: four or five factors: testing the structure of TCI in samples of low and high complexity jobs. Journal of Occupational and Organizational Psychology: 1997, 70, 321-334.
[120] Klimoski, R., & Mohammed, S. Team mental models: Construct or metaphor Journal of Management, 1994, 20,403-437.
[121] Kline, R.B. Principles and Practice of Structural Equation Modeling. New York: The Guilford Press, 1998.
[122] Klein, K, J., Dansereau, F. Hall, R.J. Levels Issues in Theory Development, Data Collection, and Analyses. Academy of Management Review, 1994, 19,195-229.
[123] Kraiger,K., & Wenzel, L.H, Conceptual development and empirical evaluation of measures of shared mental models indicators of team effectiveness. M. T. S. Brannick E, Prince C. Team Performance Assessment and Measurement: Theory, Methods and Applications. Mahwah, New Jersey: Lawrence Erlbaun Associates, Inc.1997, 63-84.
[124] Krammer, R.M. Trust and Distrust in Organizations: Emerging perspectives, enduring questions. Annual Review Psychology, 1999, 50, 569-598.
[125] Kratzer, J., Leenders, R.T. Engelen, J. Stimulating the Potential: Creative Performance and Communication in Innovation Teams. Creativity and Innovation Management, 2004, 13 (1), 63-71.
[126] Kratzer, J., Leenders, R.T. & Engelen, J. Managing creative team performance in virtual environments: an empirical study in 44 R &D teams. Technovation, 2006, 26 (1), 42.
[127] Kraut, R.E., Fussell, S.R., Brennan, S.E., et al. Understanding Effects of Proximity on Collabration: Implications for Technologies to Support Remote Collaborative Work. In Hinds, P.J. & Kiesler, S.(Eds.), Distributed Work. Cambridge, MA: MIT Press, 2002.
[128] Kurtzberg, T.R. Feeling Creative, Being Creative: An Empirical Study of Diversity and Creativity in Teams. Creativity Research Journal, 2005, 17(1), 51-65.
[129] Kurtzberg, T. R. & Amabile, T. M. From Guilford to Creative Synergy: Opening the Black Box of Team Level Creativity. Creativity Research Journal, 2001, 13(3 &4), 285-294.
[130] Langan-Fox, J., Code, S., Langfield-smith, K. Team mental models: techniques, methods, and analytic approaches. Human Factors, 2000, 42(2), 242-271.
[131] Langan-Fox, J., Wirth,A., Code, S., etal. Analyzing shared and team mental models.International Journal of Industrial Ergonomics, 2001, 28,99-112.
[132] Langan-Fox, J., Anglim, J., Wilson, J.R. Mental models, team mental models, and performance: process, development, and future directions. Human Factors and Ergonomics in Manufacturing. 2004, 14(4), 333-352.
[133] Laurie, L. Levesque, Jeanne ,M., Wilson, L., Douglas R.Cognitive Divergence and Shared Mental Models in Software Development Project Teams. Journal of Organizational Behavior, 2001, 22, 135-144.
[134] Lee, H. & Byounggu C. Knowledge management enablers, p rocesses, and organizational performance: Anintegrative view and emp irical examination. Journal ofManagement Information Systems, 2003, 20 (1), 179- 228.
[135] Leenders, R.T.A.J., Engelen, J.M.L. Kratzer, J. Virtuality, Communication and New Product Team Creativity: A Social Netwok perspective.Jonrual of Engeineering and Technology Management, 2003, 20(1-2), 69-92.
[136] Leigh,L.,Thompson, &Hoon-Seok,C. Creativity and innovation in organizational teams.London: Lawarence Erlbaum Associates, Publishers, Mahwah, New Jersey, 2006
[137] Leonard, D. &Swap, W. When Sparks Fly: Igniting Creativity in Groups.Boston: Harvard Business School Press, 1999
[138] Levesque, L.L., Wilson, J.M. Wholey, D.R. Cognitive divergence and shared mental models in software development project teams Journal of Organizational Behavior, 2001, 22, 135-144.
[139] Levine, J.M., Moreland, R.L. Progress in small group research. Annual Review of Psychology, 1990, 41, 585-634.
[140] Lewis, K. Measuring transactive memory systems in the field: Scale development and validation. Journal of Applied Psychology, 2003, 88, 587-604.
[141] Lewis, K. Knowledge and performance in knowledge-worker teams: a longitudinal study of transactive memory systems. Management Science. 2004, 50(11), 1519-1533.
[142] Liang, D.W., Moreland, R.L, Argote, L. Group versus individual training and group performance: The mediating role of transactive memory. Personality and Social Psychology Bulletin, 1995, 21(4), 384-393.
[143] Lim, B.C., Klein, K.J. Team mental models and team performance: A field study of the effects of team model similarity and accuracy. Journal of Organizational Behavior, 2006, 27,403-418.
[144] Mac, C., Ausin, J. Applications of structural equation modeling in psychological research. Annual reviews of psychology, 2000, 51, 201-226.
[145] Mark, D., Cannon, A.C., Edmondson. Confronting failure: antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 2001, 22,161-177.
[146] Marks, M.A., Zaccaro, S.J., Mathieu, J.E. Performance implications of leader briefings and Team-interaction training for team adaptation to novel environments. Journal of Applied Psychology, 2000, 85 (6), 971-986.
[147] Marks, M.A., Mathieu, J.E., Zaccaro, S.J. A Temporally Based Framework and Taxonomy of Team Processes. Academy of Management Review, 2001, 36(3), 356-376.
[148] Marks, M. A. et al. The impact of cross training on team effectiveness, Journal of Applied psychology, 2002, 87,3-13.
[149] Mathieu, J.E., Hefmer, T.S., Goodwin, GF., et al. The influence of shared mental models on team process and performance. Journal of Applied Psychology, 2000, 85 (2), 273-283.
[150] Mathieu, J.E., Heffner, T.S., Goodwin, GF. et al. Scaling the quality of teammates' mental models: equifinality and normative comparisons. Journal of Organizational Behavior, 2005, 26, 37-56.
[151] Mayer, C.R., & Gavin, M.B. Trust in management and performance: who m inds the shop while the employees watch the boss? Academy of Management Journal, 2005, 48, 874-888.
[152] McCauley, D. P., Kuhnert, K.W. A theoretical review and empirical investigation of employee trust in management. Public Administration Quarterly, 1992, 16 ( 3), 265-283.
[153] Michael, D., Ensley, Craig, L.P. Shared Cognition in Top Management Teams: Implications for New Venture Performance. Journal of Organizational Behavior, 2001, 22, 145-160.
[154] Milliken, F. J. & Martins, L.L. Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. Academy of Management Review, 1996, 21(2), 402-433.
[155] Mohammed, S., Klimoski, R., Rentsch, J. R. The measurement of team mental models: we have no shared schema. Organizational Research Methods, 2000, 3, 123-165.
[156] Mohammed,S., Dumville, B.C. Team mental models in a team knowledge framework: expanding theory and measurement across disciplinary boundaries. Journal of Organizational Behavior, 2001, 22,89-106.
[157] Mood, A. M., Graybill, F.A., Boes, D.C. Introduction to the Theory of Statistics. New York: McGraw-Hill, 1974.
[158] Moreland, R. Transactive memory: Learning who knows what in work groups and organizations. In: Thompson, L., Messick, D., Levine, J. (Eds.), Sharing knowledge in organizations.Hillsdale, NJ: Lawrence Erlbaum, 1999,3-31.
[159] Moreland, R.L., Myaskovsky, L. Explaining the performance benefits of group training: Transactive memory or improved communication? Organizational Behavior and Human Decision Processes, 2000, 82,117-133.
[160] Mulvey, P. W. & Klein, H. J. The Impact of Perceived Loafing and Collective Efficacy on Group Goal Processes and Group Performance. Organizational Behavior and Human Decision Processes, 1998, 74(1),62-87.
[161] Mumford, M.D. Where have we been, where are we going ? Taking stock in creativity research. Creativity Research Journal, 2003, 15, 107-119.
[162] Mumford, G.M., Scott, B.G. & Jill, M. Strange, Leading creative people: Orchestrating expertise and relationships. The Leadership Quarterly, 2002, 13, 705- 750.
[163] Nahapiet, J., & Ghoshal, S. Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 1998, 23 (2) ,242-266.
[164] Nell, A., Carsten ,K.W., Dreu, Bernard, A.N. The routinization of innovation research: a constructively critical review of the state- of- the- science. Journal of Organizational Behavior 2004(25), 147-173.
[165] Niu ,W.H., & Sternberg, R.J. Contemporary studies on the concept of creativity: the ast and the west Journal of Creative Behavior, 2002, 36(4), 269-288.
[166] Nonaka, I. The Knowledge creating Company. Harvard Business Review, 1991, 12, 99-104.
[167] Nonaka, I. A Dynamic Theory of Organizational Knowledge Creation. Organizational Science, 1994,5, 14-37.
[168] Nonaka, I. & Takeuchi, H. The knowledge-creating company. how Japanese companies create the dynamics of innovation. Oxford University Press, New York, 1995.
[169] Nonaka, I. & Konno, N. The concept of "ba" : building a foundation for knowledge creation. California Management Review, 1998, 40(3), 40-54.
[170] Nonaka, I., Toyama R., Konno N. SECI. Ba and Leadership: a Unified Model of Dynamic Knowledge Creation. Long Range Planning, 2000, 33, 5-34.
[171] Nrico, R., Nchez.M., Gil, F., et al. Team implicit coordination process: A team knowledge-based approach. Academy of Management Review, 2008, 33, 163-184.
[172] Nunnally. Psychometric Theory. New York: Mcgraw-Hill, 1978.
[173] Ocker, R.J. Influences on Creativity in Asynchronous Virtual Teams: A Qualit- -ative Analysis of Experimental Teams. IEEE Transactions On Professional Communication, 2005, 48(1), 22-39.
[174] Osborn, A.F., Applied imagination. New York: Scribner, 1957.
[175] Oppenheim, A.N. Questionnaire Design, Interviewing and Attitude Measure- -ment. New York: Continuum, 1992.
[176] Paul, S., & Peter, T. Social factors of work-environment creativity. Journal of Business and Psychology, 2007 21(3), 407-428.
[177] Paulus, P.B., Bernard,A., Nijstad.(Eds.).Group Creativity, Innovation Through Collaboration. New York: Oxford University Press.2003.
[178] Paulus, P.B, Dugosh, K.L., Dzindolet, M.T., Coskun, H., & Putnam, V.L. Social and cognitive influences in group brainstorming: Predicting production gains and losses.European Review of Social Psychology, 2002, 12, 299-325.
[179] Paulus, P.B., & Yang, H.C. Idea generation in groups: A basis for creativity in organizations.Organizational Behavior and Human Decision Processes.2000, 82, 76-87.
[180] Paulhus,D.L. Self-Deception and Impression Management in Test Responses. In Angeleitne, A. &Wiggins,J.S.(Eds.), Personality Assessment Via Questionnaires: Current Issues in Theory and Measure. New York: Spring-Verlag, 1986.
[181] Pedhazur, E.J., & Schmelkin, L.P. Measurement, Design, and Analysis: An Integrated Approach. Hillsdale, New Jersey: Lawrence Erlbaum Associates, Publishers, 1991.
[182] Pentland, B.T. Information system s and organizational learning: The social epistemology of organizational knowledge system s. A counting, Management and Information Technologies, 1995, 5 (1), 1- 21.
[183] Peterson, E., Mitchell, T.R., Thompson, L., Burr, R. Collective efficacy and aspects of shared mental models as predictors of performance over time in work groups.Group Processes and Intergroup Relations, 2000, 3, 296-316.
[184] Pirola-Merlo, A., & Mann, L. The Relationship between Individual Creativity and Team Creativity: Aggregating across People and Time. Journal of Organizational Behavior, 2004, 25(2), 235-257.
[185] Rasker, P. Post, W., Schragen, J. Effects of two types of intra-team feedback on developing a sharing mental model in command & control teams. Ergonomics, 2000, 43(8), 1167-1189.
[186] Rentsch, J. Climate and culture: interaction and qualitative differences in organizational meanings. Journal of Applied Psychollgy, 1990, 75, 668-681.
[187] Rentsch, J.R., Hall, R.J. Members of great teams think alike: a model of the effectiveness and schema similarity among team members. Advances in Interdisciplinary Studies of Work Teams, 1994, 1,233-261.
[188] Rentsch, J. R., Klimoski, R.J. Why do "great minds" think alike? Antecedents of team member schema agreement. Journal of Organizational Behavior, 2001, 22 (2), 107-120.
