创新研究群体项目的绩效评价及其对科技评价的启示

将我国国家自然科学基金资助体系中的创新研究群体项目绩效评价工作分为评价筹备、函评会评和绩效评价报告撰写修订发布阶段,以2015年度创新研究群体项目绩效评价为例,梳理分析其工作流程和具体实施情况等相关工作内容.创新研究群体项目具有前沿探索与人才培养双重属性,同时还具有资助力度大、周期长以及考核宽松等特点,相关绩效评价工作结合该类项目特性,基于同行评议和评价指标体系(包括抽查项目与总体项目评价)设计,取得以《国家自然科学基金2015年度绩效报告》为精简版主报告在内的3份研究报告.研究结果提示开展科技项目评价要注重项目的 特质与要求,根据国家发展相关战略部署和要求不断改革、规范与优化流程管理,并注重开展同行评议,不断拓展科技评价的范式与边界,以促进科研项目科学合理与平稳有序发展,并促进提升我国科技评价工作水平.     

Mobility versus job stability: Assessing tenure and productivity outcomes

Based on the data from survey responses and publications of 1583 academic scientists in Spain, this paper examines the relationship between scientific performance and reward, considering tenure and permanent positions as key academic rewards in early phases of academic career and focusing especially on the mediating effect of mobile versus stable career paths. Although widely practiced, inbreeding has often been considered to be at odds with universalism and merit in science. Our findings indicate that inbred faculty does not get tenure with less scientific merits than PhDs from other institutions; we also find that non-mobile careers are a strong predictor of the timing of rewards in the form of early permanent positions. Our results question the assumption mainly based on US evidence that mobility enhances career. These findings must be interpreted in the context of organizational and institutional features of the Spanish academic system that promote the development of internal academic research job markets.     

论创新研究群体的组织性质及其治理结构走向

创新研究群体项目是自然科学基金委资助体系下,兼具基础前沿研究与人才团队培养双重属性的人才类项目,运行中产生的治理问题需要在理论上予以解析。解题的关键是,明晰创新研究群体的组织性质,并打开治理结构的"黑箱"。通过扩展交易成本治理结构理论,在五重维度上,创新研究群体具有较强的资产专用性、不确定性与交易频率,具有很高的任务复杂性与团队合作质量,是介于"小科学"与"大科学"组织间的中间组织,是稳定性与持续性较强的科研合作网络组织,其治理结构需要走向为网络治理;在五重维度上,只有对创新研究群体实施网络化治理,才能够实现资源配置合理化、交易成本最小化与团队合作成效最大化,才能实现培养和造就国际科学前沿一流研究群体的目标。     

Entrepreneurial experiments in science policy: Analyzing the Human Genome Project

We re-conceptualize the role of science policy makers, envisioning and illustrating their move from being simple investors in scientific projects to entrepreneurs who create the conditions for entrepreneurial experiments and initiate them. We argue that reframing science policy around the notion of conducting entrepreneurial experiments - experiments that increase the diversity of technical, organizational and institutional arrangements in which scientific research is conducted - can provide policy makers with a wider repertoire of effective interventions. To illustrate the power of this approach, we analyze the Human Genome Project (HGP) as a set of successful, entrepreneurial experiments in organizational and institutional innovation. While not designed as such, the HGP was an experiment in funding a science project across a variety of organizational settings, including seven public and one private (Celera) research centers. We assess the major characteristics and differences between these organizational choices, using a mix of qualitative and econometric analyses to examine their impact on scientific progress. The planning and direction of the Human Genome Project show that policy makers can use the levers of entrepreneurial experimentation to transform scientific progress, much as entrepreneurs have transformed economic progress.     

大力培养使用战略科学家，夯实国家战略科技力量

培养使用战略科学家是优化战略科技领域布局和改善战略科技资源配置的关键,夯实国家战略科技力量迫切需要大力培养使用战略科学家。文章阐释了战略科学家的基本特征,认为战略科学家应具有卓越的科研能力和突出的跨学科理解能力,卓越的科技前瞻能力和敏锐的辨识能力,卓越的组织攻关能力和杰出的领导力,以及浓厚的爱国情怀和强烈的使命担当。文章研究认为大的科研平台、大的发展趋势和大的科研任务是成就战略科学家的关键;崇尚创新、倡导包容和多元文化、重视教育和自主科研、强化基础研究是引导、培养和支持战略科学家成长的基础。战略科学家是在长期的科研实践中不断锤炼成长起来的,未来要推进战略科学家培养使用制度建设,构建体系化的战略科学家培养使用制度,健全全生命周期的战略科学家成长支撑体系。     

