高校创新型科研团队的组织及其对绩效的作用机理研究
|
摘要
20世纪以来,随着“小科学”时代向“大科学”时代的快速迈进,科学研究逐渐由个体研究向团体研究转变。科研团队作为一种高效率的创新组织形式,应运而生。而高校创新型科研团队作为国家科学技术发明和科技创新的主力军,已成为建设创新型国家的最重要力量,受到了国内外研究的关注和重视。本文运用多学科理论和知识,采取实证分析和规范分析,定性研究与定量研究等多种研究方法,对高校创新型科研团队的组织形成机理及构建、组织演进机制、组织网络结构及组织对团队绩效的作用机理等问题进行了研究和探讨,以期在理论上深化和丰富高校创新型科研团队理论体系,实践上为我国高校创新型科研团队的组织、建设与发展提供理论借鉴和决策指导。论文的主要研究内容如下：
(1)对国内外研究文献做了较为全面的综述,界定了高校创新型科研团队的概念,进而对其主要特征和类型做了分析和探讨。提出了高校创新型科研团队的七种主要组织模式并对各种模式的组织结构和优缺点做了分析；界定了高校创新型科研团队绩效的内涵并阐述了其主要的表现形式。
(2)从外部因素推动和内部因素驱动两方面分析了高校创新型科研团队形成的动因；构建出高校创新型科研团队形成的一次性博弈模型、重复博弈模型和政策规制下的高校创新型科研团队形成机理博弈模型,阐释了高校创新型科研团队形成的内在机理和管理部门在高校创新型科研团队形成上的作用及策略选择；探讨了高校创新型科研团队组织构建的要素并提出了组织构建的原则,建立了组织构建过程模型,并对组织构建的具体步骤做了详细分析。
(3)构建了科研团队演进的熵模型,并提出团队演进率指标,按照演进速率的大小对高校创新型科研团队生命周期演进的四个阶段做了定量化界定和特征分析。进而引入团队进化熵,阐释了科研团队的内在演进机制。并对高校创新型科研团队演进中的退化和突变、早夭和早熟及漫长型生命周期等演进的特殊形态做了研究和探讨。
(4)运用社会网络分析理论,通过专家访谈和问卷调查收集高校创新型科研团队组织网络数据。采用典型案例研究法,对高校创新型科研团队的咨询网络、情感网络、合作网络和信任网络做了深入研究。基于此,对高校创新型科研团队的结网特点、网络结构及网络间的关系做了比较和分析。
(5)从组织环境、组织结构和组织网络三大方面共16个因素对高校创新型科研团队的组织对绩效的作用机理模型研究框架进行了设定,并结合国内外研究文献,提出了16个研究假设和相应的概念模型。
(6)对高校创新型科研团队的组织对绩效的作用机理模型进行了实证分析。通过对测量量表的查找、比较和修改,设计了初始调查问卷,并通过样本测试确定了最终的调查问卷。采用大规模问卷调研方法收集相关数据,在对所收集数据分析和质量评估基础上,运用相关性分析检验和路径分析模型检验方法对所提出的研究假设和作用机理模型进行了假设检验和实证分析。结果表明：所提出的16个研究假设中有12个得到支持,3个不支持,1个部分支持。其中团队资源、团队目标、团队支持、团队成员的创新能力、团队领导能力、团队稳固性、团队咨询网络的密度、团队情感网络的密度、团队合作网络的密度、团队信任网络的密度对科研团队绩效均具有正向影响作用。而团队小团体、团队破坏性冲突对科研团队绩效具有负向影响作用。团队规模在一定范围内会对团队绩效具有正向影响作用,但超过一定的临界值(6-10人)时,团队规模对科研团队绩效会有负向影响作用,未证实团队创新氛围、团队异质性和团队建设性冲突对科研团队绩效具有正向影响作用。根据以上结论,分析了组织因素对团队绩效的作用机理,并提出了提升科研团队绩效的策略。
With the fast forward from "small science" era to the "big science" era, scientific research gradually has been changed from individual research to group research during the 20th century. Research team emerges as an innovative and efficient organization. Innovative Research Team of University, as a main force of scientific invention and technological innovation for a country, has become the most important force in establishing an innovative country, which has attracted concern among the domestic and foreign researchers. Based on multi-disciplinary theory and several different research methods, including empirical and normative analysis, qualitative and quantitative research, this study analyzed formation mechanism and team construction, organizational evolution mechanism, organizational network structure and its impact mechanism on team's performance, so as to enrich and deepen the theory system of innovative research team, give theoretical reference and decision-making guidance to the organization, construction and development of innovative research team. The main contents are as follows:
(1 Comprehensively overviewed the domestic and international research literature, defined the concept of innovative research team of University, and then analyzed and discussed its main characteristics and types. As well as that, this study proposed seven organizational models of Innovative Research Team of University and revealed advantages and disadvantages for each model. Finally, connotation of Innovative Research Team's performance has been defined as well as the manifestations of performance.
(2)Analyzed external and internal driving factors of the formation of University Innovative Research Team, and built one-shot game model, repeated game models and policy regulation game model to reveal the formation mechanism of University Innovative Research Team. Then it explained the internal formation Mechanism of University Innovative Research Team, and analyzed the role and strategies for administrate department. At the same time, put forward the elements and principles for construct University Innovative Research Team. And establish a process model to analysis the detailed procedure of University Innovative Research Team.
(3)Established an entropy model, and put forward the index of evolution rate. According to the speed of the evolution, it made a quantitative definition for the four stages of research team, and analyzed the characteristics of the four stages in different life cycle. And introduced team evolution entropy to explain internal evolution mechanism of research team. At last, studied special forms in the process of evolution, including degradation, mutation, early death, premature and the long life cycle.
(4)Using theory of social network, this study collected the data of organization network of the University Innovative Research Team through expert interviews and questionnaires. Based on typical case study, this study researched the advice network, emotional networks, cooperative networks and trust networks of the University Innovative Research Team, and analyzed the features of the network building, network structure and network relationship comparatively.
(5)Set the research framework of impact mechanism model of the University Innovative Research Team from three major aspects, including organizational environment, organizational structure and organizational network, and put forward sixteen research hypothesis and conceptual models with reference of domestic and international research literature.
(6)Made an empirical analysis to the impact mechanism model of University Innovative Research Team. On the basis of finding, comparing and modifying of measuring scale, the initial questionnaire has designed, and final questionnaire determined by the sample test. Large-scale survey research methods were used to collect relevant data, and on the foundation of data analysis and quality assessment, correlation analysis and path analysis model were used to give hypothesis testing and empirical analysis to the research assumptions and mechanism model. The results showed that the twelve proposed hypotheses were supported in total sixteen hypotheses with three were refused, one partially supported. There exist positive influence on team's performance, they are team resources, team goals, team support, team members' innovation abilities, team leadership, team stability, density of advice network, density of emotional network, density of the trust network. On the other hand, the subgroups and destructive conflict had a negative influence on team performance. Team size will have a positive impact on team's performance within a certain range, but once a certain critical value has been more than (6-10 members), the team size had a negative influence on team's performance. The positive influence of team atmosphere of innovation, teamwork constructive conflict and team heterogeneity were not confirmed. Based on the above conclusions, this study finally analyzed the impact mechanism on the team performance from organizational factors, and put forward strategies to enhance team performance.
(1)对国内外研究文献做了较为全面的综述,界定了高校创新型科研团队的概念,进而对其主要特征和类型做了分析和探讨。提出了高校创新型科研团队的七种主要组织模式并对各种模式的组织结构和优缺点做了分析；界定了高校创新型科研团队绩效的内涵并阐述了其主要的表现形式。
(2)从外部因素推动和内部因素驱动两方面分析了高校创新型科研团队形成的动因；构建出高校创新型科研团队形成的一次性博弈模型、重复博弈模型和政策规制下的高校创新型科研团队形成机理博弈模型,阐释了高校创新型科研团队形成的内在机理和管理部门在高校创新型科研团队形成上的作用及策略选择；探讨了高校创新型科研团队组织构建的要素并提出了组织构建的原则,建立了组织构建过程模型,并对组织构建的具体步骤做了详细分析。
(3)构建了科研团队演进的熵模型,并提出团队演进率指标,按照演进速率的大小对高校创新型科研团队生命周期演进的四个阶段做了定量化界定和特征分析。进而引入团队进化熵,阐释了科研团队的内在演进机制。并对高校创新型科研团队演进中的退化和突变、早夭和早熟及漫长型生命周期等演进的特殊形态做了研究和探讨。
(4)运用社会网络分析理论,通过专家访谈和问卷调查收集高校创新型科研团队组织网络数据。采用典型案例研究法,对高校创新型科研团队的咨询网络、情感网络、合作网络和信任网络做了深入研究。基于此,对高校创新型科研团队的结网特点、网络结构及网络间的关系做了比较和分析。
(5)从组织环境、组织结构和组织网络三大方面共16个因素对高校创新型科研团队的组织对绩效的作用机理模型研究框架进行了设定,并结合国内外研究文献,提出了16个研究假设和相应的概念模型。
(6)对高校创新型科研团队的组织对绩效的作用机理模型进行了实证分析。通过对测量量表的查找、比较和修改,设计了初始调查问卷,并通过样本测试确定了最终的调查问卷。采用大规模问卷调研方法收集相关数据,在对所收集数据分析和质量评估基础上,运用相关性分析检验和路径分析模型检验方法对所提出的研究假设和作用机理模型进行了假设检验和实证分析。结果表明：所提出的16个研究假设中有12个得到支持,3个不支持,1个部分支持。其中团队资源、团队目标、团队支持、团队成员的创新能力、团队领导能力、团队稳固性、团队咨询网络的密度、团队情感网络的密度、团队合作网络的密度、团队信任网络的密度对科研团队绩效均具有正向影响作用。而团队小团体、团队破坏性冲突对科研团队绩效具有负向影响作用。团队规模在一定范围内会对团队绩效具有正向影响作用,但超过一定的临界值(6-10人)时,团队规模对科研团队绩效会有负向影响作用,未证实团队创新氛围、团队异质性和团队建设性冲突对科研团队绩效具有正向影响作用。根据以上结论,分析了组织因素对团队绩效的作用机理,并提出了提升科研团队绩效的策略。
With the fast forward from "small science" era to the "big science" era, scientific research gradually has been changed from individual research to group research during the 20th century. Research team emerges as an innovative and efficient organization. Innovative Research Team of University, as a main force of scientific invention and technological innovation for a country, has become the most important force in establishing an innovative country, which has attracted concern among the domestic and foreign researchers. Based on multi-disciplinary theory and several different research methods, including empirical and normative analysis, qualitative and quantitative research, this study analyzed formation mechanism and team construction, organizational evolution mechanism, organizational network structure and its impact mechanism on team's performance, so as to enrich and deepen the theory system of innovative research team, give theoretical reference and decision-making guidance to the organization, construction and development of innovative research team. The main contents are as follows:
(1 Comprehensively overviewed the domestic and international research literature, defined the concept of innovative research team of University, and then analyzed and discussed its main characteristics and types. As well as that, this study proposed seven organizational models of Innovative Research Team of University and revealed advantages and disadvantages for each model. Finally, connotation of Innovative Research Team's performance has been defined as well as the manifestations of performance.
