不同于以往研究，从团队层面对科研团队稳定性进行测度，同时聚焦学科多样性在其中的调节作用。以2009年和2010年的69个美国国家科学院生物学领域院士科研团队为研究对象，在通过作者共现网络和聚类分析方法识别主要成员和团队的基础上，以团队生产力和团队影响力衡量团队绩效，运用负二项回归模型对团队稳定性与团队绩效的关系以及学科多样性的调节作用进行分析。研究发现：团队稳定性对团队绩效呈倒“U”型影响，表明团队并非越稳定越好，适当的团队成员流动更有利于团队绩效的提高；团队的学科多样性对团队稳定性和生产力关系有正向调节作用，因为学科多样性可以降低团队成员流动带来的学习成本和磨合时间成本，使成员流动对团队绩效的影响更显著；而学科多样性因容易造成团队的知识冲突以及团队资源分配分散等问题，导致对团队稳定性和影响力关系的调节作用不显著。为提高科研团队绩效，要关注团队成员的流动情况，优化团队进入和退出机制，同时开展更多的跨学科人才合作。

Unlike previous studies, the stability of research teams is measured from team level, while focusing on the moderating role of disciplinary diversity in this process. Using 69 biology academician teams of United States National Academy of Sciences in 2009 and 2010, the relationship between team stability and team performance and the moderating role of disciplinary diversity are analyzed using negative binomial regression models, based on the identification of key members and teams through author co-occurrence networks and cluster analysis, and team performance measured by team productivity and team influence. It is found that team stability has an inverted "U" shape effect on team performance, indicating that a more stable team does not equal to a better team, and that appropriate team member turnover is more conducive to team performance. Disciplinary diversity has a positive moderating effect on team stability and productivity relationships because it reduces the learning costs and time costs associated with team member mobility, making the impact of member mobility on team performance more significant; while disciplinary diversity has a less significant moderating effect on team stability and influence relationships because it tends to cause team knowledge conflicts and fragmentation of team resource allocation. To improve the performance of research teams, it is important to pay attention to the mobility of team members, optimize team entry and exit mechanisms, and develop more interdisciplinary talent collaboration.

G353.1

国家自然科学基金面上项目“基于多样性、关系链接和知识依赖的跨学科科研团队合作网络结构与演化研究”（72174016）