知识治理机制与知识共享敌意的关系:员工关系的中介作用
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摘要
为了考查"关系导向"的中国文化背景下企业的知识治理机制、员工间的人际关系与知识共享敌意之间的关系,研究开发了知识共享敌意测量问卷,并采用问卷对知识型企业中212名员工进行调查研究。结果表明:(1)交易型知识治理机制对员工的工具性关系起促进作用,契约型知识治理机制对员工的工具性关系起抑制作用,而对情感性关系起促进作用;工具性关系对知识囤积和知识排斥起促进作用,情感性关系对消极分享失败态度起抑制作用。(2)工具性关系在知识治理机制与知识囤积、知识排斥之间起中介作用,而情感性关系在契约型知识治理机制与消极的分享失败态度之间起中介作用。
With the accelerating process of global economic integration, knowledge sharing is the key role to improve the core competitiveness and innovation ability of the organization, and how to promote the behaviour of knowledge sharing is becoming the important strategic goal of the organizational knowledge managment. However, knowledge sharing hostility behaviors, such as the reasons of knowledge hoarding, the reasons of knowledge rejecting, and so on, commonly exist in all kinds of organizations, and have a huge negative impact on obtaining competitive advantage for those organizations. Thus, reasons and the governance of the production of knowledge sharing hostility gradually become the focuses of knowledge managers and researchers. As to the phenomenon of hindering the sharing of knowledge in organizations, this research makes an open type questionnaire survey and analyzes documents about the knowledge sharing hostility behaviors. This thesis also analyzes reasons of this phenomenon from three dimensions: the reasons for senders hoarding knowledge, the reasons for receivers rejecting knowledge and the reasons for passive attitudes towards sharing knowledge about mistakes. This phenomenon is defined as knowledge sharing hostility, and the Questionnaire for Knowledge Sharing Hostility is also made. After analysis on exploratory elements, we can find that this Questionnaire includes three determiners: the reasons for knowledge hoarding, the reasons for knowledge rejecting, and the reasons for passive attitudes towards sharing mistakes and failures. There are also ten items in this questionnaire. Reliability coefficient of inner consistency between determiners and total scale are.865,.796,.705 and.849 respectively. The result of confirmatory factor analysis shows the model matching each other well(χ2=40.959, df=32, χ2/df=1.280, CFI=.988, NFI=.947, GFI=.946, RMSEA=.045). From the empirical perspective, this paper intends to examine the relation between knowledge governance mechanisms and knowledge sharing hostility, as well as discussing the impact on this relation from interpersonal relationship among employees of the enterprises. The Questionnaire for Knowledge-governance Mechanisms, the Questionnaire for Knowledge-sharing Hostility, and the Questionnaire for Employee's Relations are tested on 212 employees in knowledge-based enterprises, and the data is analyzed with AMOS21 software. The results are as following: first, transaction-based mechanisms have a significant and positive impact on knowledge hoarding and knowledge rejecting, commitmentbased mechanisms have a significant and negative impact on knowledge hoarding, knowledge rejecting and passive attitudes towards sharing mistakes and failures; Transaction-based mechanisms have a significant and positive impact on instrumental relationship, commitment-based mechanisms have a significant and positive impact on affective relationship, and have a significant and negative impact on instrumental relationship. Instrumental relationship has a significant and positive impact on knowledge hoarding and knowledge rejecting, affective relationship has a significant and negative impact on passive attitudes towards sharing mistakes and failures. Secondly, instrumental relationship plays a complete mediator role between transaction-based mechanisms and the reasons for knowledge hoarding and the reasons for knowledge rejecting. Instrumental relationship plays a partial mediator between commitment-based mechanisms and the reasons for knowledge hoarding and the reasons for knowledge rejecting. Affective relationship plays a partial mediator between commitment-based mechanisms and passive attitudes towards sharing mistakes and failures.
