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1.
Xuepan Zhong Qian Huang Robert M. Davison Xuan Yang Huaping Chen 《International Journal of Information Management》2012
Effective teamwork and knowledge coordination are becoming increasingly important for all kinds of organizations given the growing use of teams to tackle competitive challenges and sustain competitive advantage. In this study, we develop and validate a model of how two types of social network ties – expressive and instrumental – contribute to team efficacy and performance, mediated by three dimensions of a transactive memory system (TMS) – specialization, credibility and coordination within teams. We test the model in an empirical study drawing on data from 66 teams in a variety of organizations. The results suggest that both instrumental and expressive ties within teams can facilitate the formation of TMS and the three dimensions of TMS are all, even though to different extents, positively related to team efficacy. Team efficacy is also a powerful predictor of team performance. The findings in our study bridge the literature gap about social networks and TMS and explain the underlying process and mechanisms by which social network ties exert their influence on team outcomes. The results have implications for organizations that wish to leverage teams to take advantage of team members’ differentiated expertise and coordinate their work more effectively and efficiently. 相似文献
2.
Minna JanhonenAuthor Vitae Jan-Erik JohansonAuthor Vitae 《International Journal of Information Management》2011,31(3):217-225
This study aims to find out how different processes of knowledge management and patterns of social networking affect team performance. Our data on teams originate from a sample of different organizations from a variety of both public and private industries in Finland (76 teams; 499 employees). One of the main deficiencies in the current literature on knowledge and networks is that they tend to concentrate on specific types of teams in a single organization context. Our aim was to put the team phenomenon into an everyday context by analysing the interplay of knowledge creation and social networks in teams which function on a permanent basis in a variety of industry contexts. Both knowledge creation and social networking contributed to performance, but the results showed that whereas team members see the knowledge conversion processes as central to performance, top management emphasize the importance of social networks in value creation. In our examination, lively interaction between team members, combined with team leaders’ intra-organizational networks, contributed to team performance. 相似文献
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一方面基于社会网络的发展,既有研究在连接强度与创新绩效的关系中,忽略了团队外部连接对其的影响。另一方面基于冲突理论,管理学领域认为认知冲突在团队创新过程中属于“建设性冲突”,情感冲突在此过程中起到“破坏性冲突”的作用,正文基于对企业研发团队实证调研,创造性的提出了相反的观点。通过对上海汽车集团、上海电气集团、中国东方航空集团、中国商飞集团、伊莱克斯电器公司研发团队的共计327名成员进行实证调研发现：(1)团队内外部连接强度显著正向影响创新绩效；(2)知识创造显著正向影响创新绩效,且在团队内外部连接强度与创新绩效的路径上起部分中介作用。(3)认知冲突在团队内外部连接强度与知识创造的路径无影响,情感冲突在团队内外部连接强度与知识创造的路径上起正向调节作用。 相似文献
4.
Xiaogang Chen Xue Li Jan Guynes Clark Glenn B. Dietrich 《International Journal of Information Management》2013
The extant studies have not empirically examined the possible team cognitive mechanisms that facilitate knowledge sharing in OSS teams, even though knowledge sharing is a cognitive task and an OSS team is a complex cognitive system. To fill this research gap, we adopt the perspective of transactive memory system (TMS) to explore the relationships among TMS, knowledge sharing, communication quality, and technical achievement of OSS teams. By analyzing data from 95 OSS projects with the partial least squares (PLS) method, our study demonstrates that several TMS dimensions have positive impacts on knowledge sharing behaviors and communication quality. Moreover, communication quality positively influences technical achievement of OSS teams. These findings provide useful implications for literature and practice. 相似文献
5.