[189] Resnick, L.B. Shared cognition: Thinking as social p racticel In Perspectives on socially shared cognition, eds. L B Resnick, Levine, JM, Teasley, SD1 Washington D C: American Psychological Association, 1991.
[190] Richard, K., Suasan, M. Team mental model: Construct or metaphor? Journal of Management 1994, 20(2), 403-437.
[191] Richards, T. & Moger, S. Creative Leaders: A Decade of Contributions from Creativity and Innovation Management Journal. Creativity & Innovation Management, 2006, 15(1), 4-18.
[192] Robert, M., & Grant. Toward Knowledge based Thory of Firm. Strategic Management Journal, 1996(17), 109-122.
[193] Rouse, W. B., & Morris, N.M. On looking into the black box: Prospects and limits in the search for mental models. Psychological Bulletin, 1986,100, 349-363.
[194] Runco, M., Alfono,V. Implicit theories of Spanish painters. Creativity Research Journal, 2003, 15(4), 409-415.
[195] Runco, M.A. Creativity. Annual Reviews of Psychology. 2004, 55, 657-687.
[196] Samer, F., Lee, S. Coordinating expertise in software development teams. Management Science, 2000, (12), 1554-1568.
[197] Sara, A., McComb, P. E., Green, S. G., Compton, W. D. Project Goals, Team Performance, and Shared Understanding. Engineering Management Journal, 1999, 11(3), 7-12.
[198] Senge, P. The Fifth Discipline: The Art & Practice of the Learning Organization. New York: Doubleda, 1990.
[199] Senge, P.M.,The Fifth Discipline-The Art and Practice of the Learning Organization. New York: Doubleday.Anand, V Manz, C. C., and Glick, W.H. An Organizational Memory Approachto Information Management'. Academy of Management Review, 1998, 23.
[200] Schriesheim, C., Castro, S., Cogliser, C. Leader-member exchange (LMX) research: A comp rehensive review of theory, measurement, and data-analytic procedures. Leadership Quarterly, 1999, 10,63-113.
[201] Simonton, D.K. Creativity cognitive personal, Developmental, and Social Aspects. American Psychologist.2000, 1, 151-158.
[202] Simonton, D.K. Genius, Creativity, and Leadership. Historiometrie Inquiries. Canbridge, MA: Harvard University Press. 1984.
[203] Smith-Jentsch, K.A., Campbell, GE., Milanovich, D.M., et al. Measuring teamwork mental models to support training needs assessment, development and evaluation: Two empirical studies. Journal of Organizational Behavior, 2001, 22(2), 179-194.
[204] Smith-Jentsch, K.A., Mathieu, J.E., Kraiger, K. Investigating linear and interactive effects of shared mental models on safety and efficiency in a field setting. Journal of Applied Psychology, 2005, 90(3), 523-535.
[205] Sternberg, R.J., Lubart, T.I. An investment theory of creativity and its' development. Human Development, 1991, 34,1-32.75-82.
[206] Sternberg, R.J., & Lubart, T. I. Investing in Creativity.American Psychologist, 1996, 51 (7), 95-110.
[207] Sternberg, R.J., (Ed) Handbook of creativity, Cambridge, England: Cambridge University Press: 1999, 339-350.
[208] Stemberg, R.J., Kaufman, J.C. Pretz, J.E. The Propulsion Model of Creative Contributions Applied to the Arts and Letters. Journal of Creative Behavior, 2001, 2, 116-124.
[209] Stefania, B. Organizational creativity: breaking equilibrium and order to innovate. Journal of knowledge management, 2005,9(4), 19-33.
[210] Stout, R. J., Cannon-Bowers, J.A., Salas, E, et al. Planning, shared mental models, and coordinated performance: an empirical link is established. Human Factors, 1999, 41, 61-71.
[211] Susan, M., & Brad, C. D. Team Mental Models in a Team Knowledge Framework: Expanding Theory and Measurement Across Disciplinary Boundaries. Journal of Organizational Behavior, 2001, 22, 89-106.
[212] Susan Mohammed, Richard Klimoski, Joan R.Rentsch.. The Measurement of Team Mental Models: We Have No Shared Schema. Organizational Research Methods, 2000, 3 (2), 123-165.
[213] Susan, M., & Klimoski, R. Team Mental Model: Construct or Metaphor. Journal of Management, 1994, 20(2), 403-437.
[214] T.R.Kurtzberg, T. M. Amabile, From Guilford to creativity Synergy: Opening the Black Box of Team-Level Creativity. Creativity Research Journal, 2000-2001, 13(3&4), 285-294.
[215] Taggar, S. Individual Creativity and Group Ability to Utilize Individual Creative Resources AMultilevel Model. Academy of Management Journal, 2002, 45(2), 315-330.
[216] Tagiuri, R. The concept of organizational climate. In: Tagiuri R, Litwin G H ed. Organizational climate: Exploration of a concept.Boston: Harvard University Press, 1968. 11-32.
[217] Teharden, D.P., Sheetz, S.D. Group cognitive mapping: a methodology and system for capturing and evaluating managerial and organizational cognition. Omega, 2003, 31, 113-125.
[218] Tesluk, P.E., Farr, J.L., & Klein, S.R.Influences of organizational culture and climate on individual creativity. Journal of creative Behavior, 1997, 31, 27-41.
[219] Tsai,W., Ghoshal, S. Social cap ital and value creation: The role of intrafirm networks.Academy of Management Journal, 1998, 414, 464-476.
[220] Tseng, T. Collective Efficacy, Anxiety, Creativity Innovation and Work Performance at the Team Level. Unpublished Ph. D. Dissertation, University of Southern California, Los Angeles, California, 2001.
[221] Van, D.V.G, Emans, B., Van, D.V.E. Effects of Interdependencies in Project Teams. Journal of Social Psychology, 1999, 139(2), 202-215.
[222] Van, D.V.G, Emans, B., Van, D.V.E. Team Members' Affective Responses to Patterns of Intragroup Interdependence and Job Complexity. Journal of Management, 2000, 26(4), 633-655.
[223] Van, D.V.G, Emans, B., Van, D.V.E. Patterns of Interdependence in Work Teams: A Two-Level Investigation of the Relations with Job and Team Satisfaction. Personnel Psychology, 2001, 54(1), 51-69.
[224] Van, D.V.G, & Janssen, O. Joint Impact of Interdependence and Group Diversity on Innovation. Journal of Management, 2003, 29(5), 729-751.
[225] Van, D.V.G., & Van, D.V.E. Effects of Perceived Skill Dissimilarity and Task Interdependence on Helping in Work Teams. Journal of Management, 2005, 31(1), 73-89.
[226] Volpe, C. E., Cannon-Bowers, J.A., Salas, E., et al. The impact of cross-training on team functioning: An empirical investigation. Human Factors, 1996, 38, 87-100.
[227] Wang, L.Y., & Chen, J. A New Motivation Approach for Intellectual Employees Establishment and Management of Dynamic Psychological-constracts. Inter- -national Engineering Management Conference, In Brazil, 2006a, 132-135.
[228] Wang, L.Y. Motivation Mechanism based on Psychological-contracts of Knowledge Teams. Proceeding of The Eighth West Lake International Conference on SMB, 2006b, 1481-1485.
[229] Wang, L.Y., Chen, J., & Zhou L.X. Study on Structure Dimension of Intellectual Employees' Psychological Contract in Hi-tech Companies in China. The International Conference on Industrial Engineering and Engineering Management, In Singapore, 2007a, 437-441.
[230] Wang, L.Y., & Ruan, A.J. Mechanism of R &D Team Creativity Based on Knowledge Creation and Organizational Learning. Chinese Private Economy Innovation International Forum. In Zhejiang Taizhou.2007b, 328-332.
[231] Wang, L.Y., & Chen, J. Empirical Study on the Influence Factors of R &D Team Creativity in China. The 4th International Conference on Management Innovation & Technology, In Thailand, 2008,175-181.
[232] Walter, M.J., Gupta, N., Giambatista, R.C. Effects of adaptive behavior and shared mental models on control crew performance. Management Science. 2004, 50(11), 1534-1545.
[233] Weber, R.A., & Camerer, C.F. Cultural Conflict and Merger Failure: An Experimental Approach. Management Science, 2003, 49(4), 400-415.
[234] Webber, S.S., Chen, G, Payne, S.C., et al. Enhancing team mental model measurement with performance appraisal practices. Organizational Research Methods, 2000, 3 (4), 307-322.
[235] West, M. A. The social psychology of innovation in groups. In West, M. A. & Farr, J. L. ( Eds.), Innovation and creativity at work, New York: John Wiley & Sons, 1990, 309-322.
[236] West, M. A., & Wallace, M. Innovation in health care teams. European Journal of Social Psychology, 1991, 21, 301-315.
[237] West, M.A., & Caroline, B. Individual, climate, and group interaction process as predictors of work team innovation. Small Group Research, 1995, 26, 315-327.
[238] West, M.A. Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Applied Psychology: An International Review, 2002, 51(3), 355-424.
[239] Wegner, D.M. Transactive memory: A contemporary analysis of the group mind. In Mullen B, Goethals G R ( Eds). Theories of group behavior. New York: Sp ringer-Verlag, 1986, 185-205.
[240]Wegner,D.M.Transactive memory:A contemporary analysis of the group mind.In:B Mullen,G R Goethals(Eds.),Theories of group behavior.New York:Springer-Verlag,1987,185-208.
[241]Wegner,D.M.,& Erber,R.,Raymond,P.Transactive memory in close relationships.Journal of Personality and Social Psychology,1991,61,923-929
[242]Wegner,D.M.A computer network model of human transactive memory.Social Cognition,1995,13(3),319-339.
[243]Wilson,J.R.,& Rutherford,A.Mental models:Theory and application in human factors.Human Factors,1989,31,617-634.
[244]Wittenbaum,G..,Stasser,G..,Merry,C.Tacit coordination in anticipation of small group task completion.Journal of Experimental Social Psychology,1996,32,129-152.
[245]Woodman,R.W.,Sawyer,J.E.& Griffin,R.W.Toward a Theory of Organizational Creativity.Academy of Management Review,1993,18(2),293-321.
[246]Woodman,R.W.,& Schoenfeldt,L.F.Individual differences in creativity:An interaction perspective.In J.A.Clover,P.R.Ronning & C.R.Reynolds(Eds).Handbook of creativity.New York:Plenum,1989,77-92.
[247]Yan,M.& Gray,B.Bargaining power,management control,and performance in United States-China joint ventures:A comparative case study.Academy of Management Journal,1994,37(6),1478-1517.
[248]Yin,R.K.Cross-case analysis of transtormed firms.In More transformed firms case studies.Gaithersburg,MD:U.S.Department of Commerce,National Institute of Standards and Technology,2000,109-123.
[249]Yin,R.K.Case study research:Design and methods(3rd,ed.).Thousand Oaks,CA:Sage,2003.
[250]Yoo,Y.,& Kanawattanachai,P.Development of transactive memory systems and collective mind in virtual teams.The International Journal of Organizational Analysis,2001,9,187-208.
[251]Young,R.M.Surrogates and mapping:two kinds of conceptual models for interactive devices.Mental models.Hillsdalc,NJ:Erlbaum.1983.
[252]Yue,X.,& Rudowicz,E.Perception of the most creative Chinese by undergraduates in Beijing,Guangzhou,Hongkong,and Taipei.Joural of Creative Behavior,2002,36(2),88-104.
[253]Zaccaro,S.J.,Blair,V.,Peterson,C.,& Zazanis,M.Collective efficacy.In:J.E.Maddux (Ed.).Self-efficacy,adaptation,and adjustment:Theory,research,and application.New York:Plenum,1995,305-328.
[254][美]埃里克·冯·希普尔.陈劲,朱朝辉.民主化创新.北京:知识产权出版社,2007.
[255][美]埃里克·冯·希普尔.柳卸林,陈道斌.创新的源泉-追循创新公司的足迹.北京:知识产权出版社,2005.
[256][美]艾伦·鲁宾逊.萨姆·斯特恩.杨炯.公司创造力-创新和改进是如何发生的.上海: 上海文出版社 2001.
[257][美]彼得·德鲁克.朱雁斌.21世纪的管理挑战.北京:北京三联书店,2000.
[258][美]彼特·圣吉.郭进隆.第五项修炼—学习型组织的艺术与实务.上海:上海三联书店,1996.
[259]白新文.王二平.共享心智模型研究现状.心理科学进展,2004a,12(5),791-799.
[260]白新文,李锋和陈毅文.社会称许性量表的测量等价性探讨.心理科学,2004 b,27(5),1083-1086.
[261]白新文.王二平等.团队作业与团队互动两类共享心智模型的发展特征.心理学报,2006,38(4),598-606.