(2)Analyzed external and internal driving factors of the formation of University Innovative Research Team, and built one-shot game model, repeated game models and policy regulation game model to reveal the formation mechanism of University Innovative Research Team. Then it explained the internal formation Mechanism of University Innovative Research Team, and analyzed the role and strategies for administrate department. At the same time, put forward the elements and principles for construct University Innovative Research Team. And establish a process model to analysis the detailed procedure of University Innovative Research Team.
(3)Established an entropy model, and put forward the index of evolution rate. According to the speed of the evolution, it made a quantitative definition for the four stages of research team, and analyzed the characteristics of the four stages in different life cycle. And introduced team evolution entropy to explain internal evolution mechanism of research team. At last, studied special forms in the process of evolution, including degradation, mutation, early death, premature and the long life cycle.
(4)Using theory of social network, this study collected the data of organization network of the University Innovative Research Team through expert interviews and questionnaires. Based on typical case study, this study researched the advice network, emotional networks, cooperative networks and trust networks of the University Innovative Research Team, and analyzed the features of the network building, network structure and network relationship comparatively.
(5)Set the research framework of impact mechanism model of the University Innovative Research Team from three major aspects, including organizational environment, organizational structure and organizational network, and put forward sixteen research hypothesis and conceptual models with reference of domestic and international research literature.
(6)Made an empirical analysis to the impact mechanism model of University Innovative Research Team. On the basis of finding, comparing and modifying of measuring scale, the initial questionnaire has designed, and final questionnaire determined by the sample test. Large-scale survey research methods were used to collect relevant data, and on the foundation of data analysis and quality assessment, correlation analysis and path analysis model were used to give hypothesis testing and empirical analysis to the research assumptions and mechanism model. The results showed that the twelve proposed hypotheses were supported in total sixteen hypotheses with three were refused, one partially supported. There exist positive influence on team's performance, they are team resources, team goals, team support, team members' innovation abilities, team leadership, team stability, density of advice network, density of emotional network, density of the trust network. On the other hand, the subgroups and destructive conflict had a negative influence on team performance. Team size will have a positive impact on team's performance within a certain range, but once a certain critical value has been more than (6-10 members), the team size had a negative influence on team's performance. The positive influence of team atmosphere of innovation, teamwork constructive conflict and team heterogeneity were not confirmed. Based on the above conclusions, this study finally analyzed the impact mechanism on the team performance from organizational factors, and put forward strategies to enhance team performance.
引文
[1]赵秀红,刘琴.高等学校科研投入产出巨大[N].中国教育报,2007.
[2]潘泳,何丽梅.关于高校科研团队建设的几点思考[J].现代教育科学,2004(05)：106.
[3]许智宏.中国大学的历史使命和发展前景---由北京大学创建世界一流大学引发的若干思考[M].北京：高等教育出版社,2002：205-206.
[4]方勇,王明明,刘牧.创新视角下高校科研团队的组织结构设计[J].科技进步与对策,2008(05):180-184.
[5]刘惠琴,彭方雁.融合与创新：研究型大学科研团队运行模式剖析[J].清华大学教育研究,2005(10)：91-96.
[6]陈春华,杨晓姗.科研团队运作管理[M].北京：科学技术出版社,2004：32.
[7]王风辉,朱影,谷春栋.高校科研团队建设战略fJ].科技管理研究,2005(8)：110-111.
[8]陆文明,赵敏祥、蒋来.高校跨学科科研团队建设研究[J].科技成果纵横,2006(2)：40-41.
[9]张喜爱,高校科研团队建设和管理的几个问题[J].科研管理,2007(5)：36-39.
[10]王怡然,陈士俊,张海燕.高校创新型团队建设的若干理论问题研究[J].科技进步与对策.2007(08)：194-197.
[11]赵海信.高校科研团队建设的研究[J].利技进步与对策,2007(08)：157-158.
[12]洪银兴.重点建设“学科特区”,催生高水平创新团队[J].中国高等教育,2004(Z1)：139-142.
[13]沈炯.积极营造宽松氛围,打造精品科研创新团队[J].中国高等教育,2004(08)：182-185.
[14]康旭东,王前,郭东明.科研团队建设的若干理论问题[J].科学学研究,2005(02)：43-45.
[15]万文涛,周丽华.科研团队的生成条件探究[J].中国高教研究,2006(11)：80-81.
[16]郑志雯.高校科研组织中优势团队与创新体系关系研究[J].科技管理研究,2008(07)：157-158.
[17]蒋满秀.我国高校科研创新团队建设的研究[D].中南大学,2005.
[18]柳洲,陈十俊.我国科技创新团队建设的问题与对策[J].科学管理研究,2006(02)：70-72.
[19]胡威,吴厚平,蔡言厚.创新型团队的地位、内涵及组成[J].研究与发展管理,2007(05)：53-55.
[20]卜祥云,唐贵伍,蔡翔.高校创新型科研团队：概念、特征及功能[J].科技管理研究,2008(10)：90-92.
[21]周洪利.高校科技创新团队组建和管理研究[D].天津大学,2007.
[22]闫阿伟.大学科研团队建设的规律研究[D].西安理工大学,2008.
[23]周甜甜.大学科研创新团队知识管理体系的建设[D].中南大学,2006.
[24]姜雪.高校科研团队人力资源管理模式创新研究[D].大连理工大学,2006.
[25]晋琳琳,孙海法.高校科研创新团队的组织资源管理研究[J].中国管理科学,2007(z1)：641-645.
[26]万锋锋,吕伟斌.高校科技创新团队资源配置范式研究[J].中国高科技与产业化,2009(08)：68-71.
[27]侯光明,晋琳琳.研究型大学创新团队领导问题探析[J].科技进步与对策,2006(10)：26-27.
[28]王涛.高校科研团队的激励机制研究[D].河海大学,2007.
[29]邵燕波.高校科研团队激励机制研究[J].江西社会科学,2007(07)：62-64.
[30]骆方金,卜祥云.创新型科研团队成员间的工作关系与激励有效性[J].科技管理研究,2009(08)：485-487.
[31]张海燕.高校科技创新团队成长性评价研究[D].天津大学,2007.
[32]罗志文,王婧.产学研视角下的高校科研团队运行机制[J].科技创业月刊,2009(02)：401-402.
[33]郝登峰,刘梅.基于团队凝聚力结构的科研团队管理[J].科技管理研究,2005(11)：87-89..
[34]王键,下水平.高校科研管理组织结构创新研究[J].科技管理研究,2007(11)：128-129.
[35]王丽丽,韩喜梅.知识共享型高校科研团队结构分析[J].科技管理研究,2008(06)：84.
[36]林荣芹,孙山根.科研群体智力结构与学科带头人素质探讨[J].江苏高教,1995(4)：26-29.
[37]赵恒平,黄雪嫚.高校科研团队学科带头人角色定位[J].科技信息(学术研究),2008(32)：84.
[38]周彬,周军,徐桂红.论科研团队的冲突管理与有效沟通[J].中国科技论坛,2004(03)：21-24.
[39]朱晓霞.基于协同动力学的高校科技创新团队自组织演化过程研究[J].软科学,2009(07)83-87.
[40]金辉.高校科研团队的信任特征、功能及演进过程研究[J].科技管理研究,2009(08)：245-246.
[41]杨振华,施琴芬.高校科研团队沟通网络的媒体适应性与隐性知识传播[J].科技进步与对策,2007(11)：7-11.
[42]张艳,孙丽珍,彭颖红.试论高校科研创新团队的人际沟通[J].科技管理研究,2007(04)：182-185.
[43]冯博,刘佳.大学科研团队知识共享的社会网络分析[J].科学学研究,2007(06)：27-31.
[44]刘国新,闫俊周Game analyzing the cooperation evolution of University Research Team[C]. Proceedings of the 4th International Conference on Management and Service Science, Wuhan: IEEE(CPS),Retrieved by EI,2010:227-230.
[45]张钢,倪旭东.知识差异和知识冲突对团队创新的影响[J].心理学报,2007(05)：80-81.
[46]王磊.论大学创新学术团队的核心竞争力[J].教育发展研究,2007(19)：22-23.
[47]张秀萍,刘培莉.大学科研创新团队建设的制约因素及对策[J].武汉理工大学学报(社会科学版),2006(06)：60.
[48]陶裕春,解英明.高校科研团队知识共享影响因素分析[J].科技进步与对策,2008(12)：256-258.
[49]刘惠琴,张德.高校学科团队创新绩效决定因素研究[J].科学学与科学技术管理,2005(11)：53-54.
[50]刘惠琴,张德.高校学科团队中魅力型领导对团队创新绩效影响的实证研究[J].科研管理,2007(04)：23.
[51]李海波,刘则渊,潘雄峰.科研团队的模糊综合评价模型及其应用[J].科技管理研究,2006(11)：23.
[52]戚振江,王端旭.研发团队效能管理[J].科研管理,2003(02)：60.
[53]卜祥云,蔡翔.高校创新型科研团队应坚持以人为本的绩效管理[J].工业技术经济,2008(08)：45-48.
[54]郑小勇,楼鞅.科研团队创新绩效的影响因素及其作用机理研究[J].科学学研究,2009(09)：1428-1438.
[55]吴志明,武欣.高科技团队变革型领导、组织公民行为和团队绩效关系的实证研究[J].科研管理,2006(06)：45-48.
[56]E. Sundstrom,KP Meuse, D. Futrell.Work Teams:Applications and Effectiveness[J].American Psychologist,1990(2):120-33.
[57]Robbins,S. P. Organization Theory:Structure, Design and Application[M].San Diego: Prentice-Hall,1990.
