查看“HRM Systems for Knowledge-Intensive Teamwork Questionnaire 知识密集型团队的人力资源管理系统问卷”的源代码

== 简介 ==
人力资源管理系统（Human resource management systems）已被确认为一个潜在的手段，通过组织可以刺激有效的知识行为和发展他们的知识存量的深度和内容 (Collins & Smith, 2006; Wright et al., 2001)，并且在知识密集型团队的人力资源管理系统中，知识是组织的首要战略资源。

Chang et al. (2016)收集的数据，从研发人员和团队领导者在信息技术行业的公司，他们相匹配的172个领导者调查（每队1个领导者）与826个成员的调查，在这34个参与企业从各种信息技术部门的172个团队。每个公司的参与团队的平均数为5.06（中位数= 5，标准差= 3.03，范围为3至20）。每个团队成员的平均人数为4.80（中位数= 5，标准差= 1.27，范围为3至10）。

== 信度与效度 ==
提升知识密集型团队的能力的15道题目内部一致性系数为 0.88, 提升知识密集型团队的动机的10道题目内部一致性系数为0.82，提升知识密集型团队的机会的6道题目内部一致性系数为0.80。

== 量表 ==
请您根据自己的实际感受和体会，用下面31项描述对组织的人力资源系统进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下：
1 非常不同意 2 不同意 3 有点不同意 4 不好确定 5 有点同意 6 同意	7 非常同意

1.The selection of knowledge workers emphasizes their overall fit to the company (personality, values, etc.).<br>
2.The selection of knowledge workers focuses on their potential to learn and grow.<br>
3.If a team member has good technical skills, his/her interpersonal skills are NOT very important.(reverse coded)<br>
4.When new team members are being selected for my team, their teamwork ability is weighted heavily in the decision.<br>
5.When new team members are being selected for my team, their adaptability to the environment and self-adjustment is weighted heavily in the decision.<br>
6.When new team members are being selected for my team, their interpersonal relationships within the company are weighted heavily in the decision.<br>
7.When new team members are being selected for my team, their interpersonal relationships with people outside the company (e.g., suppliers, customers, other professionals) are weighted heavily in the decision.<br>
8.The company invests considerable time and resources in training for knowledge workers.<br>
9.The company provides an orientation program for new knowledge workers to learn the history, culture, and values of the company.<br>
10.The company has a mentoring program (individually or as a group) aimed at employee development.<br>
11.The company uses mentoring assignments as a way to encourage employees to learn from each other.<br>
12.The company provides training that improves my team employees’ ability to learn from each other.<br>
13.The company provides training to improve the interpersonal skills of employees in my team.<br>
14.The company provides training to help my team employees develop and update their technological know-how.<br>
15.The employees in my team have attended training designed to improve their teamwork skills.<br>
16.The company’s performance management practices emphasize individual improvement and development.<br>
17.Performance appraisals are based on input from multiple sources (coworkers, supervisors, clients, etc.).<br>
18.Internal candidates take priority over external candidates for knowledge job openings.<br>
19.Team members’ pay and rewards are closely linked to the team’s overall performance.<br>
20.Knowledge workers’ bonuses or incentive plans are based primarily on the performance of the company.<br>
21.On average the pay level of our knowledge workers is higher than that of our competitors.<br>
22.The company offers a variety of incentives (e.g., gain sharing, stock option, etc.) to attract and retain top talent.<br>
23.The company provides many benefits for knowledge workers to continually learn new knowledge (e.g., paying tuition costs, supporting attendance of conference or other learning events, etc.).<br>
24.The company recognizes and rewards teams who come up with the best new ideas.<br>
25.The company rewards teams for sharing new information and knowledge.<br>
26.The company uses job rotation for knowledge workers to gain experience by moving them across different functional areas or divisions.<br>
27.Members of my team are evaluated on their interpersonal relationships with other coworkers outside the team.<br>
28.My team often arranges events for knowledge exchange (e.g., seminars, visits by outside experts, etc.).<br>
29.The company sponsors various social events to encourage contact and relationship building among employees.<br>
30.The company actively encourages knowledge workers to participate in “knowledge communities” (a bunch of people who have similar interests communicate and exchange information by using discussion board, forum, listserv, etc.).<br>
31.The company invests considerable time and resources in building and operating communities of practice (e.g., providing technical support, budgets, rewards, etc.).<br>


下载WORD版问卷：[[文件:Hkq.doc]]

== 计分方法 ==
知识密集型团队的人力资源管理系统问卷共31题：

提升知识密集型团队的能力，共15道题目，具体包括第1题到第15题。

提升知识密集型团队的动机，共10道题目，具体包括第16题到第25题。

提升知识密集型团队的机会，共6道题目，具体包括第26题到第31题。

== 量表出处 ==
Chang C. H., Jackson S.E., Jiang Yuan. (2016). Can knowledge-intensive teamwork be managed? examining the roles of HRM systems, leadership, and tacit knowledge. Journal of Management (2), 524-554.

== 友情提醒 ==
为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

[[category: 研究量表]][[category: 英文量表]][[category: MHRMS]]