[262]蔡华俭,符起俊,桑标等.创造性的公众观的调查研究(1)-关于高创造者的特征.心理科学,2001,24(1),46-49.
[263]蔡明宏,刘晓雯.创造力工作环境特质与信息科技特征对组织创新之影响-数字文化产业之实证分析.第七届产业管理研讨会论文集,1998,133-167.
[264]陈国权.李赞斌.学习型组织中的“学习主体”类型和案例研究.管理科学学报,2002,5(4),51-67.
[265]陈国权.赵慧群.蒋璐.团队心理安全、团队学习能力与团队绩效关系的实证研究.科学学研究,2008(12),1283-1292.
[266]陈劲.创新的地平线.北京:中国出版集团现代教育出版社,2007.
[267]陈劲.管理的式微.北京:科学出版社,2009.
[268]陈劲.最佳创新公司.北京:科学出版社,2010待出版.
[269]陈劲,王黎萤.专业技术人员创新能力培养与提高.北京:国家行政学院出版社.2008.
[270]陈劲,伍蓓,金珺.技术管理.北京:科学出版社,2008.
[271]陈劲,伍蓓,金珺,黄鲁成.研究与开发管理.北京:清华大学出版社.2009.
[272]陈婷.软件开发人员共享心智模式的实证研究.硕士学位论文,暨南大学.2006.
[273]陈威豪.创造与创新氛围主要测评工具述评.中国软科学,2006a(7),86-95.
[274]陈威豪.创造与创新氛围研究评述.自然辩证法研究,2006b(11),15-19.
[275]陈晓.组织创新气氛影响员工创造力的过程模型研究.硕士学位论文,浙江大学,2006.
[276]陈晓萍.徐淑英.樊景立.组织与管理研究的实证方法.北京:北京大学出版社,2008.
[277][美]戴维·斯密克.陈勇.世界是弯的:全球经济潜在的危机.北京:中信出版社,2009.
[278]丁志华,李萍,胡志新等.团队创造力数学模型的研究.九江学院学报(自然科学版),2005(3),107-110.
[279]邓雪梅,傅世侠等.知识团队创造力中的认知风格研究.北京师范大学学报(社会科学版),2003(6),40-47.
[280]杜一菲.领导风格与团队人格特征对共享心智模型的影响.硕士学位论文,河南大学,2007.
[281][美]弗朗斯·约翰松.刘尔铎,杨小庄.美第奇效应.创新灵感与交叉思维.北京:商务印书馆,2006.
[282]傅世侠,罗玲玲.科学创造方法论-关于科学创造与创造力研究的方法论探讨 北京:中国经济出版社,2000.
[283]傅世侠.创新、创造与原发创造性,科学技术与辩证法,2002(2),39-42.
[284]傅世侠.创造学究竟是什么.科学学研究,2003,21(5),455-460.
[285]傅世侠,罗玲玲.建构科技团体创造力评估模型.北京大学出版社,2005,4.
[286]高鹏.李媛.汤超颖.TCI在我国的有效性检验:研发团队创新气氛的测度.科学学与科学技术管理,2009(6),166-170.
[287][美]戈登,林康义等.综摄法——创造才能的开发.北京现代管理学院,1998.74.
[288]耿新,彭留英.企业知识的分类、分布与转化机制研究.管理科学,2004,17(4),43-48.
[289]管文颍.团队决策过程中共享心理模型演化的影响因素研究.硕士学位论文,浙江大学,2006.
[290]郭俊德,黄敏儿,马庆霞.科技人员创造动机与创造力的研究.应用心理学,2000(2),8-13.
[291]韩振华,任剑峰.社会调查研究中的社会称许性偏见效应.华中科技大学学报(人文社会科学版),2002(3),47-50.
[292]何贵兵,杨琼.共享心理模型的测量.人类工效学,2006(12),39-41.
[293]侯杰泰,温忠麟,成子娟.结构方程模型及其应用.北京:教育科学出版社,2004.
[294]黄芳铭.结构方程模式:理论与应用.北京:中国税务出版社,2003.
[295]黄芹.新产品开发团队创造力的形成及影响因素研究.硕士学位论文,浙江大学,2006.
[296]黄兆银.R&D全球化研究.武汉:武汉大学出版社,2006.
[297][美]霍华德.加纳,洪友,李艳芳.创造力7次方.北京:中国发展出版社,2007.
[298][美]吉姆·麦卡锡.苏斐然.微软团队成功秘诀.北京:机械工业出版社,2000.
[299][美]杰恩.川迪斯.柳卸林,杨艳芳.研发组织管理.用好天才团队.北京:知识产权出版社,2005.
[300]金杨华.王重鸣.杨正宇.虚拟团队共享心理模型与团队效能的关系.心理学报:2006,38(2),288-296.
[301]柯江林,孙健敏,石金涛,顾琴轩.企业R&D团队之社会资本与团队效能关系的实证研究—以知识分享与知识整合为中介变量.管理世界,2007a(3),89-101.
[302]柯江林、石金涛和孙建敏.团队社会资本的维度开发及结构检验研究.科学学研究,2007b,25(5),935-940.
[303]李怀祖.管理研究方法论.西安:西安交通大学出版社,2004.
[304]李锋,李永娟,任蜻等.工业组织心理学中的社会称许性研究.心理科学进展,2004,12(2),455-461.
[305]李信萤.个人创造力、组织创新气候与创新绩效相关之研究.硕士学位论文,国立中央大学企业管理研究所,2002.
[306]廖成林,袁艺.基于社会认知理论的企业内知识分享行为研究示.科技进步与对策,2009(2),137-139.
[307]林嵩.结构方程模型原理及AMOS应用.武汉:华中师范大学出版社,2008.
[308]凌建勋.团队创新气氛问卷的制与研究.硕士学位论文,暨南大学,2003.
[309]刘云,石金涛,张文勤.创新气氛的概念界定与量表验证.科学学研究,2009(2),289-294.
[310]龙飞,戴昌钧.基于组织共享心智模型的组织知识管理研究.情报杂志,2007(1),81-85
[311]龙飞,戴昌钧.基于组织共享心智模型的组织知识创新战略的形成机制分析.图书情报工作,2008a(4),70-73.
[312]龙飞,戴昌钧.基于组织共享心智模型的组织知识创新成果内部传播效率分析.研究与发展管理,2008b(8),95-101.
[313]龙飞,基于组织共享心智模型的组织知识创新管理研究.博士学位论文,上海东华大学,2008c.
[314][美]罗伯特·J·斯腾博格.施建农等.创造力手册.北京:北京理工大学出版社,2005.
[315][美]罗伯特·殷.周海涛等.案例研究设计与方法.重庆:重庆大学出版社,2004a.
[316][美]罗伯特·殷.周海涛等.案例研究方法的应用.重庆:重庆大学出版社,2004b.
[317]罗玲玲.创造力开发.长沙:湖南大学出版社,2002.
[318]罗玲玲,邓雪梅等.科技团队的内外创造氛围研究.科学学与科学技术管理,2003(9),71-74.
[319]罗玲玲.科技团体创造力的经典研究—评戈登在团体创造实证研究方面的贡献.科学技术与辩证法,2004(6),34-37.
[320]吕晓俊.组织中员工心智模式的理论与实证研究.博士学位论文,华东师范大学,2002.
[321]吕晓俊.心智模型的阐释:结构、过程与影响.上海:上海人民出版社,2007.
[322]吕晓俊.共享心智模型对团队效能的影响.心理科学,2009,32(2),440-442.
[323][美]M·艾森克,M.T.基恩.高定国,肖晓云.认知心理学.上海:华东师范大学出版社,2004.
[324]马庆国.管理统计.北京:科学出版社,2002.
[325]彭耀荣,李孟仁.创造学教程.广州:中南大学出版社.2001.
[326][美]奇凯岑特米哈伊.吴镇平.创造性:发现和发明的心理学.上海:上海文出版社, 2001.
[327]饶瑞霖.创造力相关的内外在环境特质与内外在动机的关系研究-学童与厂商跨领域的比较.硕士学位论文,中央大学企业研究所(台湾),2000.
[328]施良方.学习论.北京:人民教育出版社,2001.
[329]孙国强.网络组织治理机制体系.经济管理.2003(4),39-43.
[330]孙海法,刘运国和方琳.案例研究的方法论.科研管理,2004(2),107-112.
[331]孙锐,李海刚.基于知识创新的知识团队研究.科研管理,2006a(11),92-96.
[332]孙锐,石金涛.基于提升企业创新能力的组织创新氛围研究分析与展望.科学学与科学技术管理,2006b(7),19-24.
[333]孙锐.中国企业组织创新气氛结构实证研究.科研管理,2009(1),38-44.
[334]孙雍君.科技团体创造力研究的理论背景分析.科学学研究,2003(5),461-466.
[335]孙雍君.关于知识团队创造力评估模型研究.自然辩证法研究,2001(6),45-50.
[336][美]唐·泰普斯科特.安东尼·威廉姆斯.何帆.林季红.维基经济学-大规模协作如何改变一切.北京:中国青年出版社,2008.
[337]唐宁玉,王重鸣.虚拟团队学习效能研究:社会认知因素的影响.心理科学,2007,30(1),227-231.
[338]唐锡晋.刘怡君.从群体支持系统到创造力支持系统.系统工程理论与实践.2006(5),63-71.
[339]田友谊.西方创造力研究20年:回顾与展望.国外社会科学,2009(2),122-130.
[340]田友谊.国外创造力理论研究新进展.上海教育科研,2004(1),14-17.
[341]涂富高.创造力人员激励因素偏好之研究-以电子业为例.硕士学位论文.大同大学事业经营研究所(台湾),2000.
[342]王重鸣.心理学研究方法.北京:人民教育出版社,2001.
[343]王端旭.研发团队激励机制设计的情景分析.科研管理,2006,27(6),80-85.
[344]王端旭,薛会娟.团队内隐协调的运作机理及影响因素分析.科学学与科学技术管理,2009a(2),160-163.
[345]王端旭,薛会娟,张东峰.试论“远缘杂交”与创造力的提升.科学学与科学技术管理,2009b(7),182-185.
[346]王慧.软件开发团队创新气氛与工作投入实证研究.硕士学位论文,大连理工大学,2006.
[347]王金红.案例研究法及其相关学术规范.同济大学学报(社会科学版),2007,12(3),87-96.
[348]王黎萤.新人力资源管理教程.北京:中国计量出版社,2005.
[349]王黎萤,陈劲.知识型员工心理契约结构探索和激励机制研究.经济管理,2008(1),17-21.
[350]王黎萤,陈劲.基于团队共享心智模型的研发团队创造力影响机制研究.科学学研 究,2009.已录用.
[351]王黎萤,陈劲.国内外团队创造力研究述评.研究与发展管理,2009.已录用.
[352]王雁飞,朱瑜.国外组织创新气氛研究概述.外国经济与管理,2005(8),26-32.
[353]王雁飞,朱瑜.组织创新气氛的研究进展与展望.心理科学进展,2006,14(3),443-449.
[354]王习胜.国内科技团队创造力评估研究述评.自然辩证法研究,2002(8),50-52.
[355]王紫薇.基于知识共享过程的规范与承诺对创造力的影响研究-以IT企业研发人员为例.硕士学位论文,浙江大学,2008.
[356]温忠麟,侯杰泰和马什赫伯特.结构方程模型检验:拟合指数与卡方准则.心理学报.2004,36(2),186-194.
[357]温忠麟,张雷和侯杰泰等.中介效应检验程序及其应用.心理学报,2004,36(5),614-620.
[358]温忠麟,侯杰泰和张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2),268-274.
[359]武欣,张厚粲.创造力研究的新进展.北京师范大学学报:社会科学版,1997(1),13-18.
[360]武欣,吴志明.团队共享心智模型的影响因素与效果.心理学报,2005,37(4),542-549.
[361]武欣,吴志明.基于共享心智模型的团队知识管理.研究与发展管理,2006(6),9-15.
[362]吴治国,石金涛,杨帆.组织创新气氛概念的讨论与界定.科学学研究,2008(2),435-441.
[363]项保华,张建东.案例研究方法和战略管理研究.自然辩证法通讯,2005(5),62-66.
[364]解春玲.浅谈内隐社会认知的研究与现状.心理科学,2005,28(1),146-148.
[365]谢小云,王重鸣,析柳春.共享心理模型的前因变量研究:群体合成特征的视角.应用心理学,2007,13(2),174-180.
[366]熊德勇,金生.SECI过程与知识发酵模型.研究与发展管理,2004,16(2),14-19.
[367]徐寒易,马剑虹.共享心智模型:分布、层次与准确性初探.心理科学进展,2008,16(6),933-940.
