研发型团队组织创造力的成长是国家创新战略的核心内容之一。长期以来,我国研发型团队的激励过分注重需求激励、目标激励、期望激励和公平激励等内部性激励,忽视了强化激励的作用。隐性知识是研发型团队的主体性知识资本,知识转化是研发型团队的主导性知识行为。基于长三角高新技术企业研发型团队的样本数据,借助于结构方程模型,强化激励、隐性知识转化和组织创造力的相关性研究可以揭示强化激励在组织创造力培育目标上的微观促进机理,发现对隐性知识转化的优势促进路径和不足之处,从而为强化激励的深化和拓展提供现实性的理论借鉴。研究表明：正强化激励对知识社会化、外显化、内隐化存在促进作用,负强化激励仅对知识外显化存在促进作用,知识社会化、外显化和内隐化对组织创造力的成长存在促进作用。

The growth of the R D team organizational creativity is one of the core content of the national innovation strategy. For a long time, encouragement of research and development teams in China overemphasis on internal incentives such as demand incentive, goals, expectations and justice incentive, ignoring the role of reinforcement incentives. Internal knowledge is subjectivity of knowledge capital of the research and development team, and knowledge transformation is a dominant knowledge behavior of research and development team. Based on sample data of research and development team of high-tech enterprises in Yangtze River and by means of structural equation model, study on correlation among reinforcement incentives, internal knowledge transformation and organizational creativity can reveal micro promoting mechanism of reinforcement incentive in the target of organizational creativity cultivation, and founds the advantage promotion paths and deficiencies of internal knowledge transformation, which may provide realistic theories to deepen and expand reinforcement incentives. Studies show that positive reinforcement incentives have promoting effect on knowledge socialization, externalization, and internalization. negative reinforcement incentives only has promoting effect on knowledge externalization. Knowledge socialization, externalization, and internalization have promoting effect on the growth of organizational creativity.

国家自然科学基金项目（面上项目，重点项目，重大项目）