人力资源管理实践、组织支持感与员工知识分享行为关系研究

在文献回顾的基础上,提出人力资源管理实践、组织支持感与员工知识分享行为关系的假设模型,并通过对我国华南地区45家企业312名员工的问卷调查对该模型进行验证。研究结果表明:人力资源管理实践通过组织支持感对员工知识分享行为产生积极影响,即组织支持感在人力资源管理实践与员工知识分享行为之间起中介作用。该结论对于学术界正确认识人力资源管理实践、组织支持感与员工知识分享行为之间的关系,指导企业界促进员工间的知识分享具有重要的指导意义。     

Web2.0技术应用对知识分享行为影响研究

Hendriks(1999)的研究表明知识交流工具在组织内的应用,会影响组织成员之间的知识分享。本文主要探讨在WEB2.0环境下,特别是WEB2.0典型技术的运用,因其具有与传统信息交流技术不同的特征,对组织成员知识分享行为的影响是否与前述研究一致。经研究,得出以下结果:在WEB2.0环境之下,WEB2.0典型技术的应用与员工知识分享行为仍存在显著的正向关系;由于web2.0技术发展的速度较快,对于WEB2.0中典型技术的认知与运用呈现显著的正相关关系,并且又与成员知识贡献和知识获取行为呈现显著的正相关关系。     

知识分享与C2C网络位置：评价机制的调节作用

在线的C2C分享平台是目前分享经济的重要方向之一。一些C2C知识分享平台中采用对成员的评价机制作为鼓励分享行为的重要手段之一,但是在理论上评价机制与个体知识分享行为之间的关联机制却少有研究。本文通过内容分析和社会网络分析等方法,对国内一个咨询行业专业QQ群进行了大数据分析,实证探讨了系统评价和群内成员互评两种评价机制在成员的知识分享行为与个体知识网络中心性之间的调节效应。在实证分析的基础上,本文进一步根据系统评价和成员互评两种评价机制作用的异同将知识分享平台划分为应用型、创新型和合作型知识分享平台。     

个体感知差异和职场排斥对知识共享行为的影响机制

本研究基于自我归类理论和社会需要理论，探索个体感知差异对职场排斥和知识共享行为的影响，以及成就需要和归属需要在这个过程中的调节效应。利用来自356位企业员工的样本数据，采用分层回归的方法进行假设验证。结论显示个体感知差异负向影响知识共享行为，职场排斥中介了二者之间的负向关系，个体成就需要和归属需要反向调节个体感知差异与知识共享行为、个体感知差异与职场排斥之间的关系。研究结果为知识共享领域的研究提供了新的视角和框架，同时对企业管理实践有一定的现实意义。     

基于社会化问答平台的企业知识共享研究

知识共享主体之间的关系缺乏是导致知识共享困境的根源。本文从社会网络理论的视角研究了企业知识共享存在的问题,通过分析社会化问答平台在知识共享中的4个机制:知识外化机制、资源共建机制、知识协作机制、激励机制,并讨论了对解决知识共享障碍方面的优势,依此提出了更好的构建企业知识共享机制的几点建议。     

组织记忆如何影响企业创新绩效:一个有调节的中介效应分析

通过调查中国274家企业,研究组织记忆对企业创新绩效影响过程,研究结果表明,组织记忆对企业创新绩效有显著正向影响,企业知识共享行为在其中起到部分的中介效应,而企业家社会资本调节了知识共享和企业创新绩效之间关系,并对研究结论进行讨论。     

Physicians’ willingness to share: a TPB-based analysis

Physicians’ willingness to share knowledge is a central antecedent of effective knowledge sharing within hospitals. This paper aims at supporting the micro-foundation of knowledge sharing with the identification of the factors that affect willingness to share and their classification according to a behavioural model grounded in the Theory of Planned Behaviour (TPB). The identification of antecedents and their classification is based on the review of the major contributions published on top tier and specialist journals. This study identifies 22 factors that affect physicians’ willingness to share. These factors are classified according to the TPB framework, which identifies three behavioural antecedents: attitude, subjective norm and perceived behaviour control. The organization of the factors allows appreciating the diffusion of knowledge-sharing behaviours as the result of three concurring perspectives: raising attention to the benefits of knowledge sharing, building up social pressures from relevant actors and designing appropriate organizational contingencies.     

Investigating the impact of organizational climate,motivational drivers,and empowering leadership on knowledge sharing

This paper presents a research model aimed to investigate the impact of organizational climate, motivational drivers, and empowering leadership on behavioral intention formation in knowledge sharing. A research model has been developed by integrating several knowledge management studies having in-focus behavioral intention formation in knowledge sharing. The hypotheses are tested on data collected from 873 employees from public and private sector organizations from Serbia’s province of Vojvodina, using partial least square structural modeling technique and SmartPLS software. Findings suggest that organizational climate with prominent dimensions of fairness, innovativeness and affiliation, empowering leadership, sense of self-worth, and altruism significantly influence individuals’ knowledge-sharing attitude, intention, and behavior thus confirming the theory of reasoned action. Results obtained in this research expand and deepen findings reported in previous studies and enable a comprehensive framework for understanding the influence of some organizational variables on employees’ tendencies to be engaged in knowledge sharing.     

