中国企业知识领导与员工知识行为间关系的理论与实证研究
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摘要
作为知识经济时代的一种新型领导模式,知识领导直到21世纪才开始受到西方学者的重视。本文在梳理总结以往研究的基础上,以知识理论和领导理论为基础,对知识领导与员工知识行为间的关系问题进行了深度解释和系统剖析,主要解决三个问题：“知识经济的大背景下的领导模式是否有别于传统领导模式?管理者的知识领导差异是否会影响员工知识行为?如果有影响,影响途径又是如何形成的呢?”围绕这些问题,本文开展了以下的研究。
研究一,构建中国文化情境下的知识领导内容结构。以领导权力来源理论为视角,按照量表开发的基本程序,采用文献分析、实地调研访谈和调查问卷等方法,设计知识领导的初始量表,通过因子分析进行统计意义上的探索和验证,最终形成中国文化情境下知识领导的测量量表。研究结果表明,知识领导是一个多维度的概念,由激发学习、支持学习、发挥典范、营造氛围和鼓励创新五个维度,25个题项构成。与西方研究结果相比,中国文化情境下的知识领导内容结构中单独发展了推动创新维度,并且在激发学习和发挥典范的具体表现上存在差异。
研究二,分析知识领导对与员工知识行为的驱动作用。以路径-目标理论为基础,构建了知识领导对员工知识行为影响的因果模型,通过白编的“中国企业知识领导与员工知识行为关系的调查问卷”,有效回收调查问卷313份,运用方差分析、相关分析和多元回归分析验证了两者之间的关系。检验结果表明,作为重要的组织情境变量,知识领导对于员工知识获取、知识分享和知识创造均有显著影响,其中激发学习和发挥典范的预测效果最为明显。
研究三,探讨知识领导对员工知识行为的影响路径,分为两个子研究。子研究1遵循“领导行为→认知过程→个体行为”的基本研究路径,检验了组织认同在知识领导与员工知识行为间的中介作用。研究结果表明,知识领导对员工知识行为的影响部分通过组织认同来实现,且不同类型的组织认同在知识领导与知识行为间的中介效应不等。子研究2遵循“情境因素X个体因素→个体行为”的基本研究路径,检验了主动性人格在知识领导与员工知识行为间的调节作用。研究结果表明：知识领导与主动性人格的交互作用对于员工知识获取具有干扰作用,而这一交互作用对员工知识分享具有增强作用。具体到知识领导的各个维度,除激发学习与主动性人格对员工知识获取和知识创造发挥了干扰型的交互作用,其他交互项对特定知识行为具有增强型作用。
研究四,采用案例研究的方法,验证论文前三个研究所提出的知识领导相关理论。通过对DGCM公司的知识领导研究,获得以下结论：DGCM公司知识领导是一个多维度的概念,是一个不同权力和不同影响策略的组合,知识领导会促进员工知识行为,而高主动性倾向员工的知识行为受领导情境影响较小。
最后,本文归纳了主要研究结论,探讨了研究的理论贡献和管理启示,指出了研究局限和有待进一步解决的问题。
As a new model of leadership, Knowledge leadership is beginning to receive the attention of Western scholars during knowledge economy age. Base on the literature review, this dissertation took knowledge managemet theory and leadership theory as the research framework to systematically interpret the relationship between knowledge leadership and employee knowledge activity. Three theoretical issues were resolved:(1)what were the construct of he knowledge leadership in chinese cultural context?(2)Did the different knowledge leadership cause different employee knowledge activity behavior.(3)If it did, what were the effect path? There are three studies were conducted to answer these questions.
In study1, the construct of knowledge leadership in chinese cultural contex were developed. Using ledership power as an analytical framework, this study followed the basic program of scale development. By using exploratory factor analysis and confirmatory factor analysis, the results showed that knowledge leadership was a multi-dimensional construct which included5dimensions (inspiring learning,supporting learning,role modeling, creating climate,boosting innovation) and25items. Compared with western cultural context,Chinese knowledge leadership showed difference connotation in there dimensions:inspring learning, role modeling and boosting innovation.
In study2, the driving effect of. Base on Path-Goal theory, this study build the relationship assumptions between knowledge leadership and employee knowledge behavior. On the questionnaire survey, the self-made questionnaire"The investigation of relationship between knowledge leadership and employee knowledge activities in chinese organization"is adopted.By using random sampling,352valid questionnaire are selected. The result showed:as one of important organizational culture Variables, knowledge leadership had significant influence to employee knowledge behavior,especially the dimensions of inspiring learning and role modeling.
In study3, the effect path of knowledge leadership was explained with two sub-studies. Following the reaserch path of "leadership→cognition→individual behavior",sub-stduy1examinzed the mediating effect of organization identification,and the result showed: organizational ientification is the mediator variable in the relationship between knowledge leadership and employee knowledge activities, but different type of indentification had varied mediate effect.Following the reaserch path of "context*personality→individual behavior", sub-stduy2examinzed the moderating effect, and the result showed that the interaction between knowledge leadership and proactive personality has disturb impact on knowledge acquisit and enhance impact on personal knowledge sharing.To specify it to each dimension of knowledge leadership, inspiring learning and proactive personality have a disturb interaction to individual's knowledge acquisit and knowledge innovate, while other interactions have an enhance impact on particular individual knowledge behavior.