[58]Ziman, J. Science in a Steady State[C]. Science Policy Support Group Concept Paper,London, 1987(1).
[59]S W F,Omta,Jo M L.Preparing for the 21Century[J].ResearchTechnology Management, 1998(1):31-35.
[60]Henry Etzkowitz. Research Groups As "Quasi-Firms":The Invention of the Entrepreneurial University[J].Research Policy,2003(32):109-121.
[61]J. E. Cohen, Publication Rate as a Function of Laboratory Size in a Biomedical Research Institution[J]. Eientomerries,1980(2):35-52.
[62]J. E. Cohen. Size, Age and Productivity of Scientific Andtechnical Research Groups[J]. Scientometrics,1991,1(03):395-416.
[63]Hildrun Kretschmer. Cooperation Structure, Group Size and Productivity in Research Groups[J]. Scientometrics,1985,7(1):39-53.
[64]M.M. Qurashi.Publication Rate and Size of Two Prolific Research Groups in Departments of Inorganic Chemistry at Dacca University (1944-1965) and Zoology at Karaci-Ti University (1966-1984) [J].Sciemometric,1991,20(1):79-92.
[65]Junichiro Makino.Productivity of Research Groups-Relation between Citation Analysis and Repuation Within Research Communities[J]. Scientometrics,1998,43(1):87-93.
[66]Per O.Seglen,Dag W.Aksnes.Scientific Productivity and Group Size:A Bibliometric Analysis of Norwegian Microbiological Research[J]. Sciemometric,2000,49(1):125-143.
[67]J.T. Wallmark, S. Eckerstein, B. Langered, H. E. S, Holmqvist.The Increase in Efficiency With Size of Research Teams[J].Team Management,1973(3):80-86.
[68]Etzkowitz, II. Individual Researchers and Their Research Groups[J].Minerva,1992(30):28-50.
[69]Azagra-Caro J.M.,Llerena P.Types of Contractual Funding and University Patents:From Analysis to a Case Study.In Paper Prepared for the Conference on Knowledge and Economicand Social Change:New Challenges to Innovation Studies[C].Manchester,Cric,2003(7):156.
[70]Azagra-Caro J,Carayol N,Llerena P.Patent Production at a European Research University: Exploratory Evidence at the Laboratory Level[J].Journal Of Technology Transfer,2006,31(3): 257-268.
[71]R. Stankiewicz.Leadership and the Performance of Research Groups[M]. Research Policy Institute. University Of Lund,1980.
[72]J. De Haan, F. L. Leeuw, C. Remery. Accumulation of Advantage and Disadvantage in Research Groups[J]. Scientometrics,1994,29(2):239-251.
[73]Ron Johnston. Effects of Resource Concentration on Research Performance[J]. Higher Education,1994(28):25-37.
[74]Anju Chawla&J.P.Singh.Organization Environment and Performance of Research Groups[J]. Sciemometric,1998,43(3):79-92.
[75]Alper,S.,Tjosvold.D.& Law,K.S.Interdependence and Controvesy in Group Decision Making:Anteeedents to Effeetive Self managing Team[J].Oranizational Behavior&Human Decision Processe,1998,74(1):33-52.
[76]Chander,G.N.,Keller,C.,Lyon,D.W. Unraveling the Determinants and Consequenees of an Innovation-Supportive Organization Culture[J].Entrepreneurship Theory and Practice,2000,25(1): 59-76.
[77]Sven Hemlin.Creative Knowledge Enviroments for Research Groups in Biotechnology---The Influence of Leadership and Organizational Support in Universities and Business Companies[J]. Sciemometric,2006,67(1):121-142.
[78]Inge Van Der Weijden, Dick De Gilder, Peter Groenewegen and Eduard Klasen. Implications of Managerial Control on Performance of Dutch Academic (Bio)Medical and Health Research Groups[J]. Research Policy,2008,37(9):1616-1629.
[79]Pilar De Luis Carnicer, Angel Martinez Sanchez, Manuela Perez Perez, Maria Jose Vela Jimenez.Team Empowerment:An Empirical Study in Spanish University R&D teams[J]. International Journal of Human Resources Development and Management 2005,5(1):69-84.
[80]Wolff M F. Building High-Performing R&D Teams:Collaborate and Interact[J].Research Technology Management,1991,(34):11-15.
[81]Walton K R. Dismukes J P, Browning J E. An Information Specialist Joins the R&D Team[J].Research Technology Management,1989(32):32-36.
[82]Taylor G L, J. Snyder L J, Dahnke K F, Et A.L.Self-Directed R&D Teams:What Makes Them Effective? [J].Research Technology Management,1995, (38):19-24.
[83]Simpson,Barbara,Powell Et Al.Designing Research Organizations for Science Innovation[J]. Long Range Planning,1999,32(4):441-451.
[84]Martin J. Eppler,Oliver Sukowski.Managing Team Knowledge:Core Processes,Tools and Enabling Factors[J].European Management Journal,2000(18):334-341.
[85]Reagans R, Zuckerman E W. Networks, Diversity and Productivity:The Social Capital Of Corporate R&D Teams[J].Organization Science,2001,12(4):502-517.
[86]Heng Yang,Li Tang.Team Structure and Team Performance in IS Development:A Social Network Perspective[J].Information & Management,2004,41(3):335-349.
[87]Jesus Rey-Rocha etal. Reseacrh Porductivity of Seientistsin Consolidated Vs. Non-Consolidated Temas:The Case of Spnaish Univesriyt Geologists[J].Seientometries, 2002,55(1):137-156.
[88]Jesus Rey-Rocha etal. The Effect of Team Consolidation on Research Collaboration and Performance of Scientists-Case Study of Spanish University Researchs inGoelogy[J]. Seientometries,2002,55(3):377-394.
[89]M. Jose Martin-Sempere,Belen Garzon-Garcia, Jesus Rey-Rocha.Team Consolidation,Social Integration and Scientists'Research Performance:An Empirical Study in the Biology and Biomedicine Field[J].Seientometries,2008,76(3):457-482.
[90]Mariela Bianco,Nilia Viscardi.Research Organization In the Uinversity:The Case of a Leading Uruguayan Group in Basic Science? [J]. Interational Journal of Technology Mangement and Sustainable Development,2008,7(3):237-249.
[91]Clara Calero, Renald Buter Et Al.How to Identify Research Groups Using Publication Analysis:An Example in the Field of Nanotechnology[J]. Sciemometric,2006,66(2):365-376.
[92]Anthony F.J. Van Ran.Comparison of the Hirsch-Index With Standard Bibliometric Indicators and With Peer Judgement for 147 Chemistry Research Groups[J].Sciemometric,2006,67(3): 491-502.
[93]Antonio Perianes-Rodriguez& Carlos Olmeda-Gomezl etal. Detecting, Identifying and Visualizing Research Groups In Co-Authorship Networks[J].Sciemometric, Published Online:12 June 2009,Doi:10.1007/S11192-009-0040-Z.
[94]Laura Bryan,Michael Negretti.Processing the Process:One Research Team's Experience of a Collaborative Research Project[J].Contemporay Family Therapy,2002,24(2):333-353.
[95]J.R.Katzenbach,Douglas K. Smith团队的智慧：创建绩优团队[M].北京：经济科学出版社,1999：32-33.
[96]阎康年.英国卡文迪什实验室成功之道[M].广州：广东教育出版社,2006：144.
[97]R.Stankiewicz.The Size and Age of Swedish Academic Research Groups and Their Scientific Performance,In:F.M.Scientific Productivity:The Effectiveness of Research Groups in Six Countries[M].Cambridge:Cambridge University Press,1979:126.
[98]张海燕.高校科技创新团队成长性评价研究[D].天津大学,2006.
[99]王艳杰.战略性大学创新团队绩效评价研究[D].哈尔滨理工大学,2009.
[100]康旭东,王前,郭东明.科研团队建设的若干理论问题[J].科学学研究,2005(2)：232-234.
[101]陈劲,伍蓓.研发项目管理[M].北京：机械工业出版社,2009：15.
[102]Cohen S G, Bailey D R.What Makes Teams Work:Group Effectiveness Research from the Shop Floor to the Executive Suite[J].Canadian Journal of Administrative Sciences,1997,14(3): 290-302.
[103]Katzenbach, Smith. The Wisdoms of Teams[M].New York:Harper Collins,1993:27-30.
[104]王怡然,陈士俊等.高校创新团队建设的若干理论问题研究[J].科技进步与对策,2007(8)：196-197.
[105]周其凤等.研究型大学与高等教育强国[M].北京：科学出版社,2009：45-47.
[106]Chris Kelly.Does Distributed Innovation Fit With Current Innovation Theory and Policy?[J]. Technology Regions and Policy,2006(2):1-13.
[107]C.Dede.Emerging Technologies and Distribute Learning[J]. American Journal of Distance Education,1996(2):4-36.
[108]Mohanbir Sawhney,Emauela Prandelli.Communities of Creation:Management Distributed Innovation Turbulent Markets[J].California Management Review,2000(42):24-49.
[109]Alistair Bowden.Knowledge For Free:Distributed Innovation as a Source of Learning[J]. Public Policy and Administration.,2005,20(3):56-68.
[110]颜士梅.虚拟团队及其管理[J].外国经济及管理,2001(5)：24-26.
[111]温格.实践社团：学习型组织知识管理指南[M].北京：机械工业出版社,2003：100-101.
[112][美]斯蒂芬·P·罗宾斯.组织形为学[M].北京：中国人民大学出版社,1997：221.
[113][美]哈罗德·科兹纳.项目管理：计划、进度和控制的系统方法[M].北京：电子工业出版社,2002：76.
[114]F.Capra.The Web Of Life:A New Understanding of Living Systems[M]. New York: Doubleday,1997:68.
[115]M.J.Wheatley.Leadership and the New Science[J]. San Francisco:Berrett-Koehler,1994:172.
[116]Von Hipple,Eric."Sticky Information" and the Locus of Problem Solving:Implications for Innovation [J].Management Science,1994,40(4):429-439.
[117]Howells J.Tacit.Knowledge,Innovation and Technology Transfer,Intellect:Making the Most of the Best[J]. Harvard Business Review,1996,74 (5):358-425.
[1]8]王清晓,杨忠.跨国公司母子公司之间的知识转移研究：一个情境的视角[J].科学学与科学技术管理,2005,26(6)：81-86.
[119]Bhagat,Babi S.Ben L Kedia,Paula D.Harveston and Harry C. Triandis. Cultural Variations in The Cross-Border Transfer Of Organizational Knowledge:An Intergrative Framework[J].
