Study On Behavior Pattern Of University Innovative Research Team And It's Influence On Team Performance

University Innovative Research Team (UIRT), as one of the most typical organization pattern of Chinese scientific research, has become main force of scientific and technological production and knowledge creation in national innovation system. Basing on multi-disciplinary theoretical knowledge, this dissertation studied on behavioral connotation, behavioral characteristics, behavioral foundation and influence of behavior pattern of University innovative research team to team performance, combined with empirical analysis and case study examples, in order to enrich and deepen the theoretical system of University innovative research team in theory, guide and standardize the construction of Chinese University innovative research team. The main content of the paper is as follows:The first chapter made a summary analysis of current research results and the lack of point from three aspects involving the research literature about domestic university innovative research team, behavior of domestic university innovative research team and behavior of foreign university innovative research team, and proposed research contents and methods.The second chapter defined the connotation, characteristics and classification of UIRT, brought forward the connotation and functions of main behavior pattern of UIRT, including leadership behavior, cooperative behavior, conflict behavior.Basing on analysis of leadership behavior theory of common team, the third chapter proposed varies types of leadership behavior mode of UIRT under distributed knowledge creative process, including idea generation, selection, initial decision-making, feasibility analysis, technology fit, implementation and commercialization. Then this chapter studied on effect of six leadership styles which is related to purposive laissez-faire leadership, transformational leadership, relational leadership, task-based leadership, distributed authorized leadership and transactional leadership; employing SPSS statistical software, this chapter made an empirical analysis of effective leadership style categories in different control variables, including member gender, member age, educational background of member, area of expertise, team size, team building time, working years of member and team life cycle.On the foundation of influence factor analysis of cooperation behavior, the fourth chapter showed the detail characteristic behavioral factors of UIRT, including trust behavior, learning behavior and knowledge-sharing behavior. At the mean time, this chapter established equal-trust and unequal-trust cooperative model, then simulating the relationship among trust index level, cooperation index level and Team profit with Matlab software. The simulation results are showed as follows:(1) When team members inputs same amount of knowledge and there is equal trust index, with increasing of cooperation level and trust index, there shows smooth upward trend in team knowledge profit;(2) the member who in a high trust inputs the larger amount of knowledge into team task, the creation of total amount of knowledge are more; As long as there is a high trust member, team will be able to create a greater knowledge gains; Member who state in the low trust, even if the total investment of knowledge is large, the creation of total amount of knowledge are small; With the increase of knowledge input, the increasing rate of knowledge creation is accelerated;(3) Even in the high level of cooperation, creation of knowledge is mainly influenced by trust index.The most common team size obtained from the questionnaire is the scale of6-10persons team. Giving causes, types and process of conflict behavior, the fifth chapter build the communication network of UIRT, calculated upstream, downstream and parallel information flow of communication network and found theoretical conflict network node. Then this chapter proposed positioning of conflict, conflict mitigation and optimization process model, combined with a typical case of Germany university innovative research team.The sixth chapter established the theoretical framework about influences of different behavior pattern to team performance, including Leadership behavior, cooperative behavior, conflict behavior and communication behavior, then put forward twenty-five concept hypothesises relate to transformational leadership, task-based leadership, relational leadership, authorized leadership, trust, knowledge sharing, learning, cognitive conflict, emotional conflict, communication behavior.The seventh chapter presented the influence model of behavior pattern of UIRT to team performance and structural equation modeling were to be used to verify the hypothesis on the basis of sample testing and large-scale questionnaire. According to the empirical results, impact direction and impact level for various behavior patterns to team performance were be showed.The eighth chapter proposed the effective behavior management strategies from three perspectives involving in leadership behavior, cooperative behavior, conflict mitigation and communication behavior. Such as build member psychological fairness, implementation of transformational leadership, relaxed authorization, combination of goal setting and free development, creating team trust relationships, coordinated development of diverse members structure, establishment of team learning and feedback mechanism, build team resources support mechanisms, appropriate choice of conflict management, improving the level of task conflict and cognitive conflict, creating an open exchange atmosphere, building information system.The ninth chapter was a summary of the dissertation, proposed innovations and research insufficient in order to provide a reference for subsequent scholar.