Study On The Virtual Interdisciplinary Organization

Nowadays, all of the significant economic, social and technological issues, particularly global issues, being very complicated, can't be resolved with a single discipline, but with the interdisciplinary. As a major carrier of interdisciplinary activities, it is unrealistic for colleges and universities to establish various entities of interdisciplinary organization to adapt to the needs of the development of science and technology innovation. So we must change the traditional "large and comprehensive" pattern, and span the traditional limits of the physical faculties to achieve complementary advantages and benefit-sharing to conduct interdisciplinary cooperation through integration of external and internal resources.Based on the above analysis, author introduces the concept of virtual organization into the building of interdisciplinary organizations, and then defines the concept and meaning of the virtual interdisciplinary organization. And on the basis of the analysis of the status quo, author conceives a more scientific and rational virtual interdisciplinary organization, from such angles as organizational foundation, structure, contract and staff, learning from the successful experience of foreign-class research university interdisciplinary organization for reference.In the paper, the virtual interdisciplinary organization has its obvious "discipline's scale effect" so as to shorten the output cycle of interdisciplinary results and reduce the costs of interdisciplinary education and research, but its virtual model also enables organizations run more complicated. Therefore, the paper focuses on three problems that affect the virtual interdisciplinary organizations operating successfully, namely, knowledge sharing, the members of motivation and trust relations, then conceives more scientific and rational operating mechanisms: the first is sharing mechanism, which is designed to be a knowledge-sharing system on the basis of the analysis of the influencing factors of the sharing of knowledge; the second is motivation mechanism, which is designed to be the four major motivation mechanism, including organizational motivation, cultural motivation, work motivation and reward motivation based on the analysis of he members' needs; the third is trust mechanism, which is designed to be the "three-tier" trust mechanism on the basis of the analysis of the evolution model of trust relations.