Academy of Management Review,2002,27(2):204-221.
[120]周贺来.知识粘性的成因分析与治理措施探究[J].情报理论与实践,2008(4)：511-514.
[121]Andrews K M,Delahay B L. Influences on Knowledge Processes in Organizational Learning:The Psychosocial Filter[J].Journal of Management Studies,2000(37):797-810.
[122]任志安.超越知识管理：知识治理理论的概念、框架及应用[J].科研管理,2007(1)：20-25.
[123]Bates, R.A.& Holton, E.F. Computerized Performance Monitoring---A Review of Human Resource Issues[J].Human Resource Management Review,1995,15(4):267-288.
[124]Armstrong, M.& Baron, A. Managing Performance, Performance Management in Action [M].London, CIPD,2005:12-14.
[125]Brumbach, G. Some Ideas, Issues and Predictions about Performance Management[J].Public Personnel Management,1998(Winter):387-402.
[126]Brumbach, G. Blending The We/Me in Performance Management[J].Team Performance Management,2004,9 (8):167-173.
[127]Spencer, Jr., L.M. and Spencer, S.M. Competency at Work:Model for Superior Performance [M].John Wiley & Sons,1993:27-29.
[128]Etzkowitz,H.Individual Researchers and Their Research Groups[J].Minerva,1992(30):28-30.
[129]Ziman,J.Everything You Wanted to Know about Nothing[M].Cambidge:Cambridge University Press,1987:10-13.
[130]Ziman,J.Science in a Steady State[C].Science Policy Support Group Concept Paper (London,SPSG),1987:3.
[131]韦佳培,吴洋滨.高科技创新团队组建机理探析[J].价值工程,2006(8)：54-56.
[132]李冲,王前.自组织团队创新的机理及管理研究[J].系统科学学报,2009,17(3)：36-38.
[133]曾卫明.高校科技创新团队自组织演化过程研究[J].哈尔滨工程大学学报,2009,30(1)：96-98.
[134]朱晓霞.基于协同动力学的高校科技创新团队自组织演化过程研究[J]软科学,2009,23(7)：83-87.
[135]李晨光,李子和,夏亮辉.浅议高校科研团队的组建[J].科技管理研究,2003(6)：56-58.
[136]王世强,光翠娥.组建科研团队提升地方高校科技实力[J].科学学与科学技术管理,2004(8)：26-29.
[137]谢识予.经济博弈论[M].上海：复旦大学出版社,2008：6-30.
[138]闫俊周,魏明伙.个人信用行为的博弈分析[J].商业研究,2007(11)：21-24.
[139]R Meredith Belbin. Management Teams:Why They Succeed or Fail[M].Heinemann: Butterworth Heinemann,2010:38-47.
[140]Katzenbach, Jon R.The Myth of The Top Management Team[J]. Harvard Bustiness Review, 1997(11):82-97.
[141]Blanchard,K.The One Minute Manger Builds High Performing Teams[M].Boston:Quill, 2000:78-96.
[142]张国才.团队建设与领导合力致胜[M].厦门：厦门大学出版社,2005：31.
[143]阿代尔.创新型领导艺术：激发团队创造力[M].北京：中国人民大学出版社,2009：50-51.
[144]彼得·圣吉.第五项修炼---学习型组织的艺术与实践[M].北京：中信出版社,2009：28-36.
[145]张三慧.大学物理学[M].北京：清华大学出版社,2009：153-182.
[146]普里高津.从存在到演化[M].上海：上海科学技术出版社,1986：73-84.
[147]侯光明.组织系统科学概论[M].北京：科学出版社,2006：152-153.
[148]Ron Johston.Effects of Resource Concentration on Research Performance[J].Higher Education,1994(28):31-37.
[149]许莹,黄宇驰.基于熵理论的家族企业治理结构变迁分析[J].科研管理,2008(12)：156-157.
[150]罗家德.社会网分析讲义[M].北京：社会科学文献出版社,2005：4.
[151]刘军.社会网络分析导论[M].北京：社会科学文献出版社,2004：44-78.
[152]Wasserman, S.,Franst, K. Social Network Analysis:Methods and Application[M]. Cambridge:Cambridge University Press,1994:148.
[153]Krackhardt,D.,Hanson,J.R.Informal Networks:The Company Behind the Chart[J].Harward Business Review,1993,71 (4):104-112.
[154]Coleman, J. S. Social Capital in the Creation of Human Capital[J].American Journal of Sociology,1988(94):95-120.
[155]马汀·奇达夫,蔡文彬.社会网络与组织[M].北京：中国人民大学出版社,2007：34-68.
[156]Freeman, L.C. Centrality in Social Networks:Conceptual Clarification[J]Social Networks, 1979(1):215-239.
[157]罗家德.社会网分析讲义[M].北京：社会科学文献出版社,2005：151-155.
[158]Krackhardt, D., and Hanson, J. R. Informal Networks:The Company Behind the Chart[M]. Harvard Business Review,1993(6-7):104-111.
[159]Burt, R.S. Structural Holes:The Social Structure of Competition[M].Cambridge:Harvard University Press,1992:78.
[160]张火灿,刘淑宁.从社会网络理论探讨员工知识分享[J].人力资源管理学报(台湾),2002,2(3)：101-113.
[161]刘军.整体网分析讲义---UCINET软件实用指南[M].上海：上海人民出版社,2009：280-283.
[162]Everett,M.Social Network Analysis[M].Essex,Textbook at Essex Summer School in SSDA,2002:82-95.
[163]H. Dundar, D. R. Lewis.Determinants of Research Productivity in Higher Education[J]. Research in Higher Education,1998 (39):607-631.
[164]J. E. Olson. Institutional and Technical Constraints on Faculty Gross Productivity in American Doctoral Universities[J].Research in Higher Education,1994 (35):549-567.
[165]H. J.Thamhain,D.C.Wilemon. Building High Performing Engineering Projects Teams[J]. IEEE Transactions on Engineering Mangement,1987,34(3):130-137.
[166]Bishop,Suzanne K.Cross-Functional Project Teams in Functionally Aligned Organizations[J]. Project Mangement Journal,1999,9(30):6-12.
[167]Culpepper, L., Franks, P.F. Family Medicine Research:Status at the End of the First Decade[J].Journal of the American Medical Association,1983,249(1):63-68.
[168]Creswell, J.W. Faculty Research Performance:Lessons From the Sciences and Social Sciences[J]. Washington, DC:Association for the Study of Higher Education,1985:34-67.
[169]Pruthi, S., Jain, A., Wahid, A., Nabi, S.A.Problems of Management of Scientific Research: Results of a Survey[J].Journal of Scientific & Industrial Research 1993(52):81-94.
[170]Krimsky,S.Academic-Corporate Ties in Biotechnology:A Quantitative Study[J].Science Technology and Human Values,1991(16):275-287.
[171]Bland, C. J., Ruffin, M. T. Characteristics of a Productive Research Environment:Literature Review,Academic Medicine,1992(67):385-397.
[172]S W F,Omta,Jo M L.Preparing For the 21Century[J].Research Technology Management, 1998(1):31-35.
[173]Williams, W. M., Yang, L. T. Organisational Creativity. In:R. J. Sternberg (Ed.), Handbook of Creativity [M].Cambridge:Cambridge University Press,1999:373-391.
[174]Woodman, R. W., Sawyer, J. E., Griffin, R. W. Toward a Theory of Organizational Creativity[J]. Academy of Management Review,1993(18):293-321.
[175]Hemlin,S.,Allwood,C.M.,Martin,B.R.Creative Knowledge Enviorments:The Influences on Creativity in Research and Innovtation[J].Northampton:Edward Elgar Publishing Ltd,2004: 132-136.
[176]Amabile, T. M., Conti, R., Coon, H., Lazenby, J., Herron, M. Assessing the Work Environment for Creativity[J]. Academy of Management Journal,1996(39):1154-1184.
[177]Agrell, A., Gustafson, R. The Team Climate Inventory (TCI) and Group Innovation:A Psychometric Test on Swedish Sample of Work Groups[J].Journaal of Occupational and Organisational Psychology,1994(67):143-151.
[178]Anderson, N. R., West, M. A. Measuring Climate For Work Group Innovation:Development and Validation of the Team Climate Inventory[J]. Journal of Organisational Behavior,1998(19): 235-238.
[179]Unsworth, K. L., Parker, S. K. Promoting A Pro-Active and Innovative Workforce for the New Workplace. In:D. Holman, T. D. Wall, C. W. Clegg, P. Sparrowe, A. Howard (Eds), The New Workplace:A Guide to the Human Impact of Modern Work Practices,2003.
[180]Hackman, J. R. The Design of Work Teams. In Handbook of Organizational Behavior[M]. Englewood Cliffs, NJ:Prentice Hall,1987:315-342.
[181]Cannon-Bowers, J. A., Tannenbaum, S. I., Salas, E. Defining Competencies and Establishing Team Training Requirements. In R. A. Guzzo & E. Salas (Eds.), Team Effectiveness and Decision Making In Organizations[M]San Francisco:Jossey-Bass,1995:333-381.
[182]Sven Hemlin.Creative Knowledge Enviroments for Research Groups in Biotechnology-The Influence of Leadership and Organizational Support in Universities and Business Companiesc[J].Sciemometric,2006,67(1):121-142.
[183]Pelz,D.,Andrew,F.Scientists in Organisations:Productive Climates for Research and Development[M].New York:Wiley,1966:83-89.
[184]Amabile, T. M. How to Kill Creativity. In:Harvard Business Review on Breakthrough Thinking[M]. Boston:Harvard Business School Press,1999:1-28.
[185]Mumford, M. D., Scott, G. M., Gaddis, B., Strange, J. M. Leading Creative People: Orchestrating Expertise and Relationhips[J].The Leadership Quarterly,2002(13):705-750.
[186]Stankiewicz, R. Leadership and the Performance of Research Groups (Ph.D. Thesis)[D]. Research Policy Institute, University of Lund,1980.
[187]Martin, B. R., Skea, J. E. F. Academic Research Performance Indicators:An Assessment of the Possibilities[M]Science Policy Research Unit, University of Sussex, Brighton,1992.
[188]Campion M A,Medsker G J, Higgs A C.Relations Between Work Group Characteristics and Effectiveness:Implications for Designning Effective Work Groups[J].Personal Psychology, 1993,46(4):823-850.