[368]许庆瑞.全面创新管理-理论与实践.北京:科学出版社,2007.
[369]杨琼.共享心理模型与绩效关系研究.硕士学位论文,浙江大学,2006.
[370]杨正宇,王重鸣,谢小云.团队共享心理模型研究新进展.人类工效学,2003,9(3),34-37.
[371]杨志蓉.团队信任、互动行为与临时团队创造力研究.博士学位论文,浙江大学,2006.
[372]叶康涛.案例研究:从个案分析到理论创建-中国第一届管理案例学术研讨会综述.管理世界,2006(2),139-143.
[373][日]野中郁次郎,胜见明.林忠鹏,谢群.创新的本质-日本名企最新知识管理案例.北 京:知识产权出版社,2006.
[374]尹启铭.产品创新自由度、企业策略与技术政策之关系-台湾信息电子业实证研究.博士学位论文,政治大学企业管理研究所,1989.
[375]余菁.案例研究与案例研究方法.经济管理,2004(20),24-29.
[376][日]竹内弘高,野中郁次郎.李萌.知识创造的螺旋-知识管理理论与案例研究.北京:知识产权出版社,2006.
[377]张钢,熊立.交互记忆系统的研究与进展.心理科学进展,2007,15(5),840-845.
[378]张钢,熊立.交互记忆系统与团队异质性、成员异质性、团队绩效关系的实证研究.技术经济,2008(5),26-33.
[379]张鸿文.高科技研究机构工作群体环境与创新关系之研究.硕士学位论文,政治大学企业管理研究所(台湾),1986.
[380]张剑,徐金梧,王维才.创造性组织环境研究的新进展.科研管理,2006(1),127-132.
[381]张杰.社会资本影响员工创造力过程模型研究.硕士学位论文,浙江大学,2007.
[382]张景焕.创造力研究的回顾与前瞻.心理科学,2007(4).995-997.
[383]张平,王宏淼.经济危机与技术创新.中国经贸易导刊,2009(9),25-29.
[384]张庆林,R.J.Sternberg.创造性研究手册.成都:四川教育出版社,2002.
[385]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,34(3)312-318.
[386][日]芝祐顺.曹亦薇.因素分析法.北京:人民教育出版社,1999.
[387]周国梅,傅小兰.分布式认知:一种新的认知观点.心理科学进展,2002,10(2),147-153.
[388]周耀烈,杨腾蛟.个体创造力向团队创造力转化的机理研究.科学学研究,2007(12),409-412.
[389]周莹,王二平.团队过程的研究现状.人类工效学,2007(9),64-66.
[390]朱潋.团队创新气氛与学习型组织相关性研究.硕士学位论文,上海交通大学,2007.
[2] Agrell, A. & Gustafson, R. The TCI and group innovation: A psychometric test on a Swedish sample of work groups. Journal of Occupational and Organizational Psychology: 1994, 67, 267-282.
[3] Allen, B.C., Sargent, L.D. & Bradley, L.M. Differential Effects of Task and Reward Interdependence on Perceived Helping Behavior, Effort, and Group Performance. Small Group Research, 2003, 34(6), 716-740.
[4] Amabile, T.M.A Model of Creativity and Innovation in Organizations. Greenwich, CT: JAI Press, Research in Organizational Behavior, 1988, 57-68.
[5] Amabile, T.M.Creativity in context Boulder, Colo: Westview Press, 1996,11-18.
[6] Ancona, D., Kochan, T., Scully, M., Van Maanen, J. & Westney, E.Manageing for the future: Organizational behavior and processes. South-Western College Publishing, 1999.
[7] Ancona,D., & Waller, M.J.The dance of entrainment: Temporally navigating through threat and opportunity.Working paper, 2003.
[8] Anderson, N.R., West, M.A.The team climate inventory. Windsor, England: ASE NFER-Nelson Press, 1994, 213-223.
[9] Anderson, N., West M.The TCI: Development of the TCI and its applications in teambuilding for innovativeness. European Journal of Work and Organizational Psychology, 1996, 5(1), 53-66.
[10] Anderson, N.R., West, M.A.Measuring climate for work group innovation: Development and validation of the team climate inventory.Journal of Organizational Behavior, 1998, 19,235-258.
[11] Aquino,K., & Serva, M.Using a dual role assignment to improve group dynamics and performance: the effects of facilitating social capital in teams.Journal of Management Education, 2005, 29 (1), 17-38.
[12] Argote, L.B., Mc Evily, & Reagans.,R.Managing Knowledge in Organizations: An Integrative Framework and Review of Emerging Themes. Management Science, 2003, 49, 571-582.
[13] Austin, J.R.Transactive memory in organizational groups: The effects of content, consensus, specialization, and accuracy on group performance. Journal of Applied Psychology, 2003, 88, 866-878.
[14] Bagozzi, R.P. & Yi, Y.On the evaluation of structral equation models. Journal of Marketing Science,1988, 16(1), 74-94.
[15] Bandura, A. Social foundation of thought and action: A social cognitive theory.New York: Prentice Hall, 1986.
[16] Bandura, A.A Social Learning theory.Englewood Cliffs: N.J.Prentic-Hall, 1977.
[17] Banks,A.P. &Millwar,L. Running Shared Mental Models as a Distributed Cognitive Process. British Journal of Psychology, 2000, 91 (11), 513-519.
[18] Barlow.M. Deliberate Insight in Team Creativity. Journal of Creative Behavior.2000, 34 ( 2, 101-117.
[19] Barron, F., & Harrington, D.M. Creativity, Intelligence, and Personality. Annual Review of Psychology, 1981, 32, 439-476.
[20] Bart, Noteboom, Frederique Six.The Trust Process in Organization.Edward Elgar heltenham, UK; Northampton, MA, USA.2003, 138.
[21] Bassett Jones.The Paradox of Diversity Mangement, Creativity and Innovation.Creativity and Innovation Management, 2005,14(2), 169-175.
[22] Bassey. Case Study Research in Educational settings.Buckingham and Philadelphia: Open University Press, 1999.
[23] Beauchamp, M.R. &Bray, S.R. Role Ambiguity and Role Conflict within Interdependent Teams. Small Group Research, 2001, 32(2), 133-157.
[24] Bharadwaj, A. A Resource Based Perspective on Information Technology Capability and Firm Performance: An Empirical Investigation. MIS Quarterly, 2000, 24(1), 169-196.
[25] Brannick, M.T., Prince C, Salas, E.The Measurement of Team Process. Human Factors, 1995, 37(3), 641-651.
[26] Brandon,D.P, & Hollingshead, A.B. Transactive memory systems in organizations: Matching tasks, expertise, and people. Organization Science, 2004, 15(6), 633-644.
[27] Bresman, H.M. Vicarious learning behavior and performance in organizational teams.Paper presented at the Academy of Management Annual Meetings, New Orleans, LA, 2004.
[28] Brodueck, F. & Maier, G.The TCI for innovation: A psychometric test German sample of work group.Organizations Psychology, 2001,10(2), 477-489.
[29] Browm, R.T.Creativity: What are we to measure ? In J.a.Glover, R.R.Ronning, C.R.Reynolds (Eds.).Handbook of creativity. New York: Plenum Press, 1989, 3-32.
[30] Brown, S.L., & Elisenhardt, K.M. Product development: Past research, present findings and future directions. Academy of Management Review, 1995, 20, 343-378.
[31] Brown, S.L., & Elisenhardt, K.M. The art of continuous change: Linking complexity theory and time-paced evolution in relentlessly shifting organizations. Administrative Science Quarterly, 1997.42.1-34.
[32] Brown,M.G. & Svenson,R.A. Measuring R &D Productivity. Research Technology Management, 1998, 30-35.
[33] Campion, M. A., Papper, E.M., Medsker, GJ. Relations Between Work Team Characteristics and Effectiveness: A Replication and Extension.Personal Psychology, 1996.
[34] Cannon-Bowers, J.A., & Salas E. Cognitive psychology and team training: Shared mental model in complex system.Paper presented at the fifth annual Conference of the Society for Industrial Organizational Psychology, Miami, FL. 1990, 124.
[35] Cannon-Bowers, J.A., & Salas, E. Converse Shared mental models in expert team decision making. In N. J. Castellan J r. ( Ed.), Individual and group decision making: Current issues.Hillsdale, NJ: Erlbaum, 1993, 221-246.
[36] Cannon-Bowers JA, Salas, E., Blickensderfer E.Toward an understanding of shared cognition.In Naval Air Wafare Center Training Systems Division. 1999.
[37] Cannon-Bowers JA, Salas, E., Mathieu, J.E. The influence of shared mental models on team process and performance.Joumal of Applied Psychology.2000, 85(2), 273-283.
[38] Cannon-Bowers JA, Salas, E.Reflections on shared cognition. Journal of Organizational Behavior, 2001a, 22(2), 195-202.
[39] Cannon, M. D, & Edmondson, A.C. Confronting failure: Antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 2001b, 22 (2), 161-177.
[40] Chen, M.H. & Chang, Y.C. The Dynamics of Conflict and Creativity During a Project's Life Cycle a Comparative Study.International Journal of Organizational Analysis, 2005, 13(2), 127-150.
[41] Chen, M.H. Understanding the Benefits and Detriments of Conflict on Team Creativity Process. Creativity And Innovation Management, 2006, 15(1), 105-116.
[42] Chermack, T. J. Mental models in decision making and implications for human resource development. Advances in developing human resources. 2003, 5(4), 408-422.
[43] Chesbrough, H. Managing open innovation. Research Technology Management, 2004, 47(1), 23-26.
[44] Chesbrough, H. & Crowther, A.K. Beyond high tech: early adopters of open innovation in other industries. R &D Management, 2006, 36(3), 229-236.
[45] Chirumbolo, A., Mannetti, L., Pierro, A., et al. Motivated Closed-Mindedness and Creativity in Small Groups. Small Group Research, 2005, 36(1), 59-82.
[46] Choi, H.S. & Thompson, L. Old Wine in a New Bottle: Impact of Membership Change Creativity. Organizational Behavior and Human Decision Processes, 2005,5, 121-132
[47] Christian J. R. An investigation of the antecedents and consequences of shared mental motel in teams. Doctor dissertation, Wayne State University, 2004.
[48] Churchill, G.A. A Paradigm for Developing Better Measures of Marketing Constructs. Journal of Marketing Research, 1979, 16(2), 64-73.
[49] Cohen S G, Bailey D R. What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 1997, 23, 239-290.
[50] Cole, M., & Engestrom, Y. A.Cultural historical approach to distributed cognition. In: Salomon Ged. Distributed cognitions: psychological and educational considerations USA: Cambridge University Press, 1993.
[51] Cook, N.J., Salas, E., & Cannon-Bowers, J. A. et al. Measuring team knowledge. Human Factor, 2000, 42, 151-173.
[52] Corbitt, G., Gardiner, L.R. &Wright, L. K.A Comparison of Team Developmental Stages, Trust and Performance for Virtual Versus Face-to-Face Teams. Paper presented at the Proceedings of the 37th Hawaii International Conference on System Sciences. 2004, 374- 391.
[53] COSMOS Corporation. National evaluation of local law enforcement block grant program: Final report for Phase I. Bethesda, MD: Author, 2001, 3.
[54] Costa, A. C. Work Team Trust and Effectiveness. Personnel 2003, 32(5), 605-622.
[55] Costa, A. C., Roe, R. A., Thaillieu,T. Trust within teams. The relation with performance effectiveness. European Journal of Work and Organizational Psychology 2001, 10, 225-244.
[56] Costa, A. C. Understanding the Nature and the Antecedents of Trust within Work Teams, The Trust Process in Organizations, 2000.
[57] Cozzarelli, C., Sumer, N. et al.Mental models of attachment and coping with abortion. Journal of Personality & Social Psychology, 1998, 12(74), 453-468.
[58] Csikszentmihalyi,M. Creativity: flow and the Psychology of discovery and invention. New York: Harper Collins Publishers, 1996.
[59] Csikszentmihalyi,M. Society, Culture, and Person: a systems view of creativity Ed. Sternberg, R.J. The nature of Creativity. Cambridge University Press, 1988, 325-339.
[60] Cummings, J.N. Work groups, structural diversity, and knowledge sharing in global organization. Management Science, 2004, 50, 352-383.
[61] Davison, G, & Blackman, D. The role of mental models in innovative teams. European Journal of Innovation Management, 2005, 8(4), 409-424.
[62] David, C. Lane Friendly amendment: A commentary on Doyle and Ford's proposed re-definition of Mental models. Journal of Organizational Behavior, 2001, 22, 135-144.
[63] Deborah, A. & Henrik, B.X-Teams-How to Build Teams That Lead, Innovation, and Succeed.Havard Business School Press, Boston Massachusetts, 2007.
