企业内部员工知识共享动机的实证研究
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摘要
二十一世纪是知识经济的时代,知识已经取代传统生产要素的地位,成为企业创造竞争优势的重要资源。随着知识经济的发展引发了知识管理的热潮,知识管理成为理论界和实务界共同关注的焦点。在知识管理中,最重要的在于组织如何激励员工,让他们自愿地将其自身拥有的知识与其他同事分享,以达到知识共享的目的。Boisot和Griffiths(1999)曾指出：如何激励员工共享本身的知识,比起知识的取得、储存及传播更加重要。然而在许多情况下,员工通常拒绝与组织中的其他人共享知识。员工不愿意共享知识,可以是因为缺乏时间、不合适的组织结构、不适宜的组织文化等原因造成的。但其中最重要的原因在于,员工是否有足够的动机驱使,从而使其愿意与他人进行知识共享。针对这个问题,国外学者已开展了相应的理论和实证性的研究,并取得了一些研究成果,但至今国内学者对于企业内部员工知识共享动机的研究仍处于起步阶段,且研究大多集中于理论的探讨,实证研究较少。
本研究基于中国文化背景,在对现有相关研究进行梳理和回顾的基础上,围绕企业内部员工知识共享动机这一概念,开展了三个阶段的研究工作。
首先,本文在文献回顾和专家访谈的基础上,采用半结构化问卷方式对员工知识共享动机进行调查。通过数据编码和内容分析,提出了企业内部员工知识共享动机的6个维度：关系动机、利他动机、情感动机、声望动机、利益动机和兴趣动机。并在此基础上,利用样本数据开发了包括上述6个维度的员工知识共享动机测量量表,检验结果表明此测量量表具有较好的信度和效度。同时,将本研究形成的6个维度与国外学者的研究成果进行比较分析后发现,这6个维度同样可分成外在动机(利益动机、关系动机和声望动机)和内在动机(情感动机、利他动机和兴趣动机),各维度之间存在着关联,但也存在着由于文化差异而形成的区别。
其次,本文对影响员工知识共享动机的前因变量进行了有益探索。本研究从组织情境因素中的组织奖酬、领导支持和工作特性三个方面探讨了其对员工知识共享动机的影响作用。分析结果表明,组织奖酬与员工的外在动机有显著的正相关关系,领导支持和工作特性与员工外在和内在动机均具有显著的正相关关系。
最后,本文对知识共享动机对知识共享行为的影响进行了研究,同时从组织层面和个体层面构建了一个综合模型,探讨组织情境因素、知识共享动机和共享行为三者的影响关系。研究结果表明,员工的外在动机和内在动机与知识共享行为都具有正相关关系。本研究还进一步探讨了企业内部的员工之间在共享显性知识和隐性知识的动机上会存在着差异。研究结果表明外在动机和内在动机中的利他动机、兴趣动机显著影响显性知识共享行为；内在动机和外在动机中的关系动机显著影响隐性知识共享行为。同时,证明了员工知识共享动机的中介作用,外在动机和内在动机对不同的组织情境因素与知识共享行为之间关系的中介作用呈现不同的特征,其中外在动机和内在动机在工作特性对员工知识共享行为的影响作用中起到部分中介的效应；外在动机和内在动机在领导支持对员工知识共享行为的影响作用中起到完全中介的效应。
本研究的主要创新点是：(1)对中国企业内部员工的知识共享动机内容进行了基础性研究,将员工知识共享动机划分为6个维度,在此基础上，开发了相应的测量量表,并通过了信度和效度检验。(2)对影响员工知识共享动机的前因变量进行了有益的研究,从组织情境因素中的组织奖酬、领导支持和工作特性三个方面探讨了其对员工知识共享动机的影响作用。本文拓展了员工知识共享动机前因变量的研究,从而为学者们考察员工知识共享动机影响因素提供更加广阔的视角,并为组织及其管理者在设计和制定针对员工知识共享的激励措施方面提供有效借鉴。(3)本研究从组织层面和个体层面构建一个综合研究模型,来探究组织情境因素、员工知识共享动机两者交互作用下对员工知识共享行为的影响途径,研究发现组织情境因素通过员工知识共享动机影响知识共享行为的,同时证明了“员工知识共享动机”在组织情境因素和员工知识共享行为的关系中起着中介效应的作用。
21 century is the era of knowledge-based economy. The knowledge has replaced the traditional factors of production status and become an important resource to create competitive advantage as enterprises. With the development of knowledge-based economy triggered a wave of knowledge management. Knowledge management has become the common focus of attention for theorists and practitioners. In knowledge management, the most important thing is how to motivate the employees so that they will voluntarily share their own knowledge with other colleagues, in order to achieve the purpose of knowledge sharing. Boisot and Griffiths(1999) has pointed out that how to motivate employees to share their knowledge is more important than knowledge acquisition, storage and transmission. However, in many cases, the employees are often refused to share knowledge with others in the organization. The employees don't willing to share knowledge, which can be due to lack of time, inappropriate organizational structure, organizational culture and other adverse causes. But the most important reason is whether the employees have enough motives to drive to share the knowledge with others.For this issue, the foreign scholars had carried out the corresponding theoretical and empirical research, and made a number of research results. But so far Chinese scholars for employees motivation of knowledge sharing within the organization is still at the initial stage, and research have mostly focused on the theory study less empirical research.