[189]K. Prpiu, Characteristics and Determinants of Eminent Scientists'Productivity, Scientometrics,1996(36):185-206.
[190]Campion M A,Papper E M,Medsker G J. Relations Between Work Group Characteristics and Effectiveness:A Replication and Extension[J].Personal Psychology,1996,49(2):429-452.
[191]埃蒂纳·温格等.实践社团：学习型组织知识管理指南[M].北京：机械工业出版社,2003：129-130.
[192]Reagans, R., B. Mcevily. Network Structure and Knowledge Transfer:the Transfer Problem Revisited[J].Working Paper, Columbia University,New York,2003.
[193]Moody, J. A. and D. R. White. Structural Cohesion and Embeddedness:A Hierarchical Concept of Social Groups[J].American Sociological Review,2003,68(1):103-127.
[194]Jehn K A.A Multimethod Examination of the Benefits and Detriments of Intragroups[J]. Administrative Science Quarterly,1995,40(1):1-28.
[195]Goleli D H,Koening H F&Bechinger I.Managing Conflict in Software Development Teams:A Multilevel Analysis[J].Journal of Product Innovation Mangement,1998(15):423-435.
[196]Pelled L H,Eisenhardt K M&Xin K R.Exploring the Black Box:An Analysis of Work Group Diverstiy,Conflict and Performance[J].Administrative Science Quarterly,1999,44(1):1-28.
[197]Hackman J R.A Normative Model of Work Team Effectiveness[R].Technical Report,School of Organization and Management, Yale University,Research Program On Group Effectiveness, 1983(11):13-25.
[198]Robbins S P.Organizational Behavior[M].Prentice Hall International,Inc,1997:278-298.
[199]Deutsch.A Theory of Cooperation and Competition[J].Huaman Relations,1949(2):129-152.
[200]Linden,A.,Ball,R.,Waldir,A,Haley,K.Gartner's Survey on Managing Information,Note Number COM-15-0871 [M].Gartne,Inc,2002:83-84.
[201]Allen,T.Managing The Flow of Technology[M].Cambridge,MA:The MIT Press,1977:23-56.
[202]Bouty, I. Interpersonal and Interaction Influences on Informal Resource Exchanges Between R&D Researchers Across Organizational Boundaries[J].Academy of Management Journal,2000 (43):50-65.
[203]Aubrey,C.A.Team work[M].New York:Quality Press,1988:76-79.
[204]Coleman,J.S.Foundations Of Social Theory[M].Cambridge:Harvard University Press, 1990:145-163.
[205]Wagner,J.A.Studies of Individualism-Collectivism:Effects on Cooperation in Groups[J]. Academy of Management Journal,1995(38):152-172.
[206]Ibarra,H.Network Centrality,Power,and Innovation Involvement:Determinants of Technical and Administrative Roles[J].Academy of Management Journal,1993,36(3):471-501.
[207]Stevens,M.J.,Campion,M.A.The Knowledge,Skill and Ability Requirements for Teamwork: Implications for Human Resource Mangement[J].Journal of Mangement,1994(20):503-530.
[208]Wasserman, S. and K. Faust.Social Network Analysis:Methods and Applications[J]. Cambridge:Cambridge University Press,1994:78-94.
[209]]Campion M A,Medsker G J, Higgs A C.Relations Between Work Group Characteristics And Effectiveness:Implications For Designning Effective Work Groups[J].Personal Psychology,1993, 46(4):823-850.
[210]Balkundi,P.&Harrison,D.A.Ties,Leaders,and Time in Teams:Strong Inference about Network Structure's Effects on Team Viability and Performance[J].Academy of Management Journal, 2006,49(1):49-88.
[211]陈明惠,张元杰,陈咨明,毛凯立.网络形态与研发专案团队绩效：以专案开发阶段的观点[J].台湾管理学刊,2007(2)：1-24.
[212]斯蒂芬P罗宾斯.组织行为学精要：全球化的竞争战略[M].北京：电子业出版社,2002：186-189.
[213]Iacono&Weisband S.Developing Trust in Virtual Teame[P].Proceedings of the Thirtieth Hawaii International Conference On System Sciences,Hawaii,1997:412-420.
[214]Misumi J,Peterson M F.The Performance-Maintenance Theory of Leadership:Review of a Japanse Research Program[J].Administrative Science Quarterly,1985,30(2):198.
[215]Conger J A,Kanungo R N,Et Al.Measuring Charisma:Dimensionality and Validity of the Conger-Kanungo Scale of Charismatic Leadership[J].Canadian Journal of Adminstrative Science, 1997,14(3):290-302.
[216]Shamir B,Zakay E.Correlates Of Charismatic Leader Behavior in Military Units: Subordinates' Attitudes, Unit Performance[J].Academy of Management Journal,1998,41(4): 387-409.
[217]Zhou J&George J M.When Job Dissatisfaction Leads to Creativity:Encouraging the Expression of Voice[J].Academy of Management Journal,2001,44(4):682-696.
[218]Anderson N R,West M A.Measuring Climate For Work Group Innovation:Development and Validation of The TCI[J].Journal of Organization Behavior,1998(19):235-258.
[219]Pearce J L, Gregersenh B. Task Interdependence and Extra Role Behavior:A Test of Themediating Effects of Felt Responsibility[J].Journal of Applied Psychology,1991(76):838-844.
[220]冯博,刘佳.大学科研团队知识共享的社会网络分析[J].科学学研究,2007(6)：1156-1163.
[221]陈公海.企业研发团队非正式网络的结构特征对产品创新绩效的影响研究[D].中国人民大学,2008.
[222]Scott S G,Bruce R A.Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J].Academy of Management Journal,1994,37(3):580-607.
[223]Madhavan R, Groverr. From Embedded Knowledge to Embodied Knowledge:New Product Development as Knowledge Management[J].Journal of Marketing,1998, (62):1-12.
[224]Bono J E, Judge T A.Self-Concordance at Work:Toward Understanding the Motivational Effects of Transformational Leaders[J]. Academy of Management Journal,2003,46(5):554-571.
[225]Janssen O.Fairness Perceptions As a Moderator in The Curvilinear Relationships between Job Demands,and Job Performance and Job Satisfaction[J]. Academy of Management Journal, 2001,44(5):1039-1050.
[226]Churchill, Jr.G. A. A Paradigm for Developing Better Measures of Marketing Constructs[J]. Journal of Marketing,1979(16):64-73.
[227]Nunnally J C.Phychometric Theory[M].New York:Mcgraw Hill,1978:34-76.
[228]林震岩.多变量分析：SPSS的操作与应用[M].北京：北京大学出版社,2007：187-189.
[229]Anderson,James C.An Approach for Confirmatory Measurement and Structure Equation Modeling of Organization Properties[J].Management Science,1987,33(4):525-541.
[230]郭志刚.社会统计分析方法：SPSS软件应用[M].北京：中国人民大学出版社,2005：135-169.
[2]潘泳,何丽梅.关于高校科研团队建设的几点思考[J].现代教育科学,2004(05)：106.
[3]许智宏.中国大学的历史使命和发展前景---由北京大学创建世界一流大学引发的若干思考[M].北京：高等教育出版社,2002：205-206.
[4]方勇,王明明,刘牧.创新视角下高校科研团队的组织结构设计[J].科技进步与对策,2008(05):180-184.
[5]刘惠琴,彭方雁.融合与创新：研究型大学科研团队运行模式剖析[J].清华大学教育研究,2005(10)：91-96.
[6]陈春华,杨晓姗.科研团队运作管理[M].北京：科学技术出版社,2004：32.
[7]王风辉,朱影,谷春栋.高校科研团队建设战略fJ].科技管理研究,2005(8)：110-111.
[8]陆文明,赵敏祥、蒋来.高校跨学科科研团队建设研究[J].科技成果纵横,2006(2)：40-41.
[9]张喜爱,高校科研团队建设和管理的几个问题[J].科研管理,2007(5)：36-39.
[10]王怡然,陈士俊,张海燕.高校创新型团队建设的若干理论问题研究[J].科技进步与对策.2007(08)：194-197.
[11]赵海信.高校科研团队建设的研究[J].利技进步与对策,2007(08)：157-158.
[12]洪银兴.重点建设“学科特区”,催生高水平创新团队[J].中国高等教育,2004(Z1)：139-142.
[13]沈炯.积极营造宽松氛围,打造精品科研创新团队[J].中国高等教育,2004(08)：182-185.
[14]康旭东,王前,郭东明.科研团队建设的若干理论问题[J].科学学研究,2005(02)：43-45.
[15]万文涛,周丽华.科研团队的生成条件探究[J].中国高教研究,2006(11)：80-81.
[16]郑志雯.高校科研组织中优势团队与创新体系关系研究[J].科技管理研究,2008(07)：157-158.
[17]蒋满秀.我国高校科研创新团队建设的研究[D].中南大学,2005.
[18]柳洲,陈十俊.我国科技创新团队建设的问题与对策[J].科学管理研究,2006(02)：70-72.
[19]胡威,吴厚平,蔡言厚.创新型团队的地位、内涵及组成[J].研究与发展管理,2007(05)：53-55.
[20]卜祥云,唐贵伍,蔡翔.高校创新型科研团队：概念、特征及功能[J].科技管理研究,2008(10)：90-92.
[21]周洪利.高校科技创新团队组建和管理研究[D].天津大学,2007.
[22]闫阿伟.大学科研团队建设的规律研究[D].西安理工大学,2008.
[23]周甜甜.大学科研创新团队知识管理体系的建设[D].中南大学,2006.
[24]姜雪.高校科研团队人力资源管理模式创新研究[D].大连理工大学,2006.
[25]晋琳琳,孙海法.高校科研创新团队的组织资源管理研究[J].中国管理科学,2007(z1)：641-645.
[26]万锋锋,吕伟斌.高校科技创新团队资源配置范式研究[J].中国高科技与产业化,2009(08)：68-71.
[27]侯光明,晋琳琳.研究型大学创新团队领导问题探析[J].科技进步与对策,2006(10)：26-27.
[28]王涛.高校科研团队的激励机制研究[D].河海大学,2007.
[29]邵燕波.高校科研团队激励机制研究[J].江西社会科学,2007(07)：62-64.
[30]骆方金,卜祥云.创新型科研团队成员间的工作关系与激励有效性[J].科技管理研究,2009(08)：485-487.
[31]张海燕.高校科技创新团队成长性评价研究[D].天津大学,2007.