[64] Dougerty,D., &Hargy,C. Sustained product innovation in large, mature organizations:Overcoming innovation-to-organization problems. Academy of management Journal, 1996, 39,1120-1153.
[65] Drazin, R., Glynn, M.A. & Kazanjian, R.K. Multilevel Theorizing About Creativity in Organizations: A Sensemaking Perspective. Academy of Management Review, 1999, 94(2), 286-307.
[66] Druskat, V.U., & Pescosolido, A.T.The context of effective teamwork mental models in self-managing teams: ownership, learning and heedful interrelating. Human Relation.2002, 55(3), 283-314.
[67] Dunlap, W. P, Burke, M. J. &Smith-Crowe, K. Accurate Tests of Statistical Significance for Average Deviation Interrater Agreement Indexes.[J]. Journal of Applied Psychology, 2003, 88(2),256-362.
[68] Edmodson, A.C. Psychological safety and learning behavior in work teams.Administrative Science Quarterly, 1999, 44, 350-383.
[69] Eisenhardt, K.M. Building theories from case study research. Academy of Management Review, 1989, 14(4), 532-550.
[70] Eisenhardt, K.M. & Martin J.A. Dynamic capabilities: What are they?.Strategic Managem -ent Journal, 2000, 21,1105-1121.
[71] Ekwaro-Osire, S. & Orono, P.O. Pan-Mentoring in Creative Engineering Design-the Coordination of Individual and Team Creativity. Paper presented at the 35th ASEE/IEEE Frontiers in Education Conference, Indianapolis, 2005.
[72] Ekvall, G. Orgnization Climate for Creativity and Innovation. Europen Journal of Work & Organizational Psychology, 1983, 5(1), 105-123.
[73] Ekvall.G. & Arvonen.J. Leadership styles and organizational climate for creativity: some fingings in one company (Report 1). Swedish Council for Management andOrganizational Behavior, 1984.
[74] Ensley, M.D., & Pearce,C.L. Shared cognition in top management teams: implications for new venture performance. Journal of Organizational Behavior, 2001, 22, 145-160.
[75] Erdem, F. & Ozen, J. Cognitive and affective dimensions of trust in developing team performance. Team Performance Management, 2003, 9, 131-135.
[76] Espinosa, J.A., Lerch, J., Kraut, R. Explicit vs. implicit coordination mechanisms and task dependencies: One size does not fit all. Washington, D.C.: APA Books, 2004.
[77] Fleith, D. S. Teacher and student perceptions of creativity in the classroom. Roeper Review, 2000,22(3), 148-153.
[78] Gettman, D.J. An investigation of the shared mental model construct in context of a complex team task. Doctoral dissertation, 2001.
[79] Ghauri, P., & Gronhaug, K. Research methods in business studies: A practical guide. Harlow England: Pearson Education, 2002.
[80] Gibson, C.B., Randel, A.E, Earley, P.C. Understanding Group Efficacy. Group & Organization Management, 2000, 25 (1),67-97.
[81] Gibson, C. B. Do they do what they believe they can ? Group efficacy and group effectiveness across tasks and cultures. Academy of Management Journal, 1996, 42,138 -152.
[82] Gilgun, J.F.A case for case studies in social work research.Social Work, 1994(39), 371-380
[83] Griepentrog, B.K., & Fleming, PJ. Shared mental models and team performance: Are you thinking what we're thinking? Paper presented at the 18th Annual Conference of the Society of Industrial and Organizational Psychology, Orlando, Florida, 2003, 4(11-13), 125-134.
[84] Gruber, H.E. Book review of Howard Gardner's: Creating minds: An anatomy of creativity seen through the lives of feud, Einstein, Picasso, Stravinsky, Eliot, Graham and Gandhi. Journal of Creative Behavior, 1998, 30, 213-227.
[85] Gurtner A, Tschan F, Norbert K, et al. Getting groups to develop good strategies: Effects of reflexivity interventions on team process, team performance, and shared mental models. Organizational Behavior and Human Decision Processes, 2007, 102(2), 127-142
[86] Guzzo, R.A, & Dickson, M.W. Teams in organizations: Recent research on performance and effectiveness. Annual Review of Psychology, 1996.
[87] Guilford, J.P. The nature of human intelligence. Intelligence, 1967, 1, 274-280
[88] Hanke, R.C.M. Team Creativity: A Process Model. Unpublished Ph.D Dissertation, The Pennsylvania State University, 2006.
[89] Hargadon, A.B.Group Cognition and Creativity in Organizations. In: R.Wageman, M. A Neale &B. Mannix (Eds.).Research on Managing Groups and Teams, JAI Press Inc. 1999.137-155.
[90] Harrington, D.M. The Ecology of Human creativity: A Psychological Perspective. In M.A.Runco, R.S.Albert, (Eds.).Newbury Park, Cal 1990,143-169.
[91] Harrison, D. A., Price, K. H., Gavin, J. H., et al Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning. Academy of Management Journal, 2002, 45(5), 1029-1045.
[92] Hinsz, V. B. Mental Models of Groups as Social Systems.Small Group Research, May 1995, 26 (2), 200-234.
[93] Hill, R., Levenhagen. C. Michael Metaphors and mental models: Sense making and Sense giving in innovative and entrepreneurial. Journal of Management, 1995, 21 (6), 1057-1075.
[94] Hollingshead, A .B. Distributed knowledge and transactive processes in groups. In: Neale, M.A., Mannix, E.A., Gruenfeld, D.H. (Eds.), Research on managing groups and teams .Greenwich, CT: JAI Press, 1998. 1,105-125.
[95] Hollingshead, A.B. Communication, learning, and retrieval in the transactive memory system. Experiment Social Psychology, 1998, 34, 423-442.
[96] Hodgkinson, Gerard P.J., Gerry. Exploring the mental models of competitive strategists: The case for a processual approach. Journal of Management Studies, 1994, 31 (4), 525-552.
[97] Hollenbeck, J.R., Ilgen, D.R., Douglas, J. etal. Multilevel Theory of Team Decision Making: Decision Performance in Teams Incorporating distributed Expertise.Journal of App lied Psychology, 1995, 80 (2), 292-316.
[98] Hullinshead, A.B., & Brandon, D.P. Potential benefits of communication in transactive memory system Human Communication Research, 2003, 29, 607-615.
[99] Hyun, J.L. The role of competence-based trust and organizational identification in continuous improvement. Journal of Managerial Psychology, 2004, 19 (6) , 623-639
[100] Isaksen, S.G, & Lauer, K. J. The Climate for Creativity and Change in Teams. Creativity and Innovation Management, 2002, 11(1), 74-86.
[101] Isaksen, S.G, Lauer, K.J. Ekvall,G. Situational Outlook Questionnaire a Measure of the Climate for Creativity and Change. Psychological Reports, 1999, 85, 665-674.
[102] Isaksen, S.G. Lauer, K.J. Murdock.M.C.etc. Situation Outlook Questionnaire: Understanding the climate for creativity and change-A technical manual.Buffalo, NY: The carative Problem Solcing Group, Inc, 1999.
[103] James, L. R., Demaree, R. G. & Wolf, Cx Estimating within Group Interrater Reliability with and without Response Bias. Journal ofApplied Psychology, 1984, 69(1),85-98.
[104] James, L.R. Demaree, R.G, & Wolf, GR. An Assessment of within-Group Inter -Rater Agreement. Journal of Applied Psychology, 1993, 78(2), 306-309.
[105] Jaussi, K. S. & Dionne, S. D. Leading for Creativity: The Role of Unconventional Behavior. The Leadership Quarterly, 2003, 14, 475-498.
[106] Jeff, M., & Richard, H. Creativity Inc.: building an inventive organization. Harvard Business school Publishing, 2005, 87.
[107] Jeffery, A. B. Construct validation of shared mental. models: an examination of knowledge structure convergence among team members in a decision-making simulation. Doctoral dissertation, 1999.
[108] Johnson-Laird, P.N. Mental models. Cambridge. England: Cambridge University Press, 1983. c.f.: Wilson J R, Rutherford A. Mental models: Theory and application in human factors. Human Factors, 1989, 31,617-634.
[109] John E. & Mathieu etc. The Influence of Shared Mental Models on Team Process and Performance. Journal of Applied Psychology, 2000, 85(2), 273-283.
[110] Jones. D.O., Charles, I. Stubbart , Arkalgud R. Strategic Groups and Competitive Enactment: A Study of Dynamic Relationship Between Mental Models and Performance. Strategic Magement Journal, 2001, 22, 435-454.
[111] Jones, GR. & George,J.M. The Experience and Evolution of Turst: Implications for Cooperation and Teamwork.. The Academy of Management Review, 1998, 23(3), 531-546.
[112] Kanter, R.M. Innovation: Our only hope for times ahead? . Sloan Management Review, 1984,25,51-55.
[113] Kanter, R.M. Supporting innovation and venture development in established corporations. Journal of Business Venturing, 1985, 1, 47-60.
[114] Kanter, R.M. When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. In B.M. Staw & L.L.Cummings (Eds.). Research in organizational behavior, 1988, 10,123-167.
[115] Kanter, A., Bruce, B.C., Haythornthwaite, C., Burbules, N. et al Modeling distributed knowledge processes in next generation multidisciplinary alliances. In Proceedings of Next Generation Enterprises Virtual Organizations and Mobile/Pervasive Technologies. AIWorc, Buffalo, NY, 2000.
[116] Kang, S. C., Morris, S. S., Snell, S.A. Extending the human resource architecture: Relational archetypes and value creation. CAHRS' Working Paper Series, 2003, 3 -13.
[117] Kirk, S. J., & Kent, R S. Creative Design Decisions. Van Nostrand Reinhold ComInc, 1988
[118] Kivimaki,M., & Elovainio, M. A short version of the TCI Development and psychometric properties. Journal of Occupational and Organizational Psychology. 1999.72.273-285.
[119] Kivimaki, M., & Kuk,G. The TCI: four or five factors: testing the structure of TCI in samples of low and high complexity jobs. Journal of Occupational and Organizational Psychology: 1997, 70, 321-334.
[120] Klimoski, R., & Mohammed, S. Team mental models: Construct or metaphor Journal of Management, 1994, 20,403-437.
[121] Kline, R.B. Principles and Practice of Structural Equation Modeling. New York: The Guilford Press, 1998.
[122] Klein, K, J., Dansereau, F. Hall, R.J. Levels Issues in Theory Development, Data Collection, and Analyses. Academy of Management Review, 1994, 19,195-229.
[123] Kraiger,K., & Wenzel, L.H, Conceptual development and empirical evaluation of measures of shared mental models indicators of team effectiveness. M. T. S. Brannick E, Prince C. Team Performance Assessment and Measurement: Theory, Methods and Applications. Mahwah, New Jersey: Lawrence Erlbaun Associates, Inc.1997, 63-84.
[124] Krammer, R.M. Trust and Distrust in Organizations: Emerging perspectives, enduring questions. Annual Review Psychology, 1999, 50, 569-598.
[125] Kratzer, J., Leenders, R.T. Engelen, J. Stimulating the Potential: Creative Performance and Communication in Innovation Teams. Creativity and Innovation Management, 2004, 13 (1), 63-71.
[126] Kratzer, J., Leenders, R.T. & Engelen, J. Managing creative team performance in virtual environments: an empirical study in 44 R &D teams. Technovation, 2006, 26 (1), 42.
[127] Kraut, R.E., Fussell, S.R., Brennan, S.E., et al. Understanding Effects of Proximity on Collabration: Implications for Technologies to Support Remote Collaborative Work. In Hinds, P.J. & Kiesler, S.(Eds.), Distributed Work. Cambridge, MA: MIT Press, 2002.
[128] Kurtzberg, T.R. Feeling Creative, Being Creative: An Empirical Study of Diversity and Creativity in Teams. Creativity Research Journal, 2005, 17(1), 51-65.
[129] Kurtzberg, T. R. & Amabile, T. M. From Guilford to Creative Synergy: Opening the Black Box of Team Level Creativity. Creativity Research Journal, 2001, 13(3 &4), 285-294.
[130] Langan-Fox, J., Code, S., Langfield-smith, K. Team mental models: techniques, methods, and analytic approaches. Human Factors, 2000, 42(2), 242-271.
[131] Langan-Fox, J., Wirth,A., Code, S., etal. Analyzing shared and team mental models.International Journal of Industrial Ergonomics, 2001, 28,99-112.
[132] Langan-Fox, J., Anglim, J., Wilson, J.R. Mental models, team mental models, and performance: process, development, and future directions. Human Factors and Ergonomics in Manufacturing. 2004, 14(4), 333-352.
