The Trust Degree Testing Of AMT R&D Team And Collaborative Research

With the advent of knowledge-based economy and technology economy, only firmswith consistent power of innovation can always succeed． In the current intensecompetitive environment of high knowledge and high technology， the R&D andinnovation teams are commonly adopted in modem organizations．And only by relying onthe team member’s innovative ability can firms obtain long-term competitive advantageand development．According to the relevant literature review, trust can strengthen thebenign interaction among team members; what’s more，the benign interaction has a veryimportant influence on the team member’s behavior and job performance．Under suchcontexts，this study focuses on advanced manufacturing technology (AMT) R&D andinnovation team, the trust degree of the R&D team plays an important role in efficientlydeveloping innovative products.Firstly，this paper provides a comprehensive review about the R&D team trust and itsinfluencing factors at home and abroad, finishes and summarizes the related theoreticalknowledge and research results, and this article will use the test tool which is the2-tuplefuzzy semantic group decision method,and expound the relevant knowledge.Secondly，regarding to the characteristics of the AMT R&D team, this paper analysesthe main factors affecting the team trust degree and the factors’ weights allocation,proposes a trust degree evaluation model based on the2-tuple fuzzy linguisticrepresentation mode, constructs a trust degree evaluation framework for the AMT R&Dteam, and aggregates the2-tuple fuzzy linguistic information of the trust degree evaluationfactors of the AMT R&D team. In this paper, two kinds of2-tuple fuzzy linguisticaggregation operators are given, which can be used to calculate and evaluate the two mainfactors of team trust degree including individual credibility and team collaborationinformation. The trust degree evaluation results of each member and the overall R&Dteam can be reflected very intuitively in the trust estimation framework with twodimensions of credibility and collaboration. It’s an important reference value for themanagers to make the effective decision-making and to improve the team operation efficiency and the work performance.Then, from a practical point of view, the team work is optimized from kinds ofaspects, including the establishment of assessment and incentive mechanism based on thepersonnel factor, to optimize the environment of the team organization, to build trust-commitment mechanism, to make incentive programs about the enterprise institution andeffectively to enhance the work initiative of the team members and job performance fromthe employee interest, benefit, personal achievement and the organizational emotion.At last, a real example is provided to confirm the correctness and validity of theevaluation model, and the evaluation results analysis and the corresponding adjustmentdecision are presented. Summary the innovation points and the applicable scope of theresearch in this paper and points out the shortcomings, and put forward in the future studyin the related field.