[32]罗志文,王婧.产学研视角下的高校科研团队运行机制[J].科技创业月刊,2009(02)：401-402.
[33]郝登峰,刘梅.基于团队凝聚力结构的科研团队管理[J].科技管理研究,2005(11)：87-89..
[34]王键,下水平.高校科研管理组织结构创新研究[J].科技管理研究,2007(11)：128-129.
[35]王丽丽,韩喜梅.知识共享型高校科研团队结构分析[J].科技管理研究,2008(06)：84.
[36]林荣芹,孙山根.科研群体智力结构与学科带头人素质探讨[J].江苏高教,1995(4)：26-29.
[37]赵恒平,黄雪嫚.高校科研团队学科带头人角色定位[J].科技信息(学术研究),2008(32)：84.
[38]周彬,周军,徐桂红.论科研团队的冲突管理与有效沟通[J].中国科技论坛,2004(03)：21-24.
[39]朱晓霞.基于协同动力学的高校科技创新团队自组织演化过程研究[J].软科学,2009(07)83-87.
[40]金辉.高校科研团队的信任特征、功能及演进过程研究[J].科技管理研究,2009(08)：245-246.
[41]杨振华,施琴芬.高校科研团队沟通网络的媒体适应性与隐性知识传播[J].科技进步与对策,2007(11)：7-11.
[42]张艳,孙丽珍,彭颖红.试论高校科研创新团队的人际沟通[J].科技管理研究,2007(04)：182-185.
[43]冯博,刘佳.大学科研团队知识共享的社会网络分析[J].科学学研究,2007(06)：27-31.
[44]刘国新,闫俊周Game analyzing the cooperation evolution of University Research Team[C]. Proceedings of the 4th International Conference on Management and Service Science, Wuhan: IEEE(CPS),Retrieved by EI,2010:227-230.
[45]张钢,倪旭东.知识差异和知识冲突对团队创新的影响[J].心理学报,2007(05)：80-81.
[46]王磊.论大学创新学术团队的核心竞争力[J].教育发展研究,2007(19)：22-23.
[47]张秀萍,刘培莉.大学科研创新团队建设的制约因素及对策[J].武汉理工大学学报(社会科学版),2006(06)：60.
[48]陶裕春,解英明.高校科研团队知识共享影响因素分析[J].科技进步与对策,2008(12)：256-258.
[49]刘惠琴,张德.高校学科团队创新绩效决定因素研究[J].科学学与科学技术管理,2005(11)：53-54.
[50]刘惠琴,张德.高校学科团队中魅力型领导对团队创新绩效影响的实证研究[J].科研管理,2007(04)：23.
[51]李海波,刘则渊,潘雄峰.科研团队的模糊综合评价模型及其应用[J].科技管理研究,2006(11)：23.
[52]戚振江,王端旭.研发团队效能管理[J].科研管理,2003(02)：60.
[53]卜祥云,蔡翔.高校创新型科研团队应坚持以人为本的绩效管理[J].工业技术经济,2008(08)：45-48.
[54]郑小勇,楼鞅.科研团队创新绩效的影响因素及其作用机理研究[J].科学学研究,2009(09)：1428-1438.
[55]吴志明,武欣.高科技团队变革型领导、组织公民行为和团队绩效关系的实证研究[J].科研管理,2006(06)：45-48.
[56]E. Sundstrom,KP Meuse, D. Futrell.Work Teams:Applications and Effectiveness[J].American Psychologist,1990(2):120-33.
[57]Robbins,S. P. Organization Theory:Structure, Design and Application[M].San Diego: Prentice-Hall,1990.
[58]Ziman, J. Science in a Steady State[C]. Science Policy Support Group Concept Paper,London, 1987(1).
[59]S W F,Omta,Jo M L.Preparing for the 21Century[J].ResearchTechnology Management, 1998(1):31-35.
[60]Henry Etzkowitz. Research Groups As "Quasi-Firms":The Invention of the Entrepreneurial University[J].Research Policy,2003(32):109-121.
[61]J. E. Cohen, Publication Rate as a Function of Laboratory Size in a Biomedical Research Institution[J]. Eientomerries,1980(2):35-52.
[62]J. E. Cohen. Size, Age and Productivity of Scientific Andtechnical Research Groups[J]. Scientometrics,1991,1(03):395-416.
[63]Hildrun Kretschmer. Cooperation Structure, Group Size and Productivity in Research Groups[J]. Scientometrics,1985,7(1):39-53.
[64]M.M. Qurashi.Publication Rate and Size of Two Prolific Research Groups in Departments of Inorganic Chemistry at Dacca University (1944-1965) and Zoology at Karaci-Ti University (1966-1984) [J].Sciemometric,1991,20(1):79-92.
[65]Junichiro Makino.Productivity of Research Groups-Relation between Citation Analysis and Repuation Within Research Communities[J]. Scientometrics,1998,43(1):87-93.
[66]Per O.Seglen,Dag W.Aksnes.Scientific Productivity and Group Size:A Bibliometric Analysis of Norwegian Microbiological Research[J]. Sciemometric,2000,49(1):125-143.
[67]J.T. Wallmark, S. Eckerstein, B. Langered, H. E. S, Holmqvist.The Increase in Efficiency With Size of Research Teams[J].Team Management,1973(3):80-86.
[68]Etzkowitz, II. Individual Researchers and Their Research Groups[J].Minerva,1992(30):28-50.
[69]Azagra-Caro J.M.,Llerena P.Types of Contractual Funding and University Patents:From Analysis to a Case Study.In Paper Prepared for the Conference on Knowledge and Economicand Social Change:New Challenges to Innovation Studies[C].Manchester,Cric,2003(7):156.
[70]Azagra-Caro J,Carayol N,Llerena P.Patent Production at a European Research University: Exploratory Evidence at the Laboratory Level[J].Journal Of Technology Transfer,2006,31(3): 257-268.
[71]R. Stankiewicz.Leadership and the Performance of Research Groups[M]. Research Policy Institute. University Of Lund,1980.
[72]J. De Haan, F. L. Leeuw, C. Remery. Accumulation of Advantage and Disadvantage in Research Groups[J]. Scientometrics,1994,29(2):239-251.
[73]Ron Johnston. Effects of Resource Concentration on Research Performance[J]. Higher Education,1994(28):25-37.
[74]Anju Chawla&J.P.Singh.Organization Environment and Performance of Research Groups[J]. Sciemometric,1998,43(3):79-92.
[75]Alper,S.,Tjosvold.D.& Law,K.S.Interdependence and Controvesy in Group Decision Making:Anteeedents to Effeetive Self managing Team[J].Oranizational Behavior&Human Decision Processe,1998,74(1):33-52.
[76]Chander,G.N.,Keller,C.,Lyon,D.W. Unraveling the Determinants and Consequenees of an Innovation-Supportive Organization Culture[J].Entrepreneurship Theory and Practice,2000,25(1): 59-76.
[77]Sven Hemlin.Creative Knowledge Enviroments for Research Groups in Biotechnology---The Influence of Leadership and Organizational Support in Universities and Business Companies[J]. Sciemometric,2006,67(1):121-142.
[78]Inge Van Der Weijden, Dick De Gilder, Peter Groenewegen and Eduard Klasen. Implications of Managerial Control on Performance of Dutch Academic (Bio)Medical and Health Research Groups[J]. Research Policy,2008,37(9):1616-1629.
[79]Pilar De Luis Carnicer, Angel Martinez Sanchez, Manuela Perez Perez, Maria Jose Vela Jimenez.Team Empowerment:An Empirical Study in Spanish University R&D teams[J]. International Journal of Human Resources Development and Management 2005,5(1):69-84.
[80]Wolff M F. Building High-Performing R&D Teams:Collaborate and Interact[J].Research Technology Management,1991,(34):11-15.
[81]Walton K R. Dismukes J P, Browning J E. An Information Specialist Joins the R&D Team[J].Research Technology Management,1989(32):32-36.
[82]Taylor G L, J. Snyder L J, Dahnke K F, Et A.L.Self-Directed R&D Teams:What Makes Them Effective? [J].Research Technology Management,1995, (38):19-24.
[83]Simpson,Barbara,Powell Et Al.Designing Research Organizations for Science Innovation[J]. Long Range Planning,1999,32(4):441-451.
[84]Martin J. Eppler,Oliver Sukowski.Managing Team Knowledge:Core Processes,Tools and Enabling Factors[J].European Management Journal,2000(18):334-341.
[85]Reagans R, Zuckerman E W. Networks, Diversity and Productivity:The Social Capital Of Corporate R&D Teams[J].Organization Science,2001,12(4):502-517.
[86]Heng Yang,Li Tang.Team Structure and Team Performance in IS Development:A Social Network Perspective[J].Information & Management,2004,41(3):335-349.
[87]Jesus Rey-Rocha etal. Reseacrh Porductivity of Seientistsin Consolidated Vs. Non-Consolidated Temas:The Case of Spnaish Univesriyt Geologists[J].Seientometries, 2002,55(1):137-156.
[88]Jesus Rey-Rocha etal. The Effect of Team Consolidation on Research Collaboration and Performance of Scientists-Case Study of Spanish University Researchs inGoelogy[J]. Seientometries,2002,55(3):377-394.
[89]M. Jose Martin-Sempere,Belen Garzon-Garcia, Jesus Rey-Rocha.Team Consolidation,Social Integration and Scientists'Research Performance:An Empirical Study in the Biology and Biomedicine Field[J].Seientometries,2008,76(3):457-482.
[90]Mariela Bianco,Nilia Viscardi.Research Organization In the Uinversity:The Case of a Leading Uruguayan Group in Basic Science? [J]. Interational Journal of Technology Mangement and Sustainable Development,2008,7(3):237-249.
[91]Clara Calero, Renald Buter Et Al.How to Identify Research Groups Using Publication Analysis:An Example in the Field of Nanotechnology[J]. Sciemometric,2006,66(2):365-376.
[92]Anthony F.J. Van Ran.Comparison of the Hirsch-Index With Standard Bibliometric Indicators and With Peer Judgement for 147 Chemistry Research Groups[J].Sciemometric,2006,67(3): 491-502.
[93]Antonio Perianes-Rodriguez& Carlos Olmeda-Gomezl etal. Detecting, Identifying and Visualizing Research Groups In Co-Authorship Networks[J].Sciemometric, Published Online:12 June 2009,Doi:10.1007/S11192-009-0040-Z.