With the accelerating process of global economic integration, knowledge sharing is the key role to improve the core competitiveness and innovation ability of the organization, and how to promote the behaviour of knowledge sharing is becoming the important strategic goal of the organizational knowledge managment. However, knowledge sharing hostility behaviors, such as the reasons of knowledge hoarding, the reasons of knowledge rejecting, and so on, commonly exist in all kinds of organizations, and have a huge negative impact on obtaining competitive advantage for those organizations. Thus, reasons and the governance of the production of knowledge sharing hostility gradually become the focuses of knowledge managers and researchers. As to the phenomenon of hindering the sharing of knowledge in organizations, this research makes an open type questionnaire survey and analyzes documents about the knowledge sharing hostility behaviors. This thesis also analyzes reasons of this phenomenon from three dimensions: the reasons for senders hoarding knowledge, the reasons for receivers rejecting knowledge and the reasons for passive attitudes towards sharing knowledge about mistakes. This phenomenon is defined as knowledge sharing hostility, and the Questionnaire for Knowledge Sharing Hostility is also made. After analysis on exploratory elements, we can find that this Questionnaire includes three determiners: the reasons for knowledge hoarding, the reasons for knowledge rejecting, and the reasons for passive attitudes towards sharing mistakes and failures. There are also ten items in this questionnaire. Reliability coefficient of inner consistency between determiners and total scale are.865,.796,.705 and.849 respectively. The result of confirmatory factor analysis shows the model matching each other well(χ2=40.959, df=32, χ2/df=1.280, CFI=.988, NFI=.947, GFI=.946, RMSEA=.045). From the empirical perspective, this paper intends to examine the relation between knowledge governance mechanisms and knowledge sharing hostility, as well as discussing the impact on this relation from interpersonal relationship among employees of the enterprises. The Questionnaire for Knowledge-governance Mechanisms, the Questionnaire for Knowledge-sharing Hostility, and the Questionnaire for Employee's Relations are tested on 212 employees in knowledge-based enterprises, and the data is analyzed with AMOS21 software. The results are as following: first, transaction-based mechanisms have a significant and positive impact on knowledge hoarding and knowledge rejecting, commitmentbased mechanisms have a significant and negative impact on knowledge hoarding, knowledge rejecting and passive attitudes towards sharing mistakes and failures; Transaction-based mechanisms have a significant and positive impact on instrumental relationship, commitment-based mechanisms have a significant and positive impact on affective relationship, and have a significant and negative impact on instrumental relationship. Instrumental relationship has a significant and positive impact on knowledge hoarding and knowledge rejecting, affective relationship has a significant and negative impact on passive attitudes towards sharing mistakes and failures. Secondly, instrumental relationship plays a complete mediator role between transaction-based mechanisms and the reasons for knowledge hoarding and the reasons for knowledge rejecting. Instrumental relationship plays a partial mediator between commitment-based mechanisms and the reasons for knowledge hoarding and the reasons for knowledge rejecting. Affective relationship plays a partial mediator between commitment-based mechanisms and passive attitudes towards sharing mistakes and failures.
引文
白鸥,魏江,斯碧霞.(2015).关系还是契约:服务创新网络治理和知识获取困境.科学学研究,33(9),1432-1440.
曹勇,向阳.(2014).企业知识治理、知识共享与员工创新行为--社会资本的中介作用与吸收能力的调节效应.科学学研究,32(1),92-102.
方晨.(2016).员工关系、人际信任对团队凝聚力的影响机制研究.浙江财经大学硕士学位论文.
雷宏振,刘海东.(2013).组织成员关系、知识吸收能力对知识整合的影响研究.现代情报,33(1),18-21.
李升泽.(2016).基于知识互动的云网络组织内部关系、交易与治理机制.商业经济研究,8,89-92.
李燕萍,刘宗华.(2015).高承诺人力资源管理实践对知识分享的影响机制.南京大学学报(哲学·人文科学·社会科学),52(4),140-149.