Knowledge-intensive work in modern global organisations is largely organised in teams or groups. Most of this work can be classified as knowledge creation with outcomes such as plans, contracts, proposals and analyses. Cooperating for knowledge-intensive work is recognised as a social process in which identification and organisational climate play an important role. Yet despite the mutual interdependence of members, their relations in teams are not necessarily closely knitted. Teams in multinational companies consist of members with different national, ethnic, functional and educational backgrounds, who are often situated at different locations, using a combination of means to communicate. These are not the most favourable conditions for an open way of exchanging knowledge and insights. On the other side, diversity in expertise is supposed to be a necessary condition for knowledge creation. It offers the requisite variety that is needed to cope with complex problems and the cognitive distance that is supposed to stimulate organisational learning. It is expected that identification of team members with their group can counterbalance the negative effects of diversity, while it can enforce the positive effect of task interdependence. This research is directed to the relations between social identification, diversity, interdependence and knowledge sharing in corporate teams. Social identification is an important issue since it is known as a builder of extra role behaviour in organisations. Diversity and interdependence are team features that shape the identification with a team. Social identification is considered as an important mediator between these independent variables and knowledge sharing as a dependent variable. The research has been carried out in a large beverage company with plants and agencies all over the world. A questionnaire has been used with validated scales. The research data stem from a sample of 169 respondents from 30 teams. A strong relation between knowledge sharing and social identification was found, while diversity of teams plays an intriguing role in stimulating and inhibiting knowledge sharing between team members. 相似文献
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This paper investigates the composition of creative teams of academic scientists engaged in inventive activity. Our data provides a unique opportunity to explore the links between team composition and commercialization outcomes. We find that there are coordination costs associated with reaching across academic departments and organizational boundaries to build teams. However, we also find evidence of benefits due to knowledge diversity, particularly in the cases of truly novel combinations. In support of internal cohesion arguments, we find that performance improves with the experience of the team. In line with arguments regarding the value of diverse external networks, we find that teams that are composed of members from multiple institutions - focal university, other research institution, and/or industry - are more successful in generating patents, licenses, and royalties. Finally, we find that the presence of prior social ties supporting links with external team members positively influences commercial outcomes. We find that there is no benefit to proximity in team configuration. 相似文献
8.
社会资本为研究异质知识流动提供新的思路,但目前缺乏社会资本对跨学科合作知识整合作用机制的研究。借鉴团队认同理论,分析跨学科研究团队社会资本的三个维度---结构资本、关系资本和认知资本对知识整合的作用机制。以团队认同为中介变量,任务互依为调节变量,构建有调节的中介模型。基于C9某研究型高校46个跨学科研究团队的346名成员的问卷调查的结构方程模型分析发现：社会资本的三个维度均显著正向影响团队认同,团队认同显著正向影响知识整合;团队认同完全中介结构资本和关系资本与知识整合的关系,部分中介认知资本与知识整合的关系;任务互依正向调节团队认同的中介作用。本研究为社会资本和知识整合研究做出了贡献并指导跨学科合作实践。 相似文献
9.
Contemporary information technologies such as social media have invigorated the way knowledge is shared within organizations to the extent that we have to rethink and reassess our understanding of the role and influence of technology in organizational processes and knowledge sharing. This paper uses the strategy as practice lens guided by the interpretivist philosophy to understand the influence of informal social media practices on knowledge sharing and work processes within an organization. The paper uses empirical evidence from the case study of a telecom organization in Tanzania to gain theoretical insight into informal social media practices and knowledge sharing. This research contributes to the Information Systems (IS) literature by asserting that organizational processes are achieved by mundane knowledge sharing mediated by informal social media use within the organization. Also, the study contributes to IS literature by highlighting how emerging informal practices are essential to daily processes within organizations. 相似文献
10.
知识团队中变革型领导对组织公民行为的影响 总被引：7，自引：0，他引：7
本文用实证研究的方法探讨了我国高科技组织的知识工作团队中团队领导者的变革型领导行为对团队成员组织公民行为的影响作用及影响机制。通过对来自四个城市的12家高科技组织的52个知识工作团队的领导者和294名团队成员的调查,研究结果发现:变革型领导行为对团队成员的组织公民行为具有显著的影响作用;关系导向的变革型领导行为对成员的组织公民行为影响作用更为强烈;领导-成员交换在变革型领导和团队成员组织公民行为之间起到部分中介作用。 相似文献
11.