科技社团参与科技评价的角色与路径——基于三重逻辑的理论分析

探索科技社团参与科技评价的理论机理及实现路径是深化科技体制改革和完善科技评价机制的重要内容。本文在厘定科技社团概念与功能的基础上,从组织逻辑、制度逻辑和行动逻辑论述了科技社团参与科技评价的独特优势,并归纳了科技社团参与科技评价的四种角色,即评价组织者、标准制定者、失信约束者及奖励举荐者。然后,系统阐释了四种角色的内涵、特征及实现基础,建构了科技社团参与科技评价的实践路径。最后提出科技社团更好地参与科技评价的改革举措。     

科技服务组织服务创新的影响机制——基于制度系统的调查与解释

借由组织制度理论视角与典型组织的调查,研究科技服务组织的制度系统特征及其影响作用.研究发现,政府、市场双重主导逻辑提供组织服务创新的依据和原则,并渗透进入组织场域;不同服务类型表现出双重逻辑差异化的作用形式与冲突强度;将4种典型服务产品与模式纳入一个组织响应制度系统影响的二维理论化模型,可有效解释当前科技服务组织及其服...     

Catalyzing Research Competitiveness: The Georgia Research Alliance

Virtually everywhere, there is governmental interest in developing and using science and technology as a tool for economic development and other public purposes. States within the United States look to advance vis-à-vis other states, just as nations seek to rise in competitiveness. What institutional mechanisms work? What research and other strategies are effective? The Georgia Research Alliance (GRA) represents an important model that appears successful. During the 1990s, key business executives, university presidents, and state government forged a research partnership - GRA. A non-profit entity, GRA played a catalytic role in getting state government, industry, and universities in a specific region to work in concert to hire scientific luminaries, attract federal research funds, and translate research into economic development. The dynamics of this catalytic entity are discussed using a life-cycle model of organizational development.     

Pathogenic organization in science: Division of labor and retractions

Science is increasingly a team activity, and the size of the teams has been growing. At the same time, there are concerns about an increasing rate of pathologies in science. The growth of team science suggests the need to look beyond individual-level explanations and focus on organizational structures and institutional contexts to explain pathologies in science. Drawing on the literature on organizational pathologies, we argue that division of labor may be a key factor contributing to pathologies in science. Furthermore, we examine the effects of high-stakes incentives and of institutional corruption as additional predictors of scientific pathologies. Using retractions as an indicator of pathologies, and drawing on a matched sample of 195 retracted papers and 349 paired papers that were not retracted, we develop indicators of the division of labor in the team that produced a paper and find that the rate of retractions is higher as the division of labor increases (net of team size). Additionally, we find that high-stakes incentives and institutional corruption are also associated with increased retractions. We conclude with a discussion of the implications of these findings for science policy, in particular for organizing team science projects.     

中国农业科技组织体系60年

农业科学研究组织体系和农业技术推广组织体系构成中国农业科技发展的组织基础。农业科学研究组织体系伴随政治和经济体制变革而相应调整。农业技术推广组织体系依附政治生态的同时,围绕推广实效不断进行推广组织和形式的创新。解决中国农业科技组织体系存在问题,必需重新组合科学研究资源,改革县乡技术推广组织体系。     

我国科技创新体系人力资源管理的研究构想

本根据我国社会经济转型和科技创新要求,在综合分析国内外有关研究的基础上,提出了开展我国科技创新体系中人力资源管理研究的构想。本作认为,可从个体、群体和组织三个层面对科技创新中的人力资源管理进行研究。重点在于,探索科技组织结构调整中职工心理变化的影响因素模型,探索科技人员、管理的胜任特征,并以其作为实施人力资源开发的依据,进一步提出科技人员选拔、培训、绩效考核和激励机制的管理对策,形成适合我国科技创新体系要求的人力资源管理模式。     

高校理科教师在科技创新中的优势和作用探讨

在科技强国的大形势下,理科教师作为高校重要群体,如何在科技创新中发挥自己的作用是值得思考的问题。本文从理科教师自身的特点出发,探讨了高校理科教师如何发挥优势、如何进行合作以增强其在科技创新中的作用等问题;同时,从外部环境的角度探讨了科研管理部门在促进理科教师参与科研创新中的作用。     

科研合著网络资本如何影响科研绩效——来自我国高校科学家的微观证据

本文基于Web of Science核心合集数据库和Incite数据库,运用社会网络分析法构建了北京大学理工科院系科学家科研合著网络,并从社会资本视角,采用动态面板GMM模型探讨了合著网路资本对学科认可、政府认可、市场认可等科研绩效的影响。研究发现：科学家积累更多的社会资本将更有利于提升科研绩效,但不同的社会资本维度对学科、政府、市场不同方面的科研绩效影响方向、影响程度不一。并建议科学家和科研机构要将合作从增量向提质转变,要引入组织协调平衡和优化合作内部结构,要完善科研绩效综合评价。     