项目导向型企业知识共享路径、障碍及对策研究

在分析项目导向型企业知识共享主体以及共享路径的基础上,对其知识共享障碍因素进行深入的研究。结果表明,项目导向型企业的知识共享障碍主要表现在个体与个体、团队与团队以及个体、团队与组织等3个层面。为解决项目导向型企业中知识共享的障碍问题,从搭建知识共享平台、制定制度保障和营造欢快、信任与合作的文化氛围等方面提出解决方案。     

国外知识共享氛围理论研究述评

知识共享氛围对知识共享具有重要的促进作用.知识共享氛围的前因可以归纳为个人因素、领导角色、组织软环境因素、组织事务等四个方面的内容,其结果主要表现为对组织成员的行为和组织整体效能的影响.在对知识共享氛围理论进行全面述评的基础上,对将来的研究趋势作了初步探讨.     

The influence of informal social media practices on knowledge sharing and work processes within organizations

Contemporary information technologies such as social media have invigorated the way knowledge is shared within organizations to the extent that we have to rethink and reassess our understanding of the role and influence of technology in organizational processes and knowledge sharing. This paper uses the strategy as practice lens guided by the interpretivist philosophy to understand the influence of informal social media practices on knowledge sharing and work processes within an organization. The paper uses empirical evidence from the case study of a telecom organization in Tanzania to gain theoretical insight into informal social media practices and knowledge sharing. This research contributes to the Information Systems (IS) literature by asserting that organizational processes are achieved by mundane knowledge sharing mediated by informal social media use within the organization. Also, the study contributes to IS literature by highlighting how emerging informal practices are essential to daily processes within organizations.     

Trust as an antecedent to knowledge sharing in virtual communities of practice

This study focusses on the role of trust in knowledge sharing within the context of virtual communities of practice. Trust is widely accepted as an important enabler of knowledge management (KM) processes. We conceptualise trust across three dimensions, namely: competence, integrity and benevolence; we test hypotheses as to the effect of these facets of trust on knowledge sharing by surveying an intra-organisational global virtual community of practitioners. The results indicate that all three dimensions of trust are positively related to knowledge-sharing behaviour. Trust based on the perceived integrity of the community was found to be the strongest predictor of knowledge-sharing behaviour. Our findings suggest that the dimensions of trust buttress each other; although they are theoretically distinct, they appear to be empirically inseparable. We propose that in order for knowledge sharing to be enabled, trust must concurrently exist in all three dimensions. Implication to organisations in their recruitment policy is to include competence, integrity and benevolence in their sought-for attributes of new employees. KM practitioners also have to encourage these attributes in existing employees, who are potential members of on-line communities of practice. Knowledge sharing itself was conceptualised with three components – quantity (frequency), quality (usefulness or value) and focus (the degree to which an individual feels that they engage in knowledge sharing). Of the three components, focus exhibits the most significant relationship with trust factors. This finding makes knowledge sharing less tangible than perhaps would be expected. It suggests that establishing whether knowledge has been shared is more than counting the frequency or trying to evaluate the usefulness of the shared knowledge. These aspects are important especially to management, but to the individual who shares knowledge, her feelings of having shared knowledge appear to be more important. With the current understanding that knowledge sharing is more of a human activity than technology, it is important that any information system should be assistive in boosting users’ confidence that they are indeed sharing knowledge. If the systems do not re-enforce the users’ knowledge-sharing orientation, knowledge sharing may be discouraged. Notwithstanding the point made about knowledge-sharing focus, it is necessary to take into consideration all the components of knowledge sharing to fully capture the concept. This was well indicated when the combined variable of all (rather than individual) knowledge-sharing items had the strongest correlation with trust factors.

     

Knowledge sharing in global virtual team collaboration: applications of CE and thinkLets

Although a global virtual team (GVT) can provide organizations with increased competitive advantages and greater flexibility due to its unique ability to transcend traditional boundaries of time, locations, and organizational constraints, knowledge sharing in globally dispersed and culturally diverse members also poses unique challenges to organizations wishing to capitalize on diverse knowledge of GVTs. This work, therefore, examines extant literature on collaboration engineering (CE) and thinkLets and further proposes that CE and thinkLets can help organizations develop predictable patterns of knowledge-sharing behaviour and a sense of structure in GVT collaboration. Implications of using CE and thinkLets for organizational practice and research are also discussed in the virtual collaboration context.     