[133] Laurie, L. Levesque, Jeanne ,M., Wilson, L., Douglas R.Cognitive Divergence and Shared Mental Models in Software Development Project Teams. Journal of Organizational Behavior, 2001, 22, 135-144.
[134] Lee, H. & Byounggu C. Knowledge management enablers, p rocesses, and organizational performance: Anintegrative view and emp irical examination. Journal ofManagement Information Systems, 2003, 20 (1), 179- 228.
[135] Leenders, R.T.A.J., Engelen, J.M.L. Kratzer, J. Virtuality, Communication and New Product Team Creativity: A Social Netwok perspective.Jonrual of Engeineering and Technology Management, 2003, 20(1-2), 69-92.
[136] Leigh,L.,Thompson, &Hoon-Seok,C. Creativity and innovation in organizational teams.London: Lawarence Erlbaum Associates, Publishers, Mahwah, New Jersey, 2006
[137] Leonard, D. &Swap, W. When Sparks Fly: Igniting Creativity in Groups.Boston: Harvard Business School Press, 1999
[138] Levesque, L.L., Wilson, J.M. Wholey, D.R. Cognitive divergence and shared mental models in software development project teams Journal of Organizational Behavior, 2001, 22, 135-144.
[139] Levine, J.M., Moreland, R.L. Progress in small group research. Annual Review of Psychology, 1990, 41, 585-634.
[140] Lewis, K. Measuring transactive memory systems in the field: Scale development and validation. Journal of Applied Psychology, 2003, 88, 587-604.
[141] Lewis, K. Knowledge and performance in knowledge-worker teams: a longitudinal study of transactive memory systems. Management Science. 2004, 50(11), 1519-1533.
[142] Liang, D.W., Moreland, R.L, Argote, L. Group versus individual training and group performance: The mediating role of transactive memory. Personality and Social Psychology Bulletin, 1995, 21(4), 384-393.
[143] Lim, B.C., Klein, K.J. Team mental models and team performance: A field study of the effects of team model similarity and accuracy. Journal of Organizational Behavior, 2006, 27,403-418.
[144] Mac, C., Ausin, J. Applications of structural equation modeling in psychological research. Annual reviews of psychology, 2000, 51, 201-226.
[145] Mark, D., Cannon, A.C., Edmondson. Confronting failure: antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 2001, 22,161-177.
[146] Marks, M.A., Zaccaro, S.J., Mathieu, J.E. Performance implications of leader briefings and Team-interaction training for team adaptation to novel environments. Journal of Applied Psychology, 2000, 85 (6), 971-986.
[147] Marks, M.A., Mathieu, J.E., Zaccaro, S.J. A Temporally Based Framework and Taxonomy of Team Processes. Academy of Management Review, 2001, 36(3), 356-376.
[148] Marks, M. A. et al. The impact of cross training on team effectiveness, Journal of Applied psychology, 2002, 87,3-13.
[149] Mathieu, J.E., Hefmer, T.S., Goodwin, GF., et al. The influence of shared mental models on team process and performance. Journal of Applied Psychology, 2000, 85 (2), 273-283.
[150] Mathieu, J.E., Heffner, T.S., Goodwin, GF. et al. Scaling the quality of teammates' mental models: equifinality and normative comparisons. Journal of Organizational Behavior, 2005, 26, 37-56.
[151] Mayer, C.R., & Gavin, M.B. Trust in management and performance: who m inds the shop while the employees watch the boss? Academy of Management Journal, 2005, 48, 874-888.
[152] McCauley, D. P., Kuhnert, K.W. A theoretical review and empirical investigation of employee trust in management. Public Administration Quarterly, 1992, 16 ( 3), 265-283.
[153] Michael, D., Ensley, Craig, L.P. Shared Cognition in Top Management Teams: Implications for New Venture Performance. Journal of Organizational Behavior, 2001, 22, 145-160.
[154] Milliken, F. J. & Martins, L.L. Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. Academy of Management Review, 1996, 21(2), 402-433.
[155] Mohammed, S., Klimoski, R., Rentsch, J. R. The measurement of team mental models: we have no shared schema. Organizational Research Methods, 2000, 3, 123-165.
[156] Mohammed,S., Dumville, B.C. Team mental models in a team knowledge framework: expanding theory and measurement across disciplinary boundaries. Journal of Organizational Behavior, 2001, 22,89-106.
[157] Mood, A. M., Graybill, F.A., Boes, D.C. Introduction to the Theory of Statistics. New York: McGraw-Hill, 1974.
[158] Moreland, R. Transactive memory: Learning who knows what in work groups and organizations. In: Thompson, L., Messick, D., Levine, J. (Eds.), Sharing knowledge in organizations.Hillsdale, NJ: Lawrence Erlbaum, 1999,3-31.
[159] Moreland, R.L., Myaskovsky, L. Explaining the performance benefits of group training: Transactive memory or improved communication? Organizational Behavior and Human Decision Processes, 2000, 82,117-133.
[160] Mulvey, P. W. & Klein, H. J. The Impact of Perceived Loafing and Collective Efficacy on Group Goal Processes and Group Performance. Organizational Behavior and Human Decision Processes, 1998, 74(1),62-87.
[161] Mumford, M.D. Where have we been, where are we going ? Taking stock in creativity research. Creativity Research Journal, 2003, 15, 107-119.
[162] Mumford, G.M., Scott, B.G. & Jill, M. Strange, Leading creative people: Orchestrating expertise and relationships. The Leadership Quarterly, 2002, 13, 705- 750.
[163] Nahapiet, J., & Ghoshal, S. Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 1998, 23 (2) ,242-266.
[164] Nell, A., Carsten ,K.W., Dreu, Bernard, A.N. The routinization of innovation research: a constructively critical review of the state- of- the- science. Journal of Organizational Behavior 2004(25), 147-173.
[165] Niu ,W.H., & Sternberg, R.J. Contemporary studies on the concept of creativity: the ast and the west Journal of Creative Behavior, 2002, 36(4), 269-288.
[166] Nonaka, I. The Knowledge creating Company. Harvard Business Review, 1991, 12, 99-104.
[167] Nonaka, I. A Dynamic Theory of Organizational Knowledge Creation. Organizational Science, 1994,5, 14-37.
[168] Nonaka, I. & Takeuchi, H. The knowledge-creating company. how Japanese companies create the dynamics of innovation. Oxford University Press, New York, 1995.
[169] Nonaka, I. & Konno, N. The concept of "ba" : building a foundation for knowledge creation. California Management Review, 1998, 40(3), 40-54.
[170] Nonaka, I., Toyama R., Konno N. SECI. Ba and Leadership: a Unified Model of Dynamic Knowledge Creation. Long Range Planning, 2000, 33, 5-34.
[171] Nrico, R., Nchez.M., Gil, F., et al. Team implicit coordination process: A team knowledge-based approach. Academy of Management Review, 2008, 33, 163-184.
[172] Nunnally. Psychometric Theory. New York: Mcgraw-Hill, 1978.
[173] Ocker, R.J. Influences on Creativity in Asynchronous Virtual Teams: A Qualit- -ative Analysis of Experimental Teams. IEEE Transactions On Professional Communication, 2005, 48(1), 22-39.
[174] Osborn, A.F., Applied imagination. New York: Scribner, 1957.
[175] Oppenheim, A.N. Questionnaire Design, Interviewing and Attitude Measure- -ment. New York: Continuum, 1992.
[176] Paul, S., & Peter, T. Social factors of work-environment creativity. Journal of Business and Psychology, 2007 21(3), 407-428.
[177] Paulus, P.B., Bernard,A., Nijstad.(Eds.).Group Creativity, Innovation Through Collaboration. New York: Oxford University Press.2003.
[178] Paulus, P.B, Dugosh, K.L., Dzindolet, M.T., Coskun, H., & Putnam, V.L. Social and cognitive influences in group brainstorming: Predicting production gains and losses.European Review of Social Psychology, 2002, 12, 299-325.
[179] Paulus, P.B., & Yang, H.C. Idea generation in groups: A basis for creativity in organizations.Organizational Behavior and Human Decision Processes.2000, 82, 76-87.
[180] Paulhus,D.L. Self-Deception and Impression Management in Test Responses. In Angeleitne, A. &Wiggins,J.S.(Eds.), Personality Assessment Via Questionnaires: Current Issues in Theory and Measure. New York: Spring-Verlag, 1986.
[181] Pedhazur, E.J., & Schmelkin, L.P. Measurement, Design, and Analysis: An Integrated Approach. Hillsdale, New Jersey: Lawrence Erlbaum Associates, Publishers, 1991.
[182] Pentland, B.T. Information system s and organizational learning: The social epistemology of organizational knowledge system s. A counting, Management and Information Technologies, 1995, 5 (1), 1- 21.
[183] Peterson, E., Mitchell, T.R., Thompson, L., Burr, R. Collective efficacy and aspects of shared mental models as predictors of performance over time in work groups.Group Processes and Intergroup Relations, 2000, 3, 296-316.
[184] Pirola-Merlo, A., & Mann, L. The Relationship between Individual Creativity and Team Creativity: Aggregating across People and Time. Journal of Organizational Behavior, 2004, 25(2), 235-257.
[185] Rasker, P. Post, W., Schragen, J. Effects of two types of intra-team feedback on developing a sharing mental model in command & control teams. Ergonomics, 2000, 43(8), 1167-1189.
[186] Rentsch, J. Climate and culture: interaction and qualitative differences in organizational meanings. Journal of Applied Psychollgy, 1990, 75, 668-681.
[187] Rentsch, J.R., Hall, R.J. Members of great teams think alike: a model of the effectiveness and schema similarity among team members. Advances in Interdisciplinary Studies of Work Teams, 1994, 1,233-261.
[188] Rentsch, J. R., Klimoski, R.J. Why do "great minds" think alike? Antecedents of team member schema agreement. Journal of Organizational Behavior, 2001, 22 (2), 107-120.
[189] Resnick, L.B. Shared cognition: Thinking as social p racticel In Perspectives on socially shared cognition, eds. L B Resnick, Levine, JM, Teasley, SD1 Washington D C: American Psychological Association, 1991.
[190] Richard, K., Suasan, M. Team mental model: Construct or metaphor? Journal of Management 1994, 20(2), 403-437.
[191] Richards, T. & Moger, S. Creative Leaders: A Decade of Contributions from Creativity and Innovation Management Journal. Creativity & Innovation Management, 2006, 15(1), 4-18.
[192] Robert, M., & Grant. Toward Knowledge based Thory of Firm. Strategic Management Journal, 1996(17), 109-122.
[193] Rouse, W. B., & Morris, N.M. On looking into the black box: Prospects and limits in the search for mental models. Psychological Bulletin, 1986,100, 349-363.
[194] Runco, M., Alfono,V. Implicit theories of Spanish painters. Creativity Research Journal, 2003, 15(4), 409-415.
[195] Runco, M.A. Creativity. Annual Reviews of Psychology. 2004, 55, 657-687.
[196] Samer, F., Lee, S. Coordinating expertise in software development teams. Management Science, 2000, (12), 1554-1568.
[197] Sara, A., McComb, P. E., Green, S. G., Compton, W. D. Project Goals, Team Performance, and Shared Understanding. Engineering Management Journal, 1999, 11(3), 7-12.
[198] Senge, P. The Fifth Discipline: The Art & Practice of the Learning Organization. New York: Doubleda, 1990.
[199] Senge, P.M.,The Fifth Discipline-The Art and Practice of the Learning Organization. New York: Doubleday.Anand, V Manz, C. C., and Glick, W.H. An Organizational Memory Approachto Information Management'. Academy of Management Review, 1998, 23.
[200] Schriesheim, C., Castro, S., Cogliser, C. Leader-member exchange (LMX) research: A comp rehensive review of theory, measurement, and data-analytic procedures. Leadership Quarterly, 1999, 10,63-113.
[201] Simonton, D.K. Creativity cognitive personal, Developmental, and Social Aspects. American Psychologist.2000, 1, 151-158.
[202] Simonton, D.K. Genius, Creativity, and Leadership. Historiometrie Inquiries. Canbridge, MA: Harvard University Press. 1984.
[203] Smith-Jentsch, K.A., Campbell, GE., Milanovich, D.M., et al. Measuring teamwork mental models to support training needs assessment, development and evaluation: Two empirical studies. Journal of Organizational Behavior, 2001, 22(2), 179-194.
[204] Smith-Jentsch, K.A., Mathieu, J.E., Kraiger, K. Investigating linear and interactive effects of shared mental models on safety and efficiency in a field setting. Journal of Applied Psychology, 2005, 90(3), 523-535.
[205] Sternberg, R.J., Lubart, T.I. An investment theory of creativity and its' development. Human Development, 1991, 34,1-32.75-82.