“双一流”背景下高校科研管理队伍的职业倦怠研究

通过科学界定高校科研管理职业倦怠的表征,剖析高校科研管理队伍产生职业倦怠的诸多因素,设计出多角度多维度的立体式职业倦怠干预方案,提出应从管理到治理转变,完善高校的组织治理体制;从职能向技能提升,着重科研管理队伍的职业能力培养;从契约向契合塑造,构建科研管理队伍与学校组织层面的心理契同。     

Behavioural aspects of research management - a review

This paper attempts to summarize the recent behavioural science literature dealing with the management of research personnel and of the organizational research function.Sociologists are divided over the salience of the institutional norms of science for organizational scientists. Do scientists in corporate environments find themselves torn between values and norms of behaviour absorbed during professional training, and the possibly very different values and norms of the organization in which they subsequently work? If indeed scientists are principally oriented to the wider scientific community, what incentives can management offer in order to secure or maintain their commitment? A number of rather different studies have sought correlations between the effectiveness or productivity of scientists and various characteristics of the organizations in which they work. Positive relationships have been demonstrated with, inter alia, extent and pattern of communication, the nature of managerial control, incentives provided, sizes and ages of research groups, and functional compared to project organization. Of course, technically successful research is no guarantee of substantial utility for a commercial organization.Whilst most of the literature relates to the industrial situation, this review attempts from time to time to point its relevance for management in the public sector.     

Career-based influences on scientific recognition in the United States and Europe: Longitudinal evidence from curriculum vitae data

This paper examines how funding patterns, career pathways and collaboration networks influence scientific recognition. We analyze these institutional factors in the early and middle phases of academic careers through comparison of a group of researchers recognized as creative by their peers with a matched group of researchers. Measurement of scientific recognition is based on survey nominations and research prizes in two growing, laboratory-intensive research domains: nanotechnology and human genetics. Curriculum vitae data is used to compare researchers based in the United States and Europe. In the early career model for the United States, we find that scientific recognition is associated with broad academic education, fast completion of PhD, and a record of independent postdoctoral research, while in Europe these factors are much less prominent. The mid-career model suggests that both in the United States and Europe fast job promotion within academia is a strong predictor of future recognition. However, there is a clear divide across the Atlantic regarding other mid-career factors: work experience inside and outside academia, research leadership, external grant income, and prizes from professional associations are connected to scientific recognition in the United States, but are less influential in Europe.     

科研机构的机构知识库构建研究

开放获取运动在世界各个国家正轰轰烈烈地开展着,作为开放获取重要部分的机构知识库,承担着保存科研机构知识资产和知识开放共享的重要职责。本文对于国外及国内机构知识库的构建方式进行了调查研究,并结合研究结果及国内科研机构的实际情况,构建了机构知识库框架模型,并以中国科学技术信息研究所机构知识库为实例验证了该模型的有效性,并为科技资源共享与传播及国内机构知识库的发展起到推进的作用。     

美国科赫研究所开展融合科学的实践与启示

当今世界,"融合科学"新范式为人类解决重大经济社会问题提供了机遇与挑战。机构层面如何推动"融合科学"及其要求的数据开放共享,是当前科技界共同关注的问题。美国麻省理工学院最早提出了"融合科学"新范式,也是最早以该新范式建立专门研究机构的典型。文章以美国麻省理工学院从事"融合科学"的科赫研究所(Koch Institute)为案例,归纳分析该研究所在推动数据公开和共享方面的制度安排,以及与推动"融合科学"相关的设施和工作环境、人才培养、经费投入、科研项目设置等机制建设,以期为机构层面落实"融合科学"新范式及数据开放共享提供借鉴。     

以科研需求为导向的研究生创新能力培养机制解析

本文以科研需求为导向,分析了目前研究生在科学研究过程中创新能力培养存在的现实问题,提出了基于科研兴趣、创新思维、专业技能与科研激励的研究生创新能力培养体系,建立了研究生科研创新能力培养新机制,以期培养出符合社会需求与国家发展的、可服务于国家科技创新建设的创新型高层次人才。     

科研服务品牌的创建：高校科研管理创新方向

本文通过对广东省科研群体的实证研究,重点调查其科研信息的获取渠道,对广东省各级科研项目的公正性与透明度感知,对各级科研部门的科研服务态度、效率与水平的评价,对科研服务品牌创建的认同。从而进一步分析广东省整体科研环境和科研管理存在的问题。在此基础上,提出科研服务品牌的创建是促进科研管理创新,优化科研环境的一个重要的路径和方向。同时,提出必须构建即时、互动的科研服务平台,创建公正、透明和高效的广东科研服务品牌。