P知识共享机制对群体绩效的影响研究/P P /P P/FONT /P

知识共享有助于群体绩效水平的提高,然而对于拥有不同知识位势的个体而言,其绩效水平的高低却取决于知识共享的机制。本文分析了影响群体知识共享的相关因素,并建立多主体模型,动态模拟了不同的知识共享机制对群体绩效以及对个体加入群体的影响。研究表明,知识共享行为主要受个体预期的成本收益等因素的影响,构建科学合理的知识共享机制可以降低知识共享成本,维持个体之间的利益平衡,提高群体绩效。     

开放视角下企业的知识治理和隐性知识共享

    隐性知识为企业技术创新及可持续发展提供了支撑,共享、整合和利用企业内外部隐性知识的研究得到学者们的广泛关注,但现有文献对如何促进组织间隐性知识共享的关注甚少。本文选取中国东部地区的186家知识密集型企业为调查对象,探讨开放情境下核心企业的知识治理与组织间隐性知识共享的关系。研究发现：知识治理对组织间隐性知识共享具有正向影响,组织开放度在市场型和层级型知识治理对组织间隐性知识共享的影响中均具有显著的调节作用,但在社会型知识治理对组织间知识共享影响中的调节作用不显著。该研究可为企业在创新网络中获得基于知识治理的创新和竞争优势提供借鉴。     

Knowledge sharing in project-based organizations: Overcoming the informational limbo

Project-based organizations (PBO) are nowadays widespread in almost all the activity sectors. This type of organizations poses complex problems for information and knowledge management due to the fragmentation and lack of uniformity of organizational structures, processes, practices, and technologies. The ineffectiveness of knowledge sharing over time, between project teams, is perhaps the most prominent issue that PBO must deal with. This strongly affects organizational learning, which seems to under-deliver value to PBO. Therefore, relevant knowledge is trapped in an “informational limbo” out of reach, not being capitalized for the organization. This is particularly true in research and development (R&D) institutions, where knowledge sharing can be hindered by conceptual misunderstandings resulting from different disciplines, cultures and ways of working of project participants. This paper addresses such issues by analyzing, in a comprehensive way, how information and knowledge management can better suit project team's needs and at the same time improve organizational learning. An ethnographic study, based on immersed participant observation, is performed at a Portuguese R&D Institute, in order to understand the link between the way information is managed in a project and how people interact and learn by sharing knowledge between projects. Results provide a set of enterprise information management (EIM) recommendations. Findings also suggest that a PBO-wide EIM strategy, balancing knowledge codification and personalization mechanisms, is a feasible solution to overcome the problems of knowledge sharing in PBO.     

个性化契约、组织自尊与知识共享行为研究

个性化契约是基于员工能力与需求,企业与员工协商达成的个性化的工作安排,是人力资源管理实践的有效工具。本研究在社会交换理论和社会认知理论框架下,探究不同类型的个性化契约如何通过组织自尊对知识共享行为发生作用,以及情感性关系在其中的调节作用。研究结果表明：任务性与发展性个性化契约通过提升组织自尊,促进知识共享行为;情感性关系反向调节组织自尊对知识共享行为的正向作用,也反向调节个性契约通过组织自尊对知识共享行为的间接效应。     

多元视角下基于KMS的知识共享关键影响因素研究

基于社会技术系统观点从个人、社会、组织和技术四个层面建立KMS中知识共享理论模型并试图发现影响知识共享的关键影响因素。采用社会资本理论、认知理论等多元理论视角从四个层面建立基于KMS知识共享的因素模型,通过运用PLS结构方程对来自97家企业183个有效样本的实证研究表明,虽然各层面的变量都对因变量具有显著作用,但社会资本对基于KMS知识共享效应最为显著,其次分别为个人、技术和组织层面。因此,企业应在综合管理措施基础上重点培育组织社会资本,并且利用基于Web 2.0等信息技术的KMS支持员工社会资本的发展促进知识共享,最后总结了知识分享管理中的两种误区。     

Impact of organizational support on organizational intention to facilitate knowledge sharing

Knowledge sharing can be viewed as an organizational innovation that has the potential to generate new ideas and develop new business opportunities through socialization and learning process of knowledge workers. Moreover, numerous scholars have proposed that interpersonal trust is an important facilitator of knowledge sharing. This study aims to develop a research model examining how organizational support influences the intention to facilitate knowledge sharing through organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust. Data from a survey of senior executives in Taiwan were used to test the proposed research model. Confirmatory factor analysis was conducted to examine the validity of the measurement model, and the structural model also was analyzed to test the associations hypothesized in the research model. The results showed that organizational support is positively associated with organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust, which in turn are positively related to organizational intention to facilitate knowledge sharing. Implications for organizations are also discussed.     

组织知识共享网络模型研究——基于知识网络和社会网络

 以组织中同时作为社会活动和知识活动载体的“人”为研究对象,以构建一个客观高效的组织知识共享网络模型为研究目的,提出基于知识网络和社会网络的组织知识共享网络模型及构建方法,并探讨该网络模型如何影响组织中主体间知识共享的过程和方式。从应用实例来看,该方法具有客观、可视化、定量等特点,因而可以较好地应用到组织知识的分布、查找、推送等知识共享实际应用中去,为组织知识共享的定量分析提供了一种新的工具和思路。