探讨团队性绩效考核对知识共享的影响及其过程。在影响个体合作行为决策的复合式模型与知识共享的个人内在动机理论的基础上,提出了团队性绩效考核对知识共享的影响模型和假设,并采用新兴的统计分析技术——多层线性模型(Hierarchical Linear Modeling,HLM)对73家企业中234个团队中的813名成员的有效调查问卷进行实证检验。结果表明,团队性绩效考核通过分配公平感对知识共享起到积极影响作用,而情境(任务相互依赖性、成员能力梯度)、信念(团队效能感、人际信任)、过程性动机(程序公平感、互动公平感)在该影响过程中起到调节作用。最后,进一步对如何有效实施团队性绩效考核提出了对策建议。 相似文献
12.
Online games are highly popular applications. While online gamers actively participate in gaming teams, no study has yet explored whether gamers have sufficient teamwork knowledge and have accumulated sufficient team participation experience. These likely strengthen team commitment, but we do not know, indicating a research gap. Research filling this gap could shed light on useful means for enhancing gamers’ team commitment. Grounded in social identity theory, we theorize the mechanism that links gamers’ overall gaming team participation experience and overall gaming teamwork knowledge to their team commitment. We collect two-wave data from 344 online gamers that have played massively multiplayer online role-playing games (MMORPGs) and use structural equation modelling for data analysis. We find that overall team participation experience is positively related to gaming team identification, while overall teamwork knowledge is positively related to compliance with gaming team norms. Both team identification and norm compliance are positively related to gaming team commitment. This study is the first to clarify the mechanism underlying the impacts of overall gaming team participation experience and overall gaming teamwork knowledge on gamers’ team commitment. Our findings provide the practical insight that game designers should incorporate game features that require or reward gamers’ participation in gaming teams or enhance gaming teamwork knowledge, thus strengthening gamers’ team commitment. 相似文献
13.
创新团队中,成员的交互记忆系统反映了团队成员基于对彼此掌握的知识的认知而形成的分工协作机制,对于团队的创新绩效具有重要影响。而团队成员之间的信任关系与网络嵌入特征则是构成了影响交互记忆系统形成与发展的关键因素。本文在探讨交互记忆系统对创新团队绩效作用效果的基础上,重点分析了信任不对称对交互记忆系统的影响机制,并考虑了以团队及成员的网络嵌入特征表现出的在其中的边界效应。本文选择某高校学生组成的移动应用软件项目设计团队开展实验研究。研究发现：首先,交互记忆系统对创新团队绩效具有显著的积极影响,其作用机制可归纳为团队创造力提升、任务效率改善提高和成员满意度改善三条路径;其次,信任不对称不利于交互记忆系统的形成与发展。信任不对称会触发团队成员的知识隐藏行为,不利于对彼此知识的识别、检索和协调,阻碍交互记忆系统的有效运行;再者,成员之间的社会网络具有显著的边界效应。网络中心性能够显著削弱信任不对称对交互记忆系统的抑制作用,但同时降低了交互记忆系统对团队绩效的积极贡献。本文研究结论不仅能够从交互记忆系统视角拓展了创新团队绩效驱动机制的相关研究,还有利于从网络嵌入视角揭示了交互记忆系统驱动创新团队绩效的边界条件,对于提升团队和企业创新绩效具有重要的实践意义。 相似文献
14.