[94]Laura Bryan,Michael Negretti.Processing the Process:One Research Team's Experience of a Collaborative Research Project[J].Contemporay Family Therapy,2002,24(2):333-353.
[95]J.R.Katzenbach,Douglas K. Smith团队的智慧：创建绩优团队[M].北京：经济科学出版社,1999：32-33.
[96]阎康年.英国卡文迪什实验室成功之道[M].广州：广东教育出版社,2006：144.
[97]R.Stankiewicz.The Size and Age of Swedish Academic Research Groups and Their Scientific Performance,In:F.M.Scientific Productivity:The Effectiveness of Research Groups in Six Countries[M].Cambridge:Cambridge University Press,1979:126.
[98]张海燕.高校科技创新团队成长性评价研究[D].天津大学,2006.
[99]王艳杰.战略性大学创新团队绩效评价研究[D].哈尔滨理工大学,2009.
[100]康旭东,王前,郭东明.科研团队建设的若干理论问题[J].科学学研究,2005(2)：232-234.
[101]陈劲,伍蓓.研发项目管理[M].北京：机械工业出版社,2009：15.
[102]Cohen S G, Bailey D R.What Makes Teams Work:Group Effectiveness Research from the Shop Floor to the Executive Suite[J].Canadian Journal of Administrative Sciences,1997,14(3): 290-302.
[103]Katzenbach, Smith. The Wisdoms of Teams[M].New York:Harper Collins,1993:27-30.
[104]王怡然,陈士俊等.高校创新团队建设的若干理论问题研究[J].科技进步与对策,2007(8)：196-197.
[105]周其凤等.研究型大学与高等教育强国[M].北京：科学出版社,2009：45-47.
[106]Chris Kelly.Does Distributed Innovation Fit With Current Innovation Theory and Policy?[J]. Technology Regions and Policy,2006(2):1-13.
[107]C.Dede.Emerging Technologies and Distribute Learning[J]. American Journal of Distance Education,1996(2):4-36.
[108]Mohanbir Sawhney,Emauela Prandelli.Communities of Creation:Management Distributed Innovation Turbulent Markets[J].California Management Review,2000(42):24-49.
[109]Alistair Bowden.Knowledge For Free:Distributed Innovation as a Source of Learning[J]. Public Policy and Administration.,2005,20(3):56-68.
[110]颜士梅.虚拟团队及其管理[J].外国经济及管理,2001(5)：24-26.
[111]温格.实践社团：学习型组织知识管理指南[M].北京：机械工业出版社,2003：100-101.
[112][美]斯蒂芬·P·罗宾斯.组织形为学[M].北京：中国人民大学出版社,1997：221.
[113][美]哈罗德·科兹纳.项目管理：计划、进度和控制的系统方法[M].北京：电子工业出版社,2002：76.
[114]F.Capra.The Web Of Life:A New Understanding of Living Systems[M]. New York: Doubleday,1997:68.
[115]M.J.Wheatley.Leadership and the New Science[J]. San Francisco:Berrett-Koehler,1994:172.
[116]Von Hipple,Eric."Sticky Information" and the Locus of Problem Solving:Implications for Innovation [J].Management Science,1994,40(4):429-439.
[117]Howells J.Tacit.Knowledge,Innovation and Technology Transfer,Intellect:Making the Most of the Best[J]. Harvard Business Review,1996,74 (5):358-425.
[1]8]王清晓,杨忠.跨国公司母子公司之间的知识转移研究：一个情境的视角[J].科学学与科学技术管理,2005,26(6)：81-86.
[119]Bhagat,Babi S.Ben L Kedia,Paula D.Harveston and Harry C. Triandis. Cultural Variations in The Cross-Border Transfer Of Organizational Knowledge:An Intergrative Framework[J].
Academy of Management Review,2002,27(2):204-221.
[120]周贺来.知识粘性的成因分析与治理措施探究[J].情报理论与实践,2008(4)：511-514.
[121]Andrews K M,Delahay B L. Influences on Knowledge Processes in Organizational Learning:The Psychosocial Filter[J].Journal of Management Studies,2000(37):797-810.
[122]任志安.超越知识管理：知识治理理论的概念、框架及应用[J].科研管理,2007(1)：20-25.
[123]Bates, R.A.& Holton, E.F. Computerized Performance Monitoring---A Review of Human Resource Issues[J].Human Resource Management Review,1995,15(4):267-288.
[124]Armstrong, M.& Baron, A. Managing Performance, Performance Management in Action [M].London, CIPD,2005:12-14.
[125]Brumbach, G. Some Ideas, Issues and Predictions about Performance Management[J].Public Personnel Management,1998(Winter):387-402.
[126]Brumbach, G. Blending The We/Me in Performance Management[J].Team Performance Management,2004,9 (8):167-173.
[127]Spencer, Jr., L.M. and Spencer, S.M. Competency at Work:Model for Superior Performance [M].John Wiley & Sons,1993:27-29.
[128]Etzkowitz,H.Individual Researchers and Their Research Groups[J].Minerva,1992(30):28-30.
[129]Ziman,J.Everything You Wanted to Know about Nothing[M].Cambidge:Cambridge University Press,1987:10-13.
[130]Ziman,J.Science in a Steady State[C].Science Policy Support Group Concept Paper (London,SPSG),1987:3.
[131]韦佳培,吴洋滨.高科技创新团队组建机理探析[J].价值工程,2006(8)：54-56.
[132]李冲,王前.自组织团队创新的机理及管理研究[J].系统科学学报,2009,17(3)：36-38.
[133]曾卫明.高校科技创新团队自组织演化过程研究[J].哈尔滨工程大学学报,2009,30(1)：96-98.
[134]朱晓霞.基于协同动力学的高校科技创新团队自组织演化过程研究[J]软科学,2009,23(7)：83-87.
[135]李晨光,李子和,夏亮辉.浅议高校科研团队的组建[J].科技管理研究,2003(6)：56-58.
[136]王世强,光翠娥.组建科研团队提升地方高校科技实力[J].科学学与科学技术管理,2004(8)：26-29.
[137]谢识予.经济博弈论[M].上海：复旦大学出版社,2008：6-30.
[138]闫俊周,魏明伙.个人信用行为的博弈分析[J].商业研究,2007(11)：21-24.
[139]R Meredith Belbin. Management Teams:Why They Succeed or Fail[M].Heinemann: Butterworth Heinemann,2010:38-47.
[140]Katzenbach, Jon R.The Myth of The Top Management Team[J]. Harvard Bustiness Review, 1997(11):82-97.
[141]Blanchard,K.The One Minute Manger Builds High Performing Teams[M].Boston:Quill, 2000:78-96.
[142]张国才.团队建设与领导合力致胜[M].厦门：厦门大学出版社,2005：31.
[143]阿代尔.创新型领导艺术：激发团队创造力[M].北京：中国人民大学出版社,2009：50-51.
[144]彼得·圣吉.第五项修炼---学习型组织的艺术与实践[M].北京：中信出版社,2009：28-36.
[145]张三慧.大学物理学[M].北京：清华大学出版社,2009：153-182.
[146]普里高津.从存在到演化[M].上海：上海科学技术出版社,1986：73-84.
[147]侯光明.组织系统科学概论[M].北京：科学出版社,2006：152-153.
[148]Ron Johston.Effects of Resource Concentration on Research Performance[J].Higher Education,1994(28):31-37.
[149]许莹,黄宇驰.基于熵理论的家族企业治理结构变迁分析[J].科研管理,2008(12)：156-157.
[150]罗家德.社会网分析讲义[M].北京：社会科学文献出版社,2005：4.
[151]刘军.社会网络分析导论[M].北京：社会科学文献出版社,2004：44-78.
[152]Wasserman, S.,Franst, K. Social Network Analysis:Methods and Application[M]. Cambridge:Cambridge University Press,1994:148.
[153]Krackhardt,D.,Hanson,J.R.Informal Networks:The Company Behind the Chart[J].Harward Business Review,1993,71 (4):104-112.
[154]Coleman, J. S. Social Capital in the Creation of Human Capital[J].American Journal of Sociology,1988(94):95-120.
[155]马汀·奇达夫,蔡文彬.社会网络与组织[M].北京：中国人民大学出版社,2007：34-68.
[156]Freeman, L.C. Centrality in Social Networks:Conceptual Clarification[J]Social Networks, 1979(1):215-239.
[157]罗家德.社会网分析讲义[M].北京：社会科学文献出版社,2005：151-155.
[158]Krackhardt, D., and Hanson, J. R. Informal Networks:The Company Behind the Chart[M]. Harvard Business Review,1993(6-7):104-111.
[159]Burt, R.S. Structural Holes:The Social Structure of Competition[M].Cambridge:Harvard University Press,1992:78.
[160]张火灿,刘淑宁.从社会网络理论探讨员工知识分享[J].人力资源管理学报(台湾),2002,2(3)：101-113.
[161]刘军.整体网分析讲义---UCINET软件实用指南[M].上海：上海人民出版社,2009：280-283.
[162]Everett,M.Social Network Analysis[M].Essex,Textbook at Essex Summer School in SSDA,2002:82-95.
[163]H. Dundar, D. R. Lewis.Determinants of Research Productivity in Higher Education[J]. Research in Higher Education,1998 (39):607-631.
[164]J. E. Olson. Institutional and Technical Constraints on Faculty Gross Productivity in American Doctoral Universities[J].Research in Higher Education,1994 (35):549-567.
[165]H. J.Thamhain,D.C.Wilemon. Building High Performing Engineering Projects Teams[J]. IEEE Transactions on Engineering Mangement,1987,34(3):130-137.
[166]Bishop,Suzanne K.Cross-Functional Project Teams in Functionally Aligned Organizations[J]. Project Mangement Journal,1999,9(30):6-12.
[167]Culpepper, L., Franks, P.F. Family Medicine Research:Status at the End of the First Decade[J].Journal of the American Medical Association,1983,249(1):63-68.
[168]Creswell, J.W. Faculty Research Performance:Lessons From the Sciences and Social Sciences[J]. Washington, DC:Association for the Study of Higher Education,1985:34-67.
[169]Pruthi, S., Jain, A., Wahid, A., Nabi, S.A.Problems of Management of Scientific Research: Results of a Survey[J].Journal of Scientific & Industrial Research 1993(52):81-94.
[170]Krimsky,S.Academic-Corporate Ties in Biotechnology:A Quantitative Study[J].Science Technology and Human Values,1991(16):275-287.