[206] Sternberg, R.J., & Lubart, T. I. Investing in Creativity.American Psychologist, 1996, 51 (7), 95-110.
[207] Sternberg, R.J., (Ed) Handbook of creativity, Cambridge, England: Cambridge University Press: 1999, 339-350.
[208] Stemberg, R.J., Kaufman, J.C. Pretz, J.E. The Propulsion Model of Creative Contributions Applied to the Arts and Letters. Journal of Creative Behavior, 2001, 2, 116-124.
[209] Stefania, B. Organizational creativity: breaking equilibrium and order to innovate. Journal of knowledge management, 2005,9(4), 19-33.
[210] Stout, R. J., Cannon-Bowers, J.A., Salas, E, et al. Planning, shared mental models, and coordinated performance: an empirical link is established. Human Factors, 1999, 41, 61-71.
[211] Susan, M., & Brad, C. D. Team Mental Models in a Team Knowledge Framework: Expanding Theory and Measurement Across Disciplinary Boundaries. Journal of Organizational Behavior, 2001, 22, 89-106.
[212] Susan Mohammed, Richard Klimoski, Joan R.Rentsch.. The Measurement of Team Mental Models: We Have No Shared Schema. Organizational Research Methods, 2000, 3 (2), 123-165.
[213] Susan, M., & Klimoski, R. Team Mental Model: Construct or Metaphor. Journal of Management, 1994, 20(2), 403-437.
[214] T.R.Kurtzberg, T. M. Amabile, From Guilford to creativity Synergy: Opening the Black Box of Team-Level Creativity. Creativity Research Journal, 2000-2001, 13(3&4), 285-294.
[215] Taggar, S. Individual Creativity and Group Ability to Utilize Individual Creative Resources AMultilevel Model. Academy of Management Journal, 2002, 45(2), 315-330.
[216] Tagiuri, R. The concept of organizational climate. In: Tagiuri R, Litwin G H ed. Organizational climate: Exploration of a concept.Boston: Harvard University Press, 1968. 11-32.
[217] Teharden, D.P., Sheetz, S.D. Group cognitive mapping: a methodology and system for capturing and evaluating managerial and organizational cognition. Omega, 2003, 31, 113-125.
[218] Tesluk, P.E., Farr, J.L., & Klein, S.R.Influences of organizational culture and climate on individual creativity. Journal of creative Behavior, 1997, 31, 27-41.
[219] Tsai,W., Ghoshal, S. Social cap ital and value creation: The role of intrafirm networks.Academy of Management Journal, 1998, 414, 464-476.
[220] Tseng, T. Collective Efficacy, Anxiety, Creativity Innovation and Work Performance at the Team Level. Unpublished Ph. D. Dissertation, University of Southern California, Los Angeles, California, 2001.
[221] Van, D.V.G, Emans, B., Van, D.V.E. Effects of Interdependencies in Project Teams. Journal of Social Psychology, 1999, 139(2), 202-215.
[222] Van, D.V.G, Emans, B., Van, D.V.E. Team Members' Affective Responses to Patterns of Intragroup Interdependence and Job Complexity. Journal of Management, 2000, 26(4), 633-655.
[223] Van, D.V.G, Emans, B., Van, D.V.E. Patterns of Interdependence in Work Teams: A Two-Level Investigation of the Relations with Job and Team Satisfaction. Personnel Psychology, 2001, 54(1), 51-69.
[224] Van, D.V.G, & Janssen, O. Joint Impact of Interdependence and Group Diversity on Innovation. Journal of Management, 2003, 29(5), 729-751.
[225] Van, D.V.G., & Van, D.V.E. Effects of Perceived Skill Dissimilarity and Task Interdependence on Helping in Work Teams. Journal of Management, 2005, 31(1), 73-89.
[226] Volpe, C. E., Cannon-Bowers, J.A., Salas, E., et al. The impact of cross-training on team functioning: An empirical investigation. Human Factors, 1996, 38, 87-100.
[227] Wang, L.Y., & Chen, J. A New Motivation Approach for Intellectual Employees Establishment and Management of Dynamic Psychological-constracts. Inter- -national Engineering Management Conference, In Brazil, 2006a, 132-135.
[228] Wang, L.Y. Motivation Mechanism based on Psychological-contracts of Knowledge Teams. Proceeding of The Eighth West Lake International Conference on SMB, 2006b, 1481-1485.
[229] Wang, L.Y., Chen, J., & Zhou L.X. Study on Structure Dimension of Intellectual Employees' Psychological Contract in Hi-tech Companies in China. The International Conference on Industrial Engineering and Engineering Management, In Singapore, 2007a, 437-441.
[230] Wang, L.Y., & Ruan, A.J. Mechanism of R &D Team Creativity Based on Knowledge Creation and Organizational Learning. Chinese Private Economy Innovation International Forum. In Zhejiang Taizhou.2007b, 328-332.
[231] Wang, L.Y., & Chen, J. Empirical Study on the Influence Factors of R &D Team Creativity in China. The 4th International Conference on Management Innovation & Technology, In Thailand, 2008,175-181.
[232] Walter, M.J., Gupta, N., Giambatista, R.C. Effects of adaptive behavior and shared mental models on control crew performance. Management Science. 2004, 50(11), 1534-1545.
[233] Weber, R.A., & Camerer, C.F. Cultural Conflict and Merger Failure: An Experimental Approach. Management Science, 2003, 49(4), 400-415.
[234] Webber, S.S., Chen, G, Payne, S.C., et al. Enhancing team mental model measurement with performance appraisal practices. Organizational Research Methods, 2000, 3 (4), 307-322.
[235] West, M. A. The social psychology of innovation in groups. In West, M. A. & Farr, J. L. ( Eds.), Innovation and creativity at work, New York: John Wiley & Sons, 1990, 309-322.
[236] West, M. A., & Wallace, M. Innovation in health care teams. European Journal of Social Psychology, 1991, 21, 301-315.
[237] West, M.A., & Caroline, B. Individual, climate, and group interaction process as predictors of work team innovation. Small Group Research, 1995, 26, 315-327.
[238] West, M.A. Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Applied Psychology: An International Review, 2002, 51(3), 355-424.
[239] Wegner, D.M. Transactive memory: A contemporary analysis of the group mind. In Mullen B, Goethals G R ( Eds). Theories of group behavior. New York: Sp ringer-Verlag, 1986, 185-205.
[240]Wegner,D.M.Transactive memory:A contemporary analysis of the group mind.In:B Mullen,G R Goethals(Eds.),Theories of group behavior.New York:Springer-Verlag,1987,185-208.
[241]Wegner,D.M.,& Erber,R.,Raymond,P.Transactive memory in close relationships.Journal of Personality and Social Psychology,1991,61,923-929
[242]Wegner,D.M.A computer network model of human transactive memory.Social Cognition,1995,13(3),319-339.
[243]Wilson,J.R.,& Rutherford,A.Mental models:Theory and application in human factors.Human Factors,1989,31,617-634.
[244]Wittenbaum,G..,Stasser,G..,Merry,C.Tacit coordination in anticipation of small group task completion.Journal of Experimental Social Psychology,1996,32,129-152.
[245]Woodman,R.W.,Sawyer,J.E.& Griffin,R.W.Toward a Theory of Organizational Creativity.Academy of Management Review,1993,18(2),293-321.
[246]Woodman,R.W.,& Schoenfeldt,L.F.Individual differences in creativity:An interaction perspective.In J.A.Clover,P.R.Ronning & C.R.Reynolds(Eds).Handbook of creativity.New York:Plenum,1989,77-92.
[247]Yan,M.& Gray,B.Bargaining power,management control,and performance in United States-China joint ventures:A comparative case study.Academy of Management Journal,1994,37(6),1478-1517.
[248]Yin,R.K.Cross-case analysis of transtormed firms.In More transformed firms case studies.Gaithersburg,MD:U.S.Department of Commerce,National Institute of Standards and Technology,2000,109-123.
[249]Yin,R.K.Case study research:Design and methods(3rd,ed.).Thousand Oaks,CA:Sage,2003.
[250]Yoo,Y.,& Kanawattanachai,P.Development of transactive memory systems and collective mind in virtual teams.The International Journal of Organizational Analysis,2001,9,187-208.
[251]Young,R.M.Surrogates and mapping:two kinds of conceptual models for interactive devices.Mental models.Hillsdalc,NJ:Erlbaum.1983.
[252]Yue,X.,& Rudowicz,E.Perception of the most creative Chinese by undergraduates in Beijing,Guangzhou,Hongkong,and Taipei.Joural of Creative Behavior,2002,36(2),88-104.
[253]Zaccaro,S.J.,Blair,V.,Peterson,C.,& Zazanis,M.Collective efficacy.In:J.E.Maddux (Ed.).Self-efficacy,adaptation,and adjustment:Theory,research,and application.New York:Plenum,1995,305-328.
[254][美]埃里克·冯·希普尔.陈劲,朱朝辉.民主化创新.北京:知识产权出版社,2007.
[255][美]埃里克·冯·希普尔.柳卸林,陈道斌.创新的源泉-追循创新公司的足迹.北京:知识产权出版社,2005.
[256][美]艾伦·鲁宾逊.萨姆·斯特恩.杨炯.公司创造力-创新和改进是如何发生的.上海: 上海文出版社 2001.
[257][美]彼得·德鲁克.朱雁斌.21世纪的管理挑战.北京:北京三联书店,2000.
[258][美]彼特·圣吉.郭进隆.第五项修炼—学习型组织的艺术与实务.上海:上海三联书店,1996.
[259]白新文.王二平.共享心智模型研究现状.心理科学进展,2004a,12(5),791-799.
[260]白新文,李锋和陈毅文.社会称许性量表的测量等价性探讨.心理科学,2004 b,27(5),1083-1086.
[261]白新文.王二平等.团队作业与团队互动两类共享心智模型的发展特征.心理学报,2006,38(4),598-606.
[262]蔡华俭,符起俊,桑标等.创造性的公众观的调查研究(1)-关于高创造者的特征.心理科学,2001,24(1),46-49.
[263]蔡明宏,刘晓雯.创造力工作环境特质与信息科技特征对组织创新之影响-数字文化产业之实证分析.第七届产业管理研讨会论文集,1998,133-167.
[264]陈国权.李赞斌.学习型组织中的“学习主体”类型和案例研究.管理科学学报,2002,5(4),51-67.
[265]陈国权.赵慧群.蒋璐.团队心理安全、团队学习能力与团队绩效关系的实证研究.科学学研究,2008(12),1283-1292.
[266]陈劲.创新的地平线.北京:中国出版集团现代教育出版社,2007.
[267]陈劲.管理的式微.北京:科学出版社,2009.
[268]陈劲.最佳创新公司.北京:科学出版社,2010待出版.
[269]陈劲,王黎萤.专业技术人员创新能力培养与提高.北京:国家行政学院出版社.2008.
[270]陈劲,伍蓓,金珺.技术管理.北京:科学出版社,2008.
[271]陈劲,伍蓓,金珺,黄鲁成.研究与开发管理.北京:清华大学出版社.2009.
[272]陈婷.软件开发人员共享心智模式的实证研究.硕士学位论文,暨南大学.2006.
[273]陈威豪.创造与创新氛围主要测评工具述评.中国软科学,2006a(7),86-95.
[274]陈威豪.创造与创新氛围研究评述.自然辩证法研究,2006b(11),15-19.
[275]陈晓.组织创新气氛影响员工创造力的过程模型研究.硕士学位论文,浙江大学,2006.
[276]陈晓萍.徐淑英.樊景立.组织与管理研究的实证方法.北京:北京大学出版社,2008.
[277][美]戴维·斯密克.陈勇.世界是弯的:全球经济潜在的危机.北京:中信出版社,2009.
[278]丁志华,李萍,胡志新等.团队创造力数学模型的研究.九江学院学报(自然科学版),2005(3),107-110.
[279]邓雪梅,傅世侠等.知识团队创造力中的认知风格研究.北京师范大学学报(社会科学版),2003(6),40-47.
[280]杜一菲.领导风格与团队人格特征对共享心智模型的影响.硕士学位论文,河南大学,2007.
[281][美]弗朗斯·约翰松.刘尔铎,杨小庄.美第奇效应.创新灵感与交叉思维.北京:商务印书馆,2006.
[282]傅世侠,罗玲玲.科学创造方法论-关于科学创造与创造力研究的方法论探讨 北京:中国经济出版社,2000.
[283]傅世侠.创新、创造与原发创造性,科学技术与辩证法,2002(2),39-42.
[284]傅世侠.创造学究竟是什么.科学学研究,2003,21(5),455-460.