高科技创业面临着来自外部环境的不确定性,已有研究并没有对"什么样的创业团队更可能获得好的效能"问题给予合理解释。本文使用量化和质性相结合的研究手段,考察了创业团队异质性与团队效能的相关关系,并进行了路径分析。利用806个样本的实证数据,并结合案例分析的研究发现,创业团队异质性对团队效能的影响作用显著。异质性只是团队结构的一种静态描述,一旦创业团队形成,认同突显的长时段的一般人口统计学属性、教育背景等结构因素将固定,业已形成创业团队则说明对团队认同的承诺已达到一定程度,进而在创业过程中能够激活短时段的创业经验、认知、工作价值观等情境因素发挥作用,从而间接的对创业团队效能产生正向影响。 相似文献
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基于资源保存理论,探究"以团队成员为领导来源"的共享型领导和"组织正式任命"的服务型领导如何共同助推团队创新.采用"多来源和多时点"的数据收集方式,获得88个知识团队的配对数据(n=418).研究结果表明,共享型领导正向影响团队创新绩效,服务型领导在二者之间发挥有中介的调节作用;当服务型领导水平高时,共享型领导通过减少团队知识隐藏进而提升团队创新绩效的作用更强.上述结果有助于深入认识共享型领导与团队创新绩效之间的潜在中介机制和边界条件,并为团队领导模式变革与创新管理提供有益的启示. 相似文献
16.
摘要：在文献研究的基础上,本文提出了团队性绩效考核对知识共享的影响模型,并通过234个工作团队的813名成员的有效调查问卷进行了实证检验。结果表明,团队性绩效考核不会直接促进知识共享,而是通过团队成员的分配公平感、人际信任、团队承诺间接地正向影响知识共享;任务相互依赖性、团队成员能力梯度、团队效能感等团队特征因素以及程序公平感、互动公平感在该影响过程中起到了调节作用。最后,进一步对如何有效实施团队性绩效考核提出了对策建议。
相似文献
17.
针对知识团队的特点,利用动态博弈分析方法详细分析了知识团队成员间的合作存在的可能性问题,以及具有团队管理者的知识团队里合作存在的可能性问题,得出了在团队管理者的可置信承诺存在的前提下,具有团队管理者的知识团队在促进团队合作问题上更有优势的有意义的系列结论。 相似文献
18.
《Information processing & management》2020,57(6):102343
This study tested how and when leaders’ information seeking from team members influenced team performance and innovation. We developed and examined a model by considering team reflexivity as a mediator and cooperative outcome interdependence as a moderator. The sample comprised 83 work teams and 253 team members from a pharmaceutical firm in China. Multiple-source, time-lagged data were used to test our hypotheses. Based on the social information processing theory, the current study demonstrated that leader information seeking is positively linked to team performance and team innovation. These relationships were mediated by team reflexivity. Further, the positive relationship between leader information seeking and team reflexivity was enhanced when team cooperative outcome interdependence was higher. The indirect effect of leader information seeking on team performance and innovation via team reflexivity was stronger when team cooperative outcome interdependence was higher. We provide empirical and practical implications for information seeking in the workplace. 相似文献
19.
团队成员工作积极性不高与创造力不够是阻碍研发团队创新的最大问题,良好关系下的团队成员知识交流与思维碰撞对于研发团队创造力至关重要。以二元学习为中介变量,知识异质性为调节变量,构建了内部社会资本影响研发团队创造力的有调节的中介效应模型。采用结构方程模型,基于308个研发团队的数据的实证研究发现：结构资本和认知资本对研发团队创造力的直接影响显著,而关系资本对研发团队创造力的直接影响不显著;二元学习在结构资本及认知资本与研发团队创造力的关系中扮演部分中介角色,而在关系资本与研发团队创造力的关系中扮演完全中介角色;知识异质性正向调节二元学习中介效应。本研究有助于加强对团队创造力影响因素及作用机理的了解,也为提高研发团队创造力提供借鉴。 相似文献
20.
由知识员工组成的创新知识团队机制探讨 总被引：5，自引：0，他引：5
孙锐 《科学学与科学技术管理》2005,26(11):115-119
知识团队是适应知识经济动态创新要求的组织结构,它有助于充分发挥组织内部智力资本的价值。从引入知识团队的概念入手,阐述了知识工作者、知识链与知识团队之间的关系。在建立知识团队组织结构模型的基础上,探讨了知识团队三层结构,并总结了知识团队具有的特点。 相似文献