基于博弈论的个人与组织知识转化研究
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摘要
知识经济的到来给企业带来了新的变化和要求,其中最核心的变化就是知识成为生产要素参与价值创造和收入分配,这就要求企业有效的管理知识资本来获取持续的竞争力。和其他生产要素一样,知识管理的一个核心环节就是对知识转移流通进行管理,它关系到知识的运用与创新,是知识创造价值的基础。因此,随着知识管理的发展,知识转移便成为了众多学者关注的焦点。
本文从个人与组织的角度,对知识转化进行了研究。个人与组织有着相互依赖的关系,组织需要个人来完成具体的活动,个人需要借助组织的力量来达到自己的目标。然而组织目标与个人目标常常表现得不一致,导致了企业内部结构畸形,阻碍了个人知识与组织知识的自由流通。这样,一方面个人因无法获得组织知识而表现出组织适应性低和绩效差,另一方面组织因没有及时转化个人知识使得许多宝贵的知识资源随着人员的离职而流失,更重要的是阻碍了知识创新。
针对这一问题,本文首先总结归纳了知识转化的相关理论和研究,接着系统的论述了个人与组织知识转化的基本原理。个人与组织知识转化由个人知识组织化和组织知识个人化两部分构成。在知识的转化过程中,二者相互合作才能取得外部市场收益,但当面临内部分配时,又存在着劳资矛盾。在这混合动机下,个人和组织会理性的选择自己行为,共同决定知识转化的效果。为了揭示二者经济关系的本质,本文运用冯·斯塔克尔贝格博弈模型的逆推归纳法分析了在知识转化实施前个人与组织的博弈关系和策略选择,得出了一定条件约束下的最优投入组合。最后,本文对均衡解的相关系数变量进行了详细的剖析,论述了它们对知识转化效果的影响,并据此提出了促进个人与组织知识转化的策略,以供参考。
The arrival of the knowledge economy has brought new business changes and requirements. The most core one is that knowledge becomes a new kind of input to create value with other factors and share it, so it requires corporations to manage their intellectual capital effectively to gain a sustainable competency. Like other inputs, the essential aspect of the management is to control knowledge circulation, which relates to the knowledge renewal and innovation and is the foundation to create value. Therefore, with the development of knowledge management, knowledge transferring has become the attention focus of many scholars.
From the perspective of person and organization, this article will do some research on knowledge transferring. Person and organization have interdependent relationships; organization needs individuals to complete specific activities, person needs the help of organization to achieve his goals. However, organizational goals and individual goals are often inconsistent, which leads to abnormal internal structure and hinders their knowledge to transfer freely. So it will come out that person may have a poor performance and organization may lose the valuable personal knowledge because of hardly transferring when he quits. More importantly, it can hinder knowledge innovation.
According to that, this article summarizes the theory and researches of knowledge transferring, and then has a systematic exposition of the basic knowledge-transferring principles between person and organization. It has two parts: personalizing organizational knowledge and organizationalizing personal knowledge. In the transferring process, person and organization will not only cooperate to catch the market value, but also have friction in profit distribution .Driven by the mixed motives, they will be rational to choose their own behaviors, and determine together the performance of knowledge transferring. To reveal the nature, this research will use backward induction method of Von·Stackelberg Game Model to analyze their strategy selection before action in the economics way, and deduce the optimal combination of input under the certain conditions. Finally, this article gives some explanations of the equilibrium solution deduced above and discusses the steps taken by corporations to promote the knowledge transferring.
本文从个人与组织的角度,对知识转化进行了研究。个人与组织有着相互依赖的关系,组织需要个人来完成具体的活动,个人需要借助组织的力量来达到自己的目标。然而组织目标与个人目标常常表现得不一致,导致了企业内部结构畸形,阻碍了个人知识与组织知识的自由流通。这样,一方面个人因无法获得组织知识而表现出组织适应性低和绩效差,另一方面组织因没有及时转化个人知识使得许多宝贵的知识资源随着人员的离职而流失,更重要的是阻碍了知识创新。
针对这一问题,本文首先总结归纳了知识转化的相关理论和研究,接着系统的论述了个人与组织知识转化的基本原理。个人与组织知识转化由个人知识组织化和组织知识个人化两部分构成。在知识的转化过程中,二者相互合作才能取得外部市场收益,但当面临内部分配时,又存在着劳资矛盾。在这混合动机下,个人和组织会理性的选择自己行为,共同决定知识转化的效果。为了揭示二者经济关系的本质,本文运用冯·斯塔克尔贝格博弈模型的逆推归纳法分析了在知识转化实施前个人与组织的博弈关系和策略选择,得出了一定条件约束下的最优投入组合。最后,本文对均衡解的相关系数变量进行了详细的剖析,论述了它们对知识转化效果的影响,并据此提出了促进个人与组织知识转化的策略,以供参考。
The arrival of the knowledge economy has brought new business changes and requirements. The most core one is that knowledge becomes a new kind of input to create value with other factors and share it, so it requires corporations to manage their intellectual capital effectively to gain a sustainable competency. Like other inputs, the essential aspect of the management is to control knowledge circulation, which relates to the knowledge renewal and innovation and is the foundation to create value. Therefore, with the development of knowledge management, knowledge transferring has become the attention focus of many scholars.