[285]傅世侠,罗玲玲.建构科技团体创造力评估模型.北京大学出版社,2005,4.
[286]高鹏.李媛.汤超颖.TCI在我国的有效性检验:研发团队创新气氛的测度.科学学与科学技术管理,2009(6),166-170.
[287][美]戈登,林康义等.综摄法——创造才能的开发.北京现代管理学院,1998.74.
[288]耿新,彭留英.企业知识的分类、分布与转化机制研究.管理科学,2004,17(4),43-48.
[289]管文颍.团队决策过程中共享心理模型演化的影响因素研究.硕士学位论文,浙江大学,2006.
[290]郭俊德,黄敏儿,马庆霞.科技人员创造动机与创造力的研究.应用心理学,2000(2),8-13.
[291]韩振华,任剑峰.社会调查研究中的社会称许性偏见效应.华中科技大学学报(人文社会科学版),2002(3),47-50.
[292]何贵兵,杨琼.共享心理模型的测量.人类工效学,2006(12),39-41.
[293]侯杰泰,温忠麟,成子娟.结构方程模型及其应用.北京:教育科学出版社,2004.
[294]黄芳铭.结构方程模式:理论与应用.北京:中国税务出版社,2003.
[295]黄芹.新产品开发团队创造力的形成及影响因素研究.硕士学位论文,浙江大学,2006.
[296]黄兆银.R&D全球化研究.武汉:武汉大学出版社,2006.
[297][美]霍华德.加纳,洪友,李艳芳.创造力7次方.北京:中国发展出版社,2007.
[298][美]吉姆·麦卡锡.苏斐然.微软团队成功秘诀.北京:机械工业出版社,2000.
[299][美]杰恩.川迪斯.柳卸林,杨艳芳.研发组织管理.用好天才团队.北京:知识产权出版社,2005.
[300]金杨华.王重鸣.杨正宇.虚拟团队共享心理模型与团队效能的关系.心理学报:2006,38(2),288-296.
[301]柯江林,孙健敏,石金涛,顾琴轩.企业R&D团队之社会资本与团队效能关系的实证研究—以知识分享与知识整合为中介变量.管理世界,2007a(3),89-101.
[302]柯江林、石金涛和孙建敏.团队社会资本的维度开发及结构检验研究.科学学研究,2007b,25(5),935-940.
[303]李怀祖.管理研究方法论.西安:西安交通大学出版社,2004.
[304]李锋,李永娟,任蜻等.工业组织心理学中的社会称许性研究.心理科学进展,2004,12(2),455-461.
[305]李信萤.个人创造力、组织创新气候与创新绩效相关之研究.硕士学位论文,国立中央大学企业管理研究所,2002.
[306]廖成林,袁艺.基于社会认知理论的企业内知识分享行为研究示.科技进步与对策,2009(2),137-139.
[307]林嵩.结构方程模型原理及AMOS应用.武汉:华中师范大学出版社,2008.
[308]凌建勋.团队创新气氛问卷的制与研究.硕士学位论文,暨南大学,2003.
[309]刘云,石金涛,张文勤.创新气氛的概念界定与量表验证.科学学研究,2009(2),289-294.
[310]龙飞,戴昌钧.基于组织共享心智模型的组织知识管理研究.情报杂志,2007(1),81-85
[311]龙飞,戴昌钧.基于组织共享心智模型的组织知识创新战略的形成机制分析.图书情报工作,2008a(4),70-73.
[312]龙飞,戴昌钧.基于组织共享心智模型的组织知识创新成果内部传播效率分析.研究与发展管理,2008b(8),95-101.
[313]龙飞,基于组织共享心智模型的组织知识创新管理研究.博士学位论文,上海东华大学,2008c.
[314][美]罗伯特·J·斯腾博格.施建农等.创造力手册.北京:北京理工大学出版社,2005.
[315][美]罗伯特·殷.周海涛等.案例研究设计与方法.重庆:重庆大学出版社,2004a.
[316][美]罗伯特·殷.周海涛等.案例研究方法的应用.重庆:重庆大学出版社,2004b.
[317]罗玲玲.创造力开发.长沙:湖南大学出版社,2002.
[318]罗玲玲,邓雪梅等.科技团队的内外创造氛围研究.科学学与科学技术管理,2003(9),71-74.
[319]罗玲玲.科技团体创造力的经典研究—评戈登在团体创造实证研究方面的贡献.科学技术与辩证法,2004(6),34-37.
[320]吕晓俊.组织中员工心智模式的理论与实证研究.博士学位论文,华东师范大学,2002.
[321]吕晓俊.心智模型的阐释:结构、过程与影响.上海:上海人民出版社,2007.
[322]吕晓俊.共享心智模型对团队效能的影响.心理科学,2009,32(2),440-442.
[323][美]M·艾森克,M.T.基恩.高定国,肖晓云.认知心理学.上海:华东师范大学出版社,2004.
[324]马庆国.管理统计.北京:科学出版社,2002.
[325]彭耀荣,李孟仁.创造学教程.广州:中南大学出版社.2001.
[326][美]奇凯岑特米哈伊.吴镇平.创造性:发现和发明的心理学.上海:上海文出版社, 2001.
[327]饶瑞霖.创造力相关的内外在环境特质与内外在动机的关系研究-学童与厂商跨领域的比较.硕士学位论文,中央大学企业研究所(台湾),2000.
[328]施良方.学习论.北京:人民教育出版社,2001.
[329]孙国强.网络组织治理机制体系.经济管理.2003(4),39-43.
[330]孙海法,刘运国和方琳.案例研究的方法论.科研管理,2004(2),107-112.
[331]孙锐,李海刚.基于知识创新的知识团队研究.科研管理,2006a(11),92-96.
[332]孙锐,石金涛.基于提升企业创新能力的组织创新氛围研究分析与展望.科学学与科学技术管理,2006b(7),19-24.
[333]孙锐.中国企业组织创新气氛结构实证研究.科研管理,2009(1),38-44.
[334]孙雍君.科技团体创造力研究的理论背景分析.科学学研究,2003(5),461-466.
[335]孙雍君.关于知识团队创造力评估模型研究.自然辩证法研究,2001(6),45-50.
[336][美]唐·泰普斯科特.安东尼·威廉姆斯.何帆.林季红.维基经济学-大规模协作如何改变一切.北京:中国青年出版社,2008.
[337]唐宁玉,王重鸣.虚拟团队学习效能研究:社会认知因素的影响.心理科学,2007,30(1),227-231.
[338]唐锡晋.刘怡君.从群体支持系统到创造力支持系统.系统工程理论与实践.2006(5),63-71.
[339]田友谊.西方创造力研究20年:回顾与展望.国外社会科学,2009(2),122-130.
[340]田友谊.国外创造力理论研究新进展.上海教育科研,2004(1),14-17.
[341]涂富高.创造力人员激励因素偏好之研究-以电子业为例.硕士学位论文.大同大学事业经营研究所(台湾),2000.
[342]王重鸣.心理学研究方法.北京:人民教育出版社,2001.
[343]王端旭.研发团队激励机制设计的情景分析.科研管理,2006,27(6),80-85.
[344]王端旭,薛会娟.团队内隐协调的运作机理及影响因素分析.科学学与科学技术管理,2009a(2),160-163.
[345]王端旭,薛会娟,张东峰.试论“远缘杂交”与创造力的提升.科学学与科学技术管理,2009b(7),182-185.
[346]王慧.软件开发团队创新气氛与工作投入实证研究.硕士学位论文,大连理工大学,2006.
[347]王金红.案例研究法及其相关学术规范.同济大学学报(社会科学版),2007,12(3),87-96.
[348]王黎萤.新人力资源管理教程.北京:中国计量出版社,2005.
[349]王黎萤,陈劲.知识型员工心理契约结构探索和激励机制研究.经济管理,2008(1),17-21.
[350]王黎萤,陈劲.基于团队共享心智模型的研发团队创造力影响机制研究.科学学研 究,2009.已录用.
[351]王黎萤,陈劲.国内外团队创造力研究述评.研究与发展管理,2009.已录用.
[352]王雁飞,朱瑜.国外组织创新气氛研究概述.外国经济与管理,2005(8),26-32.
[353]王雁飞,朱瑜.组织创新气氛的研究进展与展望.心理科学进展,2006,14(3),443-449.
[354]王习胜.国内科技团队创造力评估研究述评.自然辩证法研究,2002(8),50-52.
[355]王紫薇.基于知识共享过程的规范与承诺对创造力的影响研究-以IT企业研发人员为例.硕士学位论文,浙江大学,2008.
[356]温忠麟,侯杰泰和马什赫伯特.结构方程模型检验:拟合指数与卡方准则.心理学报.2004,36(2),186-194.
[357]温忠麟,张雷和侯杰泰等.中介效应检验程序及其应用.心理学报,2004,36(5),614-620.
[358]温忠麟,侯杰泰和张雷.调节效应与中介效应的比较和应用.心理学报,2005,37(2),268-274.
[359]武欣,张厚粲.创造力研究的新进展.北京师范大学学报:社会科学版,1997(1),13-18.
[360]武欣,吴志明.团队共享心智模型的影响因素与效果.心理学报,2005,37(4),542-549.
[361]武欣,吴志明.基于共享心智模型的团队知识管理.研究与发展管理,2006(6),9-15.
[362]吴治国,石金涛,杨帆.组织创新气氛概念的讨论与界定.科学学研究,2008(2),435-441.
[363]项保华,张建东.案例研究方法和战略管理研究.自然辩证法通讯,2005(5),62-66.
[364]解春玲.浅谈内隐社会认知的研究与现状.心理科学,2005,28(1),146-148.
[365]谢小云,王重鸣,析柳春.共享心理模型的前因变量研究:群体合成特征的视角.应用心理学,2007,13(2),174-180.
[366]熊德勇,金生.SECI过程与知识发酵模型.研究与发展管理,2004,16(2),14-19.
[367]徐寒易,马剑虹.共享心智模型:分布、层次与准确性初探.心理科学进展,2008,16(6),933-940.
[368]许庆瑞.全面创新管理-理论与实践.北京:科学出版社,2007.
[369]杨琼.共享心理模型与绩效关系研究.硕士学位论文,浙江大学,2006.
[370]杨正宇,王重鸣,谢小云.团队共享心理模型研究新进展.人类工效学,2003,9(3),34-37.
[371]杨志蓉.团队信任、互动行为与临时团队创造力研究.博士学位论文,浙江大学,2006.
[372]叶康涛.案例研究:从个案分析到理论创建-中国第一届管理案例学术研讨会综述.管理世界,2006(2),139-143.
[373][日]野中郁次郎,胜见明.林忠鹏,谢群.创新的本质-日本名企最新知识管理案例.北 京:知识产权出版社,2006.
[374]尹启铭.产品创新自由度、企业策略与技术政策之关系-台湾信息电子业实证研究.博士学位论文,政治大学企业管理研究所,1989.
[375]余菁.案例研究与案例研究方法.经济管理,2004(20),24-29.
[376][日]竹内弘高,野中郁次郎.李萌.知识创造的螺旋-知识管理理论与案例研究.北京:知识产权出版社,2006.
[377]张钢,熊立.交互记忆系统的研究与进展.心理科学进展,2007,15(5),840-845.
[378]张钢,熊立.交互记忆系统与团队异质性、成员异质性、团队绩效关系的实证研究.技术经济,2008(5),26-33.
[379]张鸿文.高科技研究机构工作群体环境与创新关系之研究.硕士学位论文,政治大学企业管理研究所(台湾),1986.
[380]张剑,徐金梧,王维才.创造性组织环境研究的新进展.科研管理,2006(1),127-132.
[381]张杰.社会资本影响员工创造力过程模型研究.硕士学位论文,浙江大学,2007.
[382]张景焕.创造力研究的回顾与前瞻.心理科学,2007(4).995-997.
[383]张平,王宏淼.经济危机与技术创新.中国经贸易导刊,2009(9),25-29.
[384]张庆林,R.J.Sternberg.创造性研究手册.成都:四川教育出版社,2002.
[385]张震,马力,马文静.组织气氛与员工参与的关系.心理学报,2002,34(3)312-318.
[386][日]芝祐顺.曹亦薇.因素分析法.北京:人民教育出版社,1999.
[387]周国梅,傅小兰.分布式认知:一种新的认知观点.心理科学进展,2002,10(2),147-153.
[388]周耀烈,杨腾蛟.个体创造力向团队创造力转化的机理研究.科学学研究,2007(12),409-412.
[389]周莹,王二平.团队过程的研究现状.人类工效学,2007(9),64-66.
[390]朱潋.团队创新气氛与学习型组织相关性研究.硕士学位论文,上海交通大学,2007.