Research On Trust Relationship In University Innovation Team

Trust is the foundation to achieve smooth interaction among university innovation team members, the important guarantee to form team cohesion, shape risk-taking awareness, and build a harmony team atmosphere, and also the key to realize the goal of scientific research. This study focused on a critical factor, that was team trust, and could be divided into theoretical and empirical aspects. Theoretical study held that university innovation team was an open system made up of spiritual elements and substantial elements, in which all the elements interacted, to form the driving force for the development of team system, and to promote its development-fission. At the same time, personal ability and quality, the intention of cooperation, and the effective communication and cooperation affected the construction of trust relationship in university innovation team members, and thus formed types of credibility trust, understanding trust or identity trust according to different conditions. Empirical study taking xx medical college as sample. In the content, five parts as the basic information of the respondents, the interaction case among innovation team and its members, the construction situation of team trust relationship, the factors influencing team trust and team innovation, and the actual effect and development situation of team innovation were involved in the questionnaire. In the methods, the questionnaire survey and the interview was mainly used.Through analyzing team members’ qualities of integrity, ability capital, goodwill, trust propensity, effectiveness of leadership, clarity of objectives, task dependencies, member heterogeneity, organizational system security and organizational vision, this study, in both theory and demonstration, suggested that the problems of university innovation team lay in the following aspects:the negative evaluation of integrity; the capacity-denial and contempt phenomenon; the diaphragm and conflict among members; the tendency to ignore the value of the trust among members; the ineffectiveness of leadership; the ambiguous of members’target; the low degree of dependency of members; the insignificant differences in membership; the unreasonable supplying of organizational system.We should take corrective measures to solve the above problem on three levels:on the individual level, we should train team members to be honest and have a goodwill; enhance their academic research capacity, their interaction, communication and understanding of each other, and thus to construct good tendency of trust. On the team level, we should improve the effectiveness of leadership; define our team goals; enhance the degree of dependency on team task; pay attention to the differences of long-term collocated team. On the organizational level, we should improve security system.