罗逾兰,张阳,唐震.(2016).关系治理、组织间信任与产学联盟知识共享.江海学刊,3,88-93.
史江涛.(2012).员工关系、沟通对知识管理的作用机制研究.北京:经济科学出版社.
谭云清.(2017).关系机制、契约机制对提供商知识获取的影响.科研管理,38(2),35-43.
田立法,李珊,邵杰,齐圆圆,董璐,兰航,黄睿.(2013).Hrm系统驱动员工知识共享行为的中介机理.科技和产业,13(7),88-93.
王清晓.(2016).契约与关系共同治理的供应链知识协同机制.科学学研究,34(10),1532-1540.
袁勇志,何会涛,彭纪生.(2010).承诺型人力资源实践与知识共享的作用机制研究--组织内社会资本中介作用的实证检验.科学学与科学技术管理,31(1),171-177.
张宝生,张庆普.(2017).基于扎根理论的知识型组织成员知识隐藏行为前因研究.科技进步与对策,34(10),105-110.
赵宜萱,白晓明,赵曙明.(2014).员工利他主义对团队凝聚力的影响研究.管理学报,11(11),1631-1638.
Anaza,N.A.,&Nowlin,E.L.(2017).What's mine is mine:A study of salesperson knowledge withholding&hoarding behavior.Industrial Marketing Management,64,14-24.
Collins,H.(2014).Rejecting knowledge claims inside and outside science.Social Studies of Science,44(5),722-735.
de Geofroy,Z.,&Evans,M.M.(2017).Are emotionally intelligent employees less likely to hide their knowledge?Knowledge and Process Management,24(2),81-95.
Fang,Y.H.(2017).Coping with fear and guilt using mobile social networking applications:Knowledge hiding,loafing,and sharing.Telematics and Informatics,34(5),779-797.
Gooderham,P.,Minbaeva,D.B.,&Pedersen,T.(2011).Governance mechanisms for the promotion of social capital for knowledge transfer in multinational corporations.Journal of Management Studies,48(1),123-150.
Grandori,A.(2001).Neither hierarchy nor identity:Knowledge-governance mechanisms and the theory of the firm.Journal of Management and Governance,5(3-4),381-399.
Husted,K.,Michailova,S.,Minbaeva,D.B.,&Pedersen,T.(2012).Knowledgesharing hostility and governance mechanisms:An empirical test.Journal of Knowledge Management,16(5),754-773.
Israilidis,J.,Siachou,E.,Cooke,L.,&Lock,R.(2015).Individual variables with an impact on knowledge sharing:The critical role of employees’ignorance.Journal of Knowledge Management,19(6),1109-1123.
Lee,D.Y.,&Dawes,P.L.(2005).Guanxi,trust,and long-term orientation in Chinese business markets.Journal of International Marketing,13(2),28-56.
Michailova,S.,&Husted,K.(2003).Knowledge-sharing hostility in Russian firms.California Management Review,45(3),59-77.
Tsai,P.C.F.,&Tsao,C.W.(2017).The effects of person-environment fit and external locus of control on organizational affective commitment:A study of immigrant wives in Taiwan.Journal of International Migration and Integration,18(3),699-717.
Zhang,X.,&Jiang,J.Y.(2015).With whom shall I share my knowledge?A recipient perspective of knowledge sharing.Journal of Knowledge Management,19(2),277-295.
Zhao,L.,Fan,S.H.,&Wang,R.H.(2017).The governance mechanism of knowledge sharing hostility within e-business enterprise.MATEC Web of Conferences,100,05006.
曹勇,向阳.(2014).企业知识治理、知识共享与员工创新行为--社会资本的中介作用与吸收能力的调节效应.科学学研究,32(1),92-102.
方晨.(2016).员工关系、人际信任对团队凝聚力的影响机制研究.浙江财经大学硕士学位论文.
雷宏振,刘海东.(2013).组织成员关系、知识吸收能力对知识整合的影响研究.现代情报,33(1),18-21.