Based on the study of Chinese cultural background, on the basis of reviewing the current research, three stages of research work are conducted following the core concept of knowledge sharing motivation.
First, based on the literature review and expert interview, the study used semi-structure questionnaire to survey the knowledge sharing motivation of employee. Through the data coding and content analysis, the interal knowledge sharing motivation conclude 6 dimensions: relationship, altruistic, emotion, prestige, benefit and inerest. Baed on the sample data, the study explored a questionnaire including the 6 dimension of employee knowledge sharing motivation, the results showed that the measure scale has good reliability and validity. At same time, this study compared these dimension with foreign mature classification and found the dimensions also can be divided into extrinsic motivation and intrinsic motivation. And there is similarity and differences between the dimensions.
Second, this study explores the antecedent variables of employee knowledge sharing motivation. This paper explores the affect for staff knowledge sharing motivation from organization contextual factor of organization reward, leadership support and job characteristics. The results showed that the organization reward has significantly positive correlation with extrinsic motivation of employee knowledge sharing, leadership support and job characteristics have significantly positive correlation with extrinsic and intrinsic motivation of employee knowledge sharing.
Finally, this study explores the effects of knowledge sharing motivation on the knowledge sharing behavior. At the same time, this study constructed a comprehensive model from the organizational and individual level to explore the influence between the organization contextual factor, knowledge sharing motivation and knowledge sharing behavior. The results showed the extrinsic and intrinsic motivation both have positive correlation with knowledge sharing behavior. The results also found the employee knowledge sharing motivation is the mediator between organization contextual factor and knowledge sharing behavior. The extrinsic motivation and intrinsic motivation play semi-mediator between job characteristics and knowledge sharing behavior. Extrinsic motivation and intrinsic motivation play full-mediator between leadership support and knowledge sharing behavior.
The main contributeion of this study is as follows:(1)This study is a basic research on employee knowledge sharing motivation in Chinese context. This study brings out 6 dimensions of knowledge sharing motivation and develops a reliable and valid scale using the sample data. (2) This study has carried out beneficial research on antecedent of knowledge sharing motivation from the organization contextual factor of organization reward, leadership support and job characteristics. This study expanded the antecedent research of knowledge sharing motivation and provided broader perspective for other researchers to find the influence factor of knowledge sharing motivation, this study also provided effective guidance for manager to design the incentives for employee knowledge sharing. (3) This study constructed a model from organization and individual level to explore the relationship between the organization contextual factor, employee knowledge sharing motivation and knowledge sharing behavior. The results verified the employee knowledge sharing motivation was the mediator between organization contextual factor and knowledge sharing behavior.
本研究基于中国文化背景,在对现有相关研究进行梳理和回顾的基础上,围绕企业内部员工知识共享动机这一概念,开展了三个阶段的研究工作。
首先,本文在文献回顾和专家访谈的基础上,采用半结构化问卷方式对员工知识共享动机进行调查。通过数据编码和内容分析,提出了企业内部员工知识共享动机的6个维度：关系动机、利他动机、情感动机、声望动机、利益动机和兴趣动机。并在此基础上,利用样本数据开发了包括上述6个维度的员工知识共享动机测量量表,检验结果表明此测量量表具有较好的信度和效度。同时,将本研究形成的6个维度与国外学者的研究成果进行比较分析后发现,这6个维度同样可分成外在动机(利益动机、关系动机和声望动机)和内在动机(情感动机、利他动机和兴趣动机),各维度之间存在着关联,但也存在着由于文化差异而形成的区别。
其次,本文对影响员工知识共享动机的前因变量进行了有益探索。本研究从组织情境因素中的组织奖酬、领导支持和工作特性三个方面探讨了其对员工知识共享动机的影响作用。分析结果表明,组织奖酬与员工的外在动机有显著的正相关关系,领导支持和工作特性与员工外在和内在动机均具有显著的正相关关系。
最后,本文对知识共享动机对知识共享行为的影响进行了研究,同时从组织层面和个体层面构建了一个综合模型,探讨组织情境因素、知识共享动机和共享行为三者的影响关系。研究结果表明,员工的外在动机和内在动机与知识共享行为都具有正相关关系。本研究还进一步探讨了企业内部的员工之间在共享显性知识和隐性知识的动机上会存在着差异。研究结果表明外在动机和内在动机中的利他动机、兴趣动机显著影响显性知识共享行为；内在动机和外在动机中的关系动机显著影响隐性知识共享行为。同时,证明了员工知识共享动机的中介作用,外在动机和内在动机对不同的组织情境因素与知识共享行为之间关系的中介作用呈现不同的特征,其中外在动机和内在动机在工作特性对员工知识共享行为的影响作用中起到部分中介的效应；外在动机和内在动机在领导支持对员工知识共享行为的影响作用中起到完全中介的效应。
本研究的主要创新点是：(1)对中国企业内部员工的知识共享动机内容进行了基础性研究,将员工知识共享动机划分为6个维度,在此基础上，开发了相应的测量量表,并通过了信度和效度检验。(2)对影响员工知识共享动机的前因变量进行了有益的研究,从组织情境因素中的组织奖酬、领导支持和工作特性三个方面探讨了其对员工知识共享动机的影响作用。本文拓展了员工知识共享动机前因变量的研究,从而为学者们考察员工知识共享动机影响因素提供更加广阔的视角,并为组织及其管理者在设计和制定针对员工知识共享的激励措施方面提供有效借鉴。(3)本研究从组织层面和个体层面构建一个综合研究模型,来探究组织情境因素、员工知识共享动机两者交互作用下对员工知识共享行为的影响途径,研究发现组织情境因素通过员工知识共享动机影响知识共享行为的,同时证明了“员工知识共享动机”在组织情境因素和员工知识共享行为的关系中起着中介效应的作用。
