The Influence Paths Of Collectivism-oriented HRM On Innovation Performance Of Research-oriented Teams

With the development of global competition,innovation has becoming one of the important factors for organizations to make value and achieve success.In fact,teams/workgroups are often the primary unit of an organization for innovation activities,which help to overcome the limited knowledge and skills of individuals.As the source of knowledge and technology innovation,university research-oriented teams play a significant role in innovation activates,as well as realize innovation goals.How to explore the intelligent resource of university faculty in order to hatch out more scientific contribution and innovation outcomes,as well as generate much social benefit has become one of the concerns for university manage met.Thus,it is essential to study the carrier of university human resource management--the management model to explore the resources of research-oriented teams effectively.This study tries to investigate the influence paths of Collectivism-oriented HRM on innovation performance of university research-oriented teams.It identifies the input and process factors which have effect on innovation performance,establishing a university research-oriented teams' innovation performance model and then conducting empiric study.It attempts to encourage university to develop Collectivism-oriented HRM,cultivate team members' psychological safety,stimulate the imitative of reflexivity,and ultimately increase team innovation performance.The main contents are concluded as follows:In the first place,this study integrates relative research based on the literature review,the influence of the traditional Chinese Confucian culture,well as the results of content analysis based on interview survey,and then put forwards the structure of Collectivism-oriented HRM,which is made up of three key dimensions: value pass down,interpersonal welfare and collective collaboration.Through empirical analysis,this study verifies the rationality of the dimension divisions,and these measuring scales have the good reliability and validity.Secondly,this study integrates relative research based on the prior studies,the innovation evaluation index for Chinese university,as well as the results of content analysis based on expert discussion,and then put forwards the structure of university research-orientated team innovation performance,which is made up of three key dimensions: innovativeness,constraint adherence and academic value.Through empirical analysis,this study verifies the rationality of the dimension divisions,and these measuring scales have the good reliability and validity.Thirdly,this study reveals the direct paths of Collectivism-oriented HRM on team innovation performance.It finds that value pass down has significant positive effect on innovativeness,and collective collaboration has significant positive effect on innovativeness,constraint adherence,as well as academic value.Fourthly,this study reveals the indirect paths of Collectivism-oriented HRM on innovation performance through team psychological safety and team reflexivity,as well as the indirect paths of team psychological safety on innovation performance through team reflexivity.After then,suggestions are recommended for improving university research-oriented teams' innovation performance.