From the perspective of person and organization, this article will do some research on knowledge transferring. Person and organization have interdependent relationships; organization needs individuals to complete specific activities, person needs the help of organization to achieve his goals. However, organizational goals and individual goals are often inconsistent, which leads to abnormal internal structure and hinders their knowledge to transfer freely. So it will come out that person may have a poor performance and organization may lose the valuable personal knowledge because of hardly transferring when he quits. More importantly, it can hinder knowledge innovation.
According to that, this article summarizes the theory and researches of knowledge transferring, and then has a systematic exposition of the basic knowledge-transferring principles between person and organization. It has two parts: personalizing organizational knowledge and organizationalizing personal knowledge. In the transferring process, person and organization will not only cooperate to catch the market value, but also have friction in profit distribution .Driven by the mixed motives, they will be rational to choose their own behaviors, and determine together the performance of knowledge transferring. To reveal the nature, this research will use backward induction method of Von·Stackelberg Game Model to analyze their strategy selection before action in the economics way, and deduce the optimal combination of input under the certain conditions. Finally, this article gives some explanations of the equilibrium solution deduced above and discusses the steps taken by corporations to promote the knowledge transferring.
引文
①Ikujiro Nonaka. A dynamic theory of organizational knowledge creation. Organization Science,1994,5(1):14-38
②Davenport T H,Prusak L .Working knowledge: how organizations manage what they know. Harvard Business School Press,1998.
③Leonard,Dand Sensiper. The role of tacit knowledge in group innovation. California Management Review,1998,40(3):112-132.
④左美云.知识转移与企业信息化北京:科学出版社,2006
⑤张和生知识经济学沈阳:辽宁人民出版社,1992:17-18
⑥D.E.O’Leary Enterprise knowledge management. IEEE Computer,1998,31(3):54-61.
⑦Ernest Perez. Knowledge management in the library-not. Database,1999,22(2):75-7
⑧Skyrme D J,Amidon D M. Creating the knowledge-based business. Business Intelligence,1997.
⑨Michael Earl. Knowledge Management strategies:toward a taxonomy. Journal of Management Information System,2001,18(1):215-233.
⑩王德禄.知识管理的IT实现.北京:电子工业出版社,2003
11柯平知识管理学北京:科学出版社2007
12 Davenport T.H., Prusak L. Working knowledge: how organizations manage what they know [ J ] . Harvard Business School Press ,1988
13 Nonaka I, Takeuchi H., The Knowledge - creating Company [M]. Oxford University Press , 1995.
14 Hedlund G 1. A Model of Knowledge Management and The N- Form Corporation [ J ] . Strategic Management Journal ,1994 , 15 : 73 - 90.
15 Gilbert Myrna , Cordey - Hayes Martyn. Understanding The Process of Knowledge Transfer to Achieve Successful Technological Innovation [J ] . Technovation , 1996 , 16 (6) : 301- 312.
16 Dixon , N. Common knowledge : How companies thrive by sharing what they know [J ] . Harvard Business School Press, 2000.
17 Lahti R.K . , Beyerlein M. Knowledge trans fer and management consulting : a look at the firm [J ] . Business Horizon, 2000 , 43 (1) : 65 - 74.
18 Sveiby K. Intellectual capital: Thinking ahead [J ] . Australian CPA , 1998 , 68 (5) : 18 - 22.
19 Truran W.R. Pathways for knowledge: how companies learn through people engineering [J ] . Management Journal, 1998, 10 (4) : 15 - 20.
20 Allee V. 12 principles of knowledge management [J]. Training & Development , 1997 , 51 (11) : 71 - 74.
21 Albino V. , Garavelli A..C., Schiuma G. Knowledge transfer and inter - firm relationships in industrial districts: the role of the leader firm [J]. Technovation , 1999 , 19 (1) : 53 -63.
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[8]杨治华,钱军著.知识管理:用知识建设现代企业.2002年10月第1版
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②Davenport T H,Prusak L .Working knowledge: how organizations manage what they know. Harvard Business School Press,1998.
③Leonard,Dand Sensiper. The role of tacit knowledge in group innovation. California Management Review,1998,40(3):112-132.
④左美云.知识转移与企业信息化北京:科学出版社,2006
⑤张和生知识经济学沈阳:辽宁人民出版社,1992:17-18
⑥D.E.O’Leary Enterprise knowledge management. IEEE Computer,1998,31(3):54-61.
⑦Ernest Perez. Knowledge management in the library-not. Database,1999,22(2):75-7
⑧Skyrme D J,Amidon D M. Creating the knowledge-based business. Business Intelligence,1997.