21 century is the era of knowledge-based economy. The knowledge has replaced the traditional factors of production status and become an important resource to create competitive advantage as enterprises. With the development of knowledge-based economy triggered a wave of knowledge management. Knowledge management has become the common focus of attention for theorists and practitioners. In knowledge management, the most important thing is how to motivate the employees so that they will voluntarily share their own knowledge with other colleagues, in order to achieve the purpose of knowledge sharing. Boisot and Griffiths(1999) has pointed out that how to motivate employees to share their knowledge is more important than knowledge acquisition, storage and transmission. However, in many cases, the employees are often refused to share knowledge with others in the organization. The employees don't willing to share knowledge, which can be due to lack of time, inappropriate organizational structure, organizational culture and other adverse causes. But the most important reason is whether the employees have enough motives to drive to share the knowledge with others.For this issue, the foreign scholars had carried out the corresponding theoretical and empirical research, and made a number of research results. But so far Chinese scholars for employees motivation of knowledge sharing within the organization is still at the initial stage, and research have mostly focused on the theory study less empirical research.
Based on the study of Chinese cultural background, on the basis of reviewing the current research, three stages of research work are conducted following the core concept of knowledge sharing motivation.
First, based on the literature review and expert interview, the study used semi-structure questionnaire to survey the knowledge sharing motivation of employee. Through the data coding and content analysis, the interal knowledge sharing motivation conclude 6 dimensions: relationship, altruistic, emotion, prestige, benefit and inerest. Baed on the sample data, the study explored a questionnaire including the 6 dimension of employee knowledge sharing motivation, the results showed that the measure scale has good reliability and validity. At same time, this study compared these dimension with foreign mature classification and found the dimensions also can be divided into extrinsic motivation and intrinsic motivation. And there is similarity and differences between the dimensions.
Second, this study explores the antecedent variables of employee knowledge sharing motivation. This paper explores the affect for staff knowledge sharing motivation from organization contextual factor of organization reward, leadership support and job characteristics. The results showed that the organization reward has significantly positive correlation with extrinsic motivation of employee knowledge sharing, leadership support and job characteristics have significantly positive correlation with extrinsic and intrinsic motivation of employee knowledge sharing.
Finally, this study explores the effects of knowledge sharing motivation on the knowledge sharing behavior. At the same time, this study constructed a comprehensive model from the organizational and individual level to explore the influence between the organization contextual factor, knowledge sharing motivation and knowledge sharing behavior. The results showed the extrinsic and intrinsic motivation both have positive correlation with knowledge sharing behavior. The results also found the employee knowledge sharing motivation is the mediator between organization contextual factor and knowledge sharing behavior. The extrinsic motivation and intrinsic motivation play semi-mediator between job characteristics and knowledge sharing behavior. Extrinsic motivation and intrinsic motivation play full-mediator between leadership support and knowledge sharing behavior.
The main contributeion of this study is as follows:(1)This study is a basic research on employee knowledge sharing motivation in Chinese context. This study brings out 6 dimensions of knowledge sharing motivation and develops a reliable and valid scale using the sample data. (2) This study has carried out beneficial research on antecedent of knowledge sharing motivation from the organization contextual factor of organization reward, leadership support and job characteristics. This study expanded the antecedent research of knowledge sharing motivation and provided broader perspective for other researchers to find the influence factor of knowledge sharing motivation, this study also provided effective guidance for manager to design the incentives for employee knowledge sharing. (3) This study constructed a model from organization and individual level to explore the relationship between the organization contextual factor, employee knowledge sharing motivation and knowledge sharing behavior. The results verified the employee knowledge sharing motivation was the mediator between organization contextual factor and knowledge sharing behavior.
引文
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