[171]Bland, C. J., Ruffin, M. T. Characteristics of a Productive Research Environment:Literature Review,Academic Medicine,1992(67):385-397.
[172]S W F,Omta,Jo M L.Preparing For the 21Century[J].Research Technology Management, 1998(1):31-35.
[173]Williams, W. M., Yang, L. T. Organisational Creativity. In:R. J. Sternberg (Ed.), Handbook of Creativity [M].Cambridge:Cambridge University Press,1999:373-391.
[174]Woodman, R. W., Sawyer, J. E., Griffin, R. W. Toward a Theory of Organizational Creativity[J]. Academy of Management Review,1993(18):293-321.
[175]Hemlin,S.,Allwood,C.M.,Martin,B.R.Creative Knowledge Enviorments:The Influences on Creativity in Research and Innovtation[J].Northampton:Edward Elgar Publishing Ltd,2004: 132-136.
[176]Amabile, T. M., Conti, R., Coon, H., Lazenby, J., Herron, M. Assessing the Work Environment for Creativity[J]. Academy of Management Journal,1996(39):1154-1184.
[177]Agrell, A., Gustafson, R. The Team Climate Inventory (TCI) and Group Innovation:A Psychometric Test on Swedish Sample of Work Groups[J].Journaal of Occupational and Organisational Psychology,1994(67):143-151.
[178]Anderson, N. R., West, M. A. Measuring Climate For Work Group Innovation:Development and Validation of the Team Climate Inventory[J]. Journal of Organisational Behavior,1998(19): 235-238.
[179]Unsworth, K. L., Parker, S. K. Promoting A Pro-Active and Innovative Workforce for the New Workplace. In:D. Holman, T. D. Wall, C. W. Clegg, P. Sparrowe, A. Howard (Eds), The New Workplace:A Guide to the Human Impact of Modern Work Practices,2003.
[180]Hackman, J. R. The Design of Work Teams. In Handbook of Organizational Behavior[M]. Englewood Cliffs, NJ:Prentice Hall,1987:315-342.
[181]Cannon-Bowers, J. A., Tannenbaum, S. I., Salas, E. Defining Competencies and Establishing Team Training Requirements. In R. A. Guzzo & E. Salas (Eds.), Team Effectiveness and Decision Making In Organizations[M]San Francisco:Jossey-Bass,1995:333-381.
[182]Sven Hemlin.Creative Knowledge Enviroments for Research Groups in Biotechnology-The Influence of Leadership and Organizational Support in Universities and Business Companiesc[J].Sciemometric,2006,67(1):121-142.
[183]Pelz,D.,Andrew,F.Scientists in Organisations:Productive Climates for Research and Development[M].New York:Wiley,1966:83-89.
[184]Amabile, T. M. How to Kill Creativity. In:Harvard Business Review on Breakthrough Thinking[M]. Boston:Harvard Business School Press,1999:1-28.
[185]Mumford, M. D., Scott, G. M., Gaddis, B., Strange, J. M. Leading Creative People: Orchestrating Expertise and Relationhips[J].The Leadership Quarterly,2002(13):705-750.
[186]Stankiewicz, R. Leadership and the Performance of Research Groups (Ph.D. Thesis)[D]. Research Policy Institute, University of Lund,1980.
[187]Martin, B. R., Skea, J. E. F. Academic Research Performance Indicators:An Assessment of the Possibilities[M]Science Policy Research Unit, University of Sussex, Brighton,1992.
[188]Campion M A,Medsker G J, Higgs A C.Relations Between Work Group Characteristics and Effectiveness:Implications for Designning Effective Work Groups[J].Personal Psychology, 1993,46(4):823-850.
[189]K. Prpiu, Characteristics and Determinants of Eminent Scientists'Productivity, Scientometrics,1996(36):185-206.
[190]Campion M A,Papper E M,Medsker G J. Relations Between Work Group Characteristics and Effectiveness:A Replication and Extension[J].Personal Psychology,1996,49(2):429-452.
[191]埃蒂纳·温格等.实践社团：学习型组织知识管理指南[M].北京：机械工业出版社,2003：129-130.
[192]Reagans, R., B. Mcevily. Network Structure and Knowledge Transfer:the Transfer Problem Revisited[J].Working Paper, Columbia University,New York,2003.
[193]Moody, J. A. and D. R. White. Structural Cohesion and Embeddedness:A Hierarchical Concept of Social Groups[J].American Sociological Review,2003,68(1):103-127.
[194]Jehn K A.A Multimethod Examination of the Benefits and Detriments of Intragroups[J]. Administrative Science Quarterly,1995,40(1):1-28.
[195]Goleli D H,Koening H F&Bechinger I.Managing Conflict in Software Development Teams:A Multilevel Analysis[J].Journal of Product Innovation Mangement,1998(15):423-435.
[196]Pelled L H,Eisenhardt K M&Xin K R.Exploring the Black Box:An Analysis of Work Group Diverstiy,Conflict and Performance[J].Administrative Science Quarterly,1999,44(1):1-28.
[197]Hackman J R.A Normative Model of Work Team Effectiveness[R].Technical Report,School of Organization and Management, Yale University,Research Program On Group Effectiveness, 1983(11):13-25.
[198]Robbins S P.Organizational Behavior[M].Prentice Hall International,Inc,1997:278-298.
[199]Deutsch.A Theory of Cooperation and Competition[J].Huaman Relations,1949(2):129-152.
[200]Linden,A.,Ball,R.,Waldir,A,Haley,K.Gartner's Survey on Managing Information,Note Number COM-15-0871 [M].Gartne,Inc,2002:83-84.
[201]Allen,T.Managing The Flow of Technology[M].Cambridge,MA:The MIT Press,1977:23-56.
[202]Bouty, I. Interpersonal and Interaction Influences on Informal Resource Exchanges Between R&D Researchers Across Organizational Boundaries[J].Academy of Management Journal,2000 (43):50-65.
[203]Aubrey,C.A.Team work[M].New York:Quality Press,1988:76-79.
[204]Coleman,J.S.Foundations Of Social Theory[M].Cambridge:Harvard University Press, 1990:145-163.
[205]Wagner,J.A.Studies of Individualism-Collectivism:Effects on Cooperation in Groups[J]. Academy of Management Journal,1995(38):152-172.
[206]Ibarra,H.Network Centrality,Power,and Innovation Involvement:Determinants of Technical and Administrative Roles[J].Academy of Management Journal,1993,36(3):471-501.
[207]Stevens,M.J.,Campion,M.A.The Knowledge,Skill and Ability Requirements for Teamwork: Implications for Human Resource Mangement[J].Journal of Mangement,1994(20):503-530.
[208]Wasserman, S. and K. Faust.Social Network Analysis:Methods and Applications[J]. Cambridge:Cambridge University Press,1994:78-94.
[209]]Campion M A,Medsker G J, Higgs A C.Relations Between Work Group Characteristics And Effectiveness:Implications For Designning Effective Work Groups[J].Personal Psychology,1993, 46(4):823-850.
[210]Balkundi,P.&Harrison,D.A.Ties,Leaders,and Time in Teams:Strong Inference about Network Structure's Effects on Team Viability and Performance[J].Academy of Management Journal, 2006,49(1):49-88.
[211]陈明惠,张元杰,陈咨明,毛凯立.网络形态与研发专案团队绩效：以专案开发阶段的观点[J].台湾管理学刊,2007(2)：1-24.
[212]斯蒂芬P罗宾斯.组织行为学精要：全球化的竞争战略[M].北京：电子业出版社,2002：186-189.
[213]Iacono&Weisband S.Developing Trust in Virtual Teame[P].Proceedings of the Thirtieth Hawaii International Conference On System Sciences,Hawaii,1997:412-420.
[214]Misumi J,Peterson M F.The Performance-Maintenance Theory of Leadership:Review of a Japanse Research Program[J].Administrative Science Quarterly,1985,30(2):198.
[215]Conger J A,Kanungo R N,Et Al.Measuring Charisma:Dimensionality and Validity of the Conger-Kanungo Scale of Charismatic Leadership[J].Canadian Journal of Adminstrative Science, 1997,14(3):290-302.
[216]Shamir B,Zakay E.Correlates Of Charismatic Leader Behavior in Military Units: Subordinates' Attitudes, Unit Performance[J].Academy of Management Journal,1998,41(4): 387-409.
[217]Zhou J&George J M.When Job Dissatisfaction Leads to Creativity:Encouraging the Expression of Voice[J].Academy of Management Journal,2001,44(4):682-696.
[218]Anderson N R,West M A.Measuring Climate For Work Group Innovation:Development and Validation of The TCI[J].Journal of Organization Behavior,1998(19):235-258.
[219]Pearce J L, Gregersenh B. Task Interdependence and Extra Role Behavior:A Test of Themediating Effects of Felt Responsibility[J].Journal of Applied Psychology,1991(76):838-844.
[220]冯博,刘佳.大学科研团队知识共享的社会网络分析[J].科学学研究,2007(6)：1156-1163.
[221]陈公海.企业研发团队非正式网络的结构特征对产品创新绩效的影响研究[D].中国人民大学,2008.
[222]Scott S G,Bruce R A.Determinants of Innovative Behavior:A Path Model of Individual Innovation in the Workplace[J].Academy of Management Journal,1994,37(3):580-607.
[223]Madhavan R, Groverr. From Embedded Knowledge to Embodied Knowledge:New Product Development as Knowledge Management[J].Journal of Marketing,1998, (62):1-12.
[224]Bono J E, Judge T A.Self-Concordance at Work:Toward Understanding the Motivational Effects of Transformational Leaders[J]. Academy of Management Journal,2003,46(5):554-571.
[225]Janssen O.Fairness Perceptions As a Moderator in The Curvilinear Relationships between Job Demands,and Job Performance and Job Satisfaction[J]. Academy of Management Journal, 2001,44(5):1039-1050.
[226]Churchill, Jr.G. A. A Paradigm for Developing Better Measures of Marketing Constructs[J]. Journal of Marketing,1979(16):64-73.
[227]Nunnally J C.Phychometric Theory[M].New York:Mcgraw Hill,1978:34-76.
[228]林震岩.多变量分析：SPSS的操作与应用[M].北京：北京大学出版社,2007：187-189.
[229]Anderson,James C.An Approach for Confirmatory Measurement and Structure Equation Modeling of Organization Properties[J].Management Science,1987,33(4):525-541.
[230]郭志刚.社会统计分析方法：SPSS软件应用[M].北京：中国人民大学出版社,2005：135-169.
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |