文献类型：期刊文献

英文题名：Motivations of R&D team participating in knowledge collaboration A game analysis and empirical study

作者：Zhou, Yingying[1];Gao, Shuli[1];Chen, Jianbin[1]

第一作者：Zhou, Yingying

通讯作者：Chen, JB[1]

机构：[1]Beijing Union Univ, Coll Business, Beijing 100044, Peoples R China

第一机构：北京联合大学商务学院

通讯机构：[1]corresponding author), Beijing Union Univ, Coll Business, Beijing 100044, Peoples R China.|[1141721]北京联合大学商务学院;[11417]北京联合大学;

年份：2018

卷号：21

期号：4

起止页码：975-987

外文期刊名：JOURNAL OF INTERDISCIPLINARY MATHEMATICS

收录：EI(收录号：20183005600231);Scopus(收录号：2-s2.0-85050261700);WOS:【ESCI(收录号:WOS:000447591200022)】；

基金：The authors gratefully acknowledge the National Natural Science Fund Project "Quantitative Analysis on Knowledge Heterogeneity and Knowledge Collaboration Performance-An Empirical Study of Social Data of Community of Practice" (71572015), Beijing Social Science Fund Project "Study on the Mechanism and Path of Performance Improvement for Small and Medium-sized Enterprises of Science and Technology in the Perspective of Collaborative Innovation" (15JGC163), and the research result of Game Analysis on the Lower Bound Value of Optimal Interval of Knowledge Heterogeneity in Virtual Practice Community(Liu et al, 2016)

语种：英文

外文关键词：Knowledge Heterogeneity; Two-period reputation model; Knowledge collaboration performance; Motivation

摘要：The study on motivation internal knowledge collaboration(KC) is of great importance to the better management and motivating team members to participate in the KC in a more positive way. Firstly, this paper studies on the signaling game analysis of knowledge heterogeneity in the community based on a two-period reputation model. The results show that knowledge providers have enough driving force to participate in collaborative activities. Then, we explored the motivating factors that affect R&D team members' participation in KC and constructs the theoretical model, which shows that personal reputation, sharing willingness and group identification have different effects on the motivations of knowledge providers involved in organizational learning; exploitative learning and explorative learning have significant impacts on collaborative innovation performance, and the impact of the former is bigger than the latter; and the team motivation has regulating effect on the relationship between organizational learning and innovation performance of KC.