⑨Michael Earl. Knowledge Management strategies:toward a taxonomy. Journal of Management Information System,2001,18(1):215-233.
⑩王德禄.知识管理的IT实现.北京:电子工业出版社,2003
11柯平知识管理学北京:科学出版社2007
12 Davenport T.H., Prusak L. Working knowledge: how organizations manage what they know [ J ] . Harvard Business School Press ,1988
13 Nonaka I, Takeuchi H., The Knowledge - creating Company [M]. Oxford University Press , 1995.
14 Hedlund G 1. A Model of Knowledge Management and The N- Form Corporation [ J ] . Strategic Management Journal ,1994 , 15 : 73 - 90.
15 Gilbert Myrna , Cordey - Hayes Martyn. Understanding The Process of Knowledge Transfer to Achieve Successful Technological Innovation [J ] . Technovation , 1996 , 16 (6) : 301- 312.
16 Dixon , N. Common knowledge : How companies thrive by sharing what they know [J ] . Harvard Business School Press, 2000.
17 Lahti R.K . , Beyerlein M. Knowledge trans fer and management consulting : a look at the firm [J ] . Business Horizon, 2000 , 43 (1) : 65 - 74.
18 Sveiby K. Intellectual capital: Thinking ahead [J ] . Australian CPA , 1998 , 68 (5) : 18 - 22.
19 Truran W.R. Pathways for knowledge: how companies learn through people engineering [J ] . Management Journal, 1998, 10 (4) : 15 - 20.
20 Allee V. 12 principles of knowledge management [J]. Training & Development , 1997 , 51 (11) : 71 - 74.
21 Albino V. , Garavelli A..C., Schiuma G. Knowledge transfer and inter - firm relationships in industrial districts: the role of the leader firm [J]. Technovation , 1999 , 19 (1) : 53 -63.
[1]高洪深,丁娟娟编著.知识经济学教程.中国人民大学出版社,2006年4月第3版
[2]齐建国等著.知识经济与管理.社会科学文献出版社,2001年12月第1版
[3]柯平主编.知识管理学.科学出版社,2007年第1版
[4]索柏民著.知识管理:实现模式与能力评价.中国社会科学出版社,2009年第1版
[5]叶茂林,刘宇,王斌.知识管理理论与运用.2003年7月第1版
[6]郁义鸿著.知识管理与组织创新.2001年2月第1版.
[7]祁红梅著(博士文集).知识的吸收与创造.2007年12月第1版.
[8]杨治华,钱军著.知识管理:用知识建设现代企业.2002年10月第1版
[9]王国顺等著.企业理论:能力理论.2006年1月第1版[10范徵著.核心竞争力——基于知识资本的核心能力.上海交通大学出版社,2002年7月第1版
[11]王勇.基于博弈论的知识联盟合作创新(硕士论文).大连理工大学,2008年12月
[12]吴冰,王重鸣.知识和知识管理:一个文献综述.华东理工大学学报(社会科学版), NO.1,2006
[13]陈洁,丁源.国内近十年知识管理研究文献的综述与分析.生产力研究,NO.9,2008
[15]柯翔.企业知识管理理论综述.现代管理科学,2004年第12期
[16]左美云.知识转移与企业信息化.科学出版社,2006.
[17]卢新元,袁园,王伟军.基于博弈论的组织内部隐性知识转移与共享激励机制分析.情报杂志,2009年7月第28卷第7期
[18]温有奎.个人与组织知识转化的知识链机理.情报科学,2004年3月第22卷第3期
[19]陈欣,和金生.个人知识与组织知识相互转化的机理与机制.中国地质大学学报(社会科学版),2004年12月第4卷第6期
[20]卫武,刘芳芳,张鹏程.不同主体层次中组织的知识转化结构维度.科学研究,2009年10月第27卷第10期
[21]王丽.高技术企业知识转化体系研究(硕士论文).西安理工大学,2006
[22]德鲁克著..知识管理.杨开峰译.中国人民大学出版社,1999年.
[23]董俊武,黄江圳,陈震红.基于知识的动态能力演化模型研究.中国工业经济,2004(2):77-85.
[24]冯进路,冯丽婷.闫化海.知识整合的效率:市场、组织和企业家的作用.科学学与科学技术管理,2004,25(8):43-47
[25]龚晓京.人情、契约与信任.北京社会科学,1994年4月
[26]王永贵.对知识管理的哲学思考.经济与管理,1999(4):48-57
[27]李训.基于公平偏好的激励制度研究:(博士学位论文).重庆大学,2007
[28]魏光兴.公平偏好的博弈实验及理论模型研究综述.数量经济技术经济研究,2006(8):152一161.
[29]胡晓翔,达庆利,徐泽水.知识管理的风险分析、评估与控制.管理科学学报,2003,6(5):17一23.
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