企业研发团队知识共享激励机制研究

发布时间：2018-07-25 14:45

【摘要】：知识的跨学科、跨专业发展趋势，，使得企业改变传统组织管理模式，建立研发团队开发新产品或服务。而研发团队之所以能实现团队协同作用，其关键在于共享的专有知识和技能以及由其互动而产生的创新知识。而专有技术、经验等知识体现个体核心竞争能力，通常难以描述和编纂，需花费大量时间和精力将其显性化，故缺乏激励动机时，员工将不会发生知识共享行为。因此，管理者需制定激励机制诱导研发人员产生共享动机，发生知识共享行为。本文介绍了团队与研发团队、知识与研发知识以及知识共享的基本理论，对企业内部研发团队知识共享、团队知识共享激励机制、公平偏好以及工作设计等问题的相关文献进行了综述分析，得出文献综述结论，由此提出论文的主要研究内容和基本框架。论文选择企业研发团队为研究对象，从其成员内外动机视角考虑影响其知识共享动机的因素，发现经济动机和人际互惠动机追求公平交换心态，而利他动机和自我实现动机追求的内在满足感主要来自于工作设计。论文分别建立了基于公平偏好和工作设计的研发团队知识共享激励模型，采用理论分析、数值仿真等方法分析公平偏好心理和工作设计对研发团队知识共享行为的作用机制以及对代理人最优激励机制设计的影响。研究结果表明：①在公平偏好的促使下，同情偏好的研发成员倾向于增加知识共享努力水平，提高团队协同作用，而自豪偏好的员工则与之相反；企业在招聘、选拔研发人员时，应通过合理选拔方式规避掉自豪偏好的员工；在从事研发工作时，如研发人员公平感较弱，企业应加大业绩激励强度；反之，企业就应加大创新知识产权激励强度。②在适当范围内，随效价和工作挑战性水平增大，研发人员本职工作和知识共享努力水平均增大，企业应增大业绩和创新知识产权激励强度；否则，如工作挑战性水平超过其承受能力，则会产生负向激励。③当团队协同系数增大时，企业应加大业绩激励强度，减少创新知识产权激励强度。
[Abstract]:The interdisciplinary and cross-professional development trend of knowledge makes enterprises change the traditional organizational management model and establish research and development teams to develop new products or services. The key to achieve team synergy lies in the sharing of expertise and skills, as well as the innovative knowledge generated by their interactions. However, knowledge such as know-how and experience reflects the core competitive ability of individuals, which is usually difficult to describe and compile, and it takes a lot of time and energy to make it explicit. Therefore, when there is no incentive motivation, employees will not have knowledge sharing behavior. Therefore, managers should establish incentive mechanism to induce R & D personnel to share motivation and knowledge sharing behavior. This paper introduces the basic theory of team and R & D team, knowledge and knowledge sharing, and the incentive mechanism of internal R & D team knowledge sharing. This paper summarizes and analyzes the relevant literatures on the issues of fairness preference and job design, and draws a conclusion of literature review, and then puts forward the main research contents and basic framework of the thesis. This paper chooses the enterprise R & D team as the research object, considers the factors that affect the knowledge sharing motivation from the perspective of the internal and external motivation of its members, and finds out that the economic motivation and interpersonal reciprocity motivation pursue the mentality of fair exchange. The internal satisfaction of altruistic motivation and self-actualization motivation mainly comes from job design. In this paper, the incentive model of knowledge sharing of R & D team based on fair preference and job design is established, and the theoretical analysis is used. Numerical simulation and other methods are used to analyze the effect of fair preference psychology and job design on the knowledge sharing behavior of R & D team and on the design of the agent's optimal incentive mechanism. The results show that, driven by a preference for fairness, sympathetic R & D members tend to increase the level of knowledge sharing efforts and team synergy, while proud employees tend to be the other way around. When selecting R & D personnel, we should avoid employees with pride preference through reasonable selection. In R & D work, if R & D personnel have a weak sense of fairness, the enterprise should increase the intensity of performance incentive; conversely, Enterprises should increase the incentive intensity of innovation intellectual property. Within the appropriate scope, the level of R & D staff's own work and knowledge sharing efforts increases with the increase of titer and job challenge. Enterprises should increase the incentive intensity of performance and innovation intellectual property rights; otherwise, if the level of work challenge exceeds their ability to bear, it will produce negative incentive .3 when the team synergy coefficient increases, the enterprise should increase the intensity of performance incentive. Reduce the incentive intensity of innovation intellectual property.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F272

【参考文献】