In study4, taking DGCM as the object, and using a regular method of case study, we have made researches into the knowledge management of this company. The results showed that knowledge leadership was a multi-dimensional construct,and a combination of varied power and varied effects, and the knowledge leadership had promted employee behavior, while the konwledge behavior of proactive employee was less influenced by leadership situation.
Finally, the main research findings of this dissertation were systematically summarized. The theoretical and practical implication were discussed in relation to study limitation and future direction.
研究一,构建中国文化情境下的知识领导内容结构。以领导权力来源理论为视角,按照量表开发的基本程序,采用文献分析、实地调研访谈和调查问卷等方法,设计知识领导的初始量表,通过因子分析进行统计意义上的探索和验证,最终形成中国文化情境下知识领导的测量量表。研究结果表明,知识领导是一个多维度的概念,由激发学习、支持学习、发挥典范、营造氛围和鼓励创新五个维度,25个题项构成。与西方研究结果相比,中国文化情境下的知识领导内容结构中单独发展了推动创新维度,并且在激发学习和发挥典范的具体表现上存在差异。
研究二,分析知识领导对与员工知识行为的驱动作用。以路径-目标理论为基础,构建了知识领导对员工知识行为影响的因果模型,通过白编的“中国企业知识领导与员工知识行为关系的调查问卷”,有效回收调查问卷313份,运用方差分析、相关分析和多元回归分析验证了两者之间的关系。检验结果表明,作为重要的组织情境变量,知识领导对于员工知识获取、知识分享和知识创造均有显著影响,其中激发学习和发挥典范的预测效果最为明显。
研究三,探讨知识领导对员工知识行为的影响路径,分为两个子研究。子研究1遵循“领导行为→认知过程→个体行为”的基本研究路径,检验了组织认同在知识领导与员工知识行为间的中介作用。研究结果表明,知识领导对员工知识行为的影响部分通过组织认同来实现,且不同类型的组织认同在知识领导与知识行为间的中介效应不等。子研究2遵循“情境因素X个体因素→个体行为”的基本研究路径,检验了主动性人格在知识领导与员工知识行为间的调节作用。研究结果表明：知识领导与主动性人格的交互作用对于员工知识获取具有干扰作用,而这一交互作用对员工知识分享具有增强作用。具体到知识领导的各个维度,除激发学习与主动性人格对员工知识获取和知识创造发挥了干扰型的交互作用,其他交互项对特定知识行为具有增强型作用。
研究四,采用案例研究的方法,验证论文前三个研究所提出的知识领导相关理论。通过对DGCM公司的知识领导研究,获得以下结论：DGCM公司知识领导是一个多维度的概念,是一个不同权力和不同影响策略的组合,知识领导会促进员工知识行为,而高主动性倾向员工的知识行为受领导情境影响较小。
最后,本文归纳了主要研究结论,探讨了研究的理论贡献和管理启示,指出了研究局限和有待进一步解决的问题。
As a new model of leadership, Knowledge leadership is beginning to receive the attention of Western scholars during knowledge economy age. Base on the literature review, this dissertation took knowledge managemet theory and leadership theory as the research framework to systematically interpret the relationship between knowledge leadership and employee knowledge activity. Three theoretical issues were resolved:(1)what were the construct of he knowledge leadership in chinese cultural context?(2)Did the different knowledge leadership cause different employee knowledge activity behavior.(3)If it did, what were the effect path? There are three studies were conducted to answer these questions.
In study1, the construct of knowledge leadership in chinese cultural contex were developed. Using ledership power as an analytical framework, this study followed the basic program of scale development. By using exploratory factor analysis and confirmatory factor analysis, the results showed that knowledge leadership was a multi-dimensional construct which included5dimensions (inspiring learning,supporting learning,role modeling, creating climate,boosting innovation) and25items. Compared with western cultural context,Chinese knowledge leadership showed difference connotation in there dimensions:inspring learning, role modeling and boosting innovation.
In study2, the driving effect of. Base on Path-Goal theory, this study build the relationship assumptions between knowledge leadership and employee knowledge behavior. On the questionnaire survey, the self-made questionnaire"The investigation of relationship between knowledge leadership and employee knowledge activities in chinese organization"is adopted.By using random sampling,352valid questionnaire are selected. The result showed:as one of important organizational culture Variables, knowledge leadership had significant influence to employee knowledge behavior,especially the dimensions of inspiring learning and role modeling.
In study3, the effect path of knowledge leadership was explained with two sub-studies. Following the reaserch path of "leadership→cognition→individual behavior",sub-stduy1examinzed the mediating effect of organization identification,and the result showed: organizational ientification is the mediator variable in the relationship between knowledge leadership and employee knowledge activities, but different type of indentification had varied mediate effect.Following the reaserch path of "context*personality→individual behavior", sub-stduy2examinzed the moderating effect, and the result showed that the interaction between knowledge leadership and proactive personality has disturb impact on knowledge acquisit and enhance impact on personal knowledge sharing.To specify it to each dimension of knowledge leadership, inspiring learning and proactive personality have a disturb interaction to individual's knowledge acquisit and knowledge innovate, while other interactions have an enhance impact on particular individual knowledge behavior.
In study4, taking DGCM as the object, and using a regular method of case study, we have made researches into the knowledge management of this company. The results showed that knowledge leadership was a multi-dimensional construct,and a combination of varied power and varied effects, and the knowledge leadership had promted employee behavior, while the konwledge behavior of proactive employee was less influenced by leadership situation.
Finally, the main research findings of this dissertation were systematically summarized. The theoretical and practical implication were discussed in relation to study limitation and future direction.
引文
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