团队创新绩效

多层次视角下的角色外行为与团队创新绩效

Extra-role Behavior and Team Innovation Performance : A Multilevel Approach

四是对有利于知识型团队创新绩效提升的关键隐性知识转移因素和关键网络联结强度特征进行分析并归纳本研究结论，针对现存问题提出一些实践建议。

Finally , the critical knowledge transfer factors conducive to the promotion of a knowledge-based team innovation performance and key network connection strength characteristics were analyzed and summarized .

科研团队创新绩效的影响因素及其作用机理研究

The influential factors on innovation performance of research team and its mechanism

变革型领导对R&D团队创新绩效的影响机制研究

The Effect of Transformational Leadership on Innovation Performance of R & D Team

跨职能知识共享对团队创新绩效的影响机制探索

The Influence of Cross-Function Knowledge Sharing to Innovation Performance : Based on Grounded Theory

在此基础上，本研究对比了不同管理措施对团队创新绩效的作用，为组织管理实践提供了借鉴。

This be inclined by the paper also provided some suggestions to the management by analyzing the effectiveness of these intervention methods .

以扎根理论的研究方法，从知识有效共享的角度分析了跨职能整合对团队创新绩效的影响。

Based on the grounded theory , this paper explored the importance of effective knowledge sharing to the innovation performance in the cross-function new product development teams .

构建了团队创新绩效决定因素模型，并对86个高校学科团队的660名教师进行问卷调查，从个体层面验证了该模型。

The author established a determinant factors model on performance of team innovation , and the model was testified on individual-level by investigating 660 teachers in 86 discipline-teams of universities .

因而，提高团队创新绩效需从提高领导和成员能力、改善成员行为以及营造团队气氛入手。

Thus , it should be begin with advancing abilities of leader and members , improving innovative behaviors of members and building team climate for innovation in order to enhance performance .

本文在个人深度访谈和文献回顾的基础上，构建了团队创新绩效决定因素模型，并对中国高校86个学科团队的660名教师进行问卷调查，从团队层面验证了这一模型。

Based on depth interviews and review about literature , the author worked out a determinant factors model on performance of team innovation . The model was testified on team-level by investigating 660 teachers in 86 discipline-teams of universities .

BP神经网络在知识型企业研发团队知识创新绩效评价中的应用研究

An Empirical Study on Knowledge Innovation Performance of R & D Teams in Knowledge-based Enterprises Using BP Neural Network

科研团队知识创新绩效影响要素研究&基于我国国立科研机构的调查分析

Investigation on the situations of scientific research teams in Chinese state-owned scientific institutions

企业创新成功的关键取决于研发团队的创新绩效。

The success of innovation of companies depends on the innovation performance of R & D team .

在中国的大学里，要提高科研团队的创新绩效，就必须要创造条件提高成员的科研能力，设法保持团队成员的学术异质性，改善学术带头人的培养，选择合理的团队规模。

The conclusion is that we must seize the main factors such as the scientific research ability of members , the academic heterogeneity , the ability of team leader , and the team scale to improve creative performance of research teams in Chinese universities .

对于高新技术企业来说，企业研发团队的的创新绩效是其保持持久竞争力的关键。

For new high-tech enterprises , the innovation performance of enterprises ' research and development teams is the key to keep the lasting competitiveness .

此外，企业想要可持续发展必须不断创新，创新程度取决于团队整体的创新绩效。

Moreover , if enterprises want to promote the sustainable development of organizations , they must innovate continually , and the level of innovation rests with group innovative performance .

跨文化幅度与团队创新气氛和团队绩效有相对较大的相关性。

The range of the culture in a project team has significant effect on the team atmosphere of innovation and team performance .

团队层面的高校学科团队创新绩效模型研究

A team-level study on the determinant factors of innovation performance in discipline-team of universities

同时构建关于团队冲突管理方式、团队信任和团队创新绩效的理论模型，并提出相关假设。

At the same time , build the theoretical model about team conflict management mode , team trust and team innovation performance , and puts forward the hypothesis .

团队学习行为部分中介结构资本与团队创新绩效；团队学习行为完全中介认知资本、关系资本与团队创新绩效；

Team learning behaviors partially mediates the relationship between structural capital and team innovation performance , while fully mediating the relationship between cognitive capital and team innovation performance , the relationship between relational capital and team innovation performance .

本研究主要得到如下几个结论：团队内冲突会对团队时间关注异质性与团队创新绩效之间的关系起到中介作用。

We have several conclusions as follows : intra-group conflicts would mediate the relationship between team temporal focus heterogeneity and team innovation performance .

然而对于团队创新气氛的研究较少，而团队创新气氛与员工绩效之间的关系研究就更为稀少。

However , the team climate for innovation research is less , and the team climate for innovation and performance to study the relationship between is more scarce .

团队互动过程对团队效能的影响国内外已做过一定研究，而IT企业研发团队互动过程对团队创新绩效的影响目前还没有相关的探索。

About the influence of team various to innovation performance , the domestic and foreign scholars had already done certain research , but research has not involved to IT industry .