李升泽.(2016).基于知识互动的云网络组织内部关系、交易与治理机制.商业经济研究,8,89-92.
李燕萍,刘宗华.(2015).高承诺人力资源管理实践对知识分享的影响机制.南京大学学报(哲学·人文科学·社会科学),52(4),140-149.
罗逾兰,张阳,唐震.(2016).关系治理、组织间信任与产学联盟知识共享.江海学刊,3,88-93.
史江涛.(2012).员工关系、沟通对知识管理的作用机制研究.北京:经济科学出版社.
谭云清.(2017).关系机制、契约机制对提供商知识获取的影响.科研管理,38(2),35-43.
田立法,李珊,邵杰,齐圆圆,董璐,兰航,黄睿.(2013).Hrm系统驱动员工知识共享行为的中介机理.科技和产业,13(7),88-93.
王清晓.(2016).契约与关系共同治理的供应链知识协同机制.科学学研究,34(10),1532-1540.
袁勇志,何会涛,彭纪生.(2010).承诺型人力资源实践与知识共享的作用机制研究--组织内社会资本中介作用的实证检验.科学学与科学技术管理,31(1),171-177.
张宝生,张庆普.(2017).基于扎根理论的知识型组织成员知识隐藏行为前因研究.科技进步与对策,34(10),105-110.
赵宜萱,白晓明,赵曙明.(2014).员工利他主义对团队凝聚力的影响研究.管理学报,11(11),1631-1638.
Anaza,N.A.,&Nowlin,E.L.(2017).What's mine is mine:A study of salesperson knowledge withholding&hoarding behavior.Industrial Marketing Management,64,14-24.
Collins,H.(2014).Rejecting knowledge claims inside and outside science.Social Studies of Science,44(5),722-735.
de Geofroy,Z.,&Evans,M.M.(2017).Are emotionally intelligent employees less likely to hide their knowledge?Knowledge and Process Management,24(2),81-95.
Fang,Y.H.(2017).Coping with fear and guilt using mobile social networking applications:Knowledge hiding,loafing,and sharing.Telematics and Informatics,34(5),779-797.
Gooderham,P.,Minbaeva,D.B.,&Pedersen,T.(2011).Governance mechanisms for the promotion of social capital for knowledge transfer in multinational corporations.Journal of Management Studies,48(1),123-150.
Grandori,A.(2001).Neither hierarchy nor identity:Knowledge-governance mechanisms and the theory of the firm.Journal of Management and Governance,5(3-4),381-399.
Husted,K.,Michailova,S.,Minbaeva,D.B.,&Pedersen,T.(2012).Knowledgesharing hostility and governance mechanisms:An empirical test.Journal of Knowledge Management,16(5),754-773.
Israilidis,J.,Siachou,E.,Cooke,L.,&Lock,R.(2015).Individual variables with an impact on knowledge sharing:The critical role of employees’ignorance.Journal of Knowledge Management,19(6),1109-1123.
Lee,D.Y.,&Dawes,P.L.(2005).Guanxi,trust,and long-term orientation in Chinese business markets.Journal of International Marketing,13(2),28-56.
Michailova,S.,&Husted,K.(2003).Knowledge-sharing hostility in Russian firms.California Management Review,45(3),59-77.
Tsai,P.C.F.,&Tsao,C.W.(2017).The effects of person-environment fit and external locus of control on organizational affective commitment:A study of immigrant wives in Taiwan.Journal of International Migration and Integration,18(3),699-717.
Zhang,X.,&Jiang,J.Y.(2015).With whom shall I share my knowledge?A recipient perspective of knowledge sharing.Journal of Knowledge Management,19(2),277-295.
Zhao,L.,Fan,S.H.,&Wang,R.H.(2017).The governance mechanism of knowledge sharing hostility within e-business enterprise.MATEC Web of Conferences,100,05006.