企业员工知识分享中的信任问题实证研究
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摘要
近年来，随着商业环境和技术环境的深刻变革，越来越多的企业管理者和研究者开始关注知识资源对企业获取战略优势的重要意义。在我国，知识管理实践已经从最初的“认知级”阶段，发展为“重用级”阶段，知识管理已经成为我国企业界的共识。另一方面，知识管理的模式，也逐渐从最初的以“技术”管理为核心的模式，过渡到以“人”的管理为核心的模式。由于知识分享不仅可以提高企业内员工私有知识的利用效率，而且可以进一步促进企业组织内知识的创新，因此，知识分享成为企业知识管理关注的焦点。
在已有的关于员工知识分享的研究中，人们注意到信任是影响员工知识分享决策的关键性因素。例如，Standing & Benson(2000)通过对大量员工的访谈后，总结认为，“信任是非常关键的，如果分享双方没有信任，人们就不可能分享他们的知识。人们之所以很少分享是因为他们不信任别人。”(p.343)。基此，本文将员工知识分享中的信任问题，列入本文研究的核心议题。
在对已有研究文献评述的基础上，本文将员工知识分享信任问题分解为相互关联的三个子问题：其一是分享信任的维度构成及其相互关系问题；其二是分享信任的作用效果问题，即分享信任对分享决策的影响问题；其三是分享信任的前因问题，即影响员工分享信任的关键因素问题。它们构成了研究员工知识分享信任问题的完整系统。
在此基础上，本文以知识分享中的供给方为研究对象，结合理论分析和调查访谈，提出了四类共计30个研究假设，并以中国文化背景下的企业员工(主要是来自高知识密集度行业的员工)为研究样本，通过问卷调查的方式获取研究数据，利用SPSS11.5和AMOS5.0软件工具，实证研究了上述研究假设。通过实证研究，本文有如下系列的研究结论：
1)关于员工分享信任的维度及其关系的问题。依据Mayer，et al(1995)的理论，本文从信任的风险管理特征出发，依据知识分享中的风险特征，将员工分享信任定义为一个三维度结构，它包括情感信任、认知信任和制度信任，其中情感信任是基于供给方对双方的情感认知，认知信任是基于供给方对接受方在分享过程中的可靠性和可信性的认知，而制度信任是供给方基于对企业知识分享环境(包括制度和文化)的认知。在此基础上，本文的实证研究表明，分享信任的三个维度间存在着密切的关联，其中制度信任对于认知信任具有正向的影响，认知信任对于情感信任具有正向的影响，这验证了Ford(2001)、McAllister(1995)全部以及Rousseau et al(1998)的部分观点，本文还发现，制度信任对于情感信任的培育和提高，没有显著的直接影响。
2)关于员工分享信任与分享决策的关系问题。首先，与传统的分享决策不同，本文认为员工知识分享决策是一个三维构建概念，它包括分享内容决策、分享模式决策和分享投入决策。本文的实证研究表明，分享内容对于分享模式和分享投入的选择，具有正向的影响，分享模式决策也影响到人们关于分享投入的决策。其次，分享中供给方对接受方的信任，包括认知信任、情感信任和制度信任，对其分享决策具有重要的影响。研究结果表明，情感信任影响员工对分享内容和分享模式的决策，认知信任影响到员工对分享内容、分享模式和分享投入的决策，制度信任也同样影响到分享决策的三个维度。从影响程度来看，员工分享决策的主要影响来自认知信任，其次是情感信任，制度信任的影响最弱。
上述研究结论表明，正如Huber(2001)所认为的，知识分享行为更多的是一种私人行为，行为决策的影响，主要受到分享双方对彼此的情感和可靠性的理性认知，由于分享行为是一类风险行为，因此，基于理性的认知信任成为影响分享决策的主要因素。
3)关于员工知识分享信任的影响因素问题。本文通过现场访谈的方式，发现影响分享信任的因素可以归结为三类：接受方个体特征因素、分享双方的关系特征因素和组织环境因素，本文重点考察了其中6个因素，其中个体品质因素划分为善良品质和正直品质。
本文的实证研究发现，接受方的个体特征，包括能力、善良品质和正直品质，对于分享信任具有积极的影响，从而验证了Mayer，et al(1995)提出的一般信任模型，而且我们发现，接受方的能力和正直品质主要影响到供给方的认知信任，而其善良品质则影响到供给方对之的情感信任和认知信任；另一方面，本文发现，分享双方的关联强度，对情感信任和认知信任具有显著的影响，而双方的竞争，则对认知信任具有负面的影响效应。结论验证了Bouty(2000)、Schradner(1995)、Tsai(2002)等关于关联强度和竞争是影响分享信任的关键因素的研究结论。最后，关于组织环境特征对员工分享信任的影响研究中，本文发现，组织公平对于供给方的制度信任，具有显著的影响，而组织沟通的开放程度，则显著影响到供给方的认知信任、情感信任和制度信任三个维度。
作为上述三个核心问题的拓展和延伸，本文还探索了另外两个重要问题：
4)信任方(供给方)个体特征对于分享信任水平的控制作用。Mayer，et al(1995)、Jarvenpaa，et al(1998)等人的研究认为，信任方的个体特征对信任具有影响作用。本文将之作为控制变量，进行了考察。通过方差分析和层次回归分析，本文发现，反映供给方人口特征的性别、年龄和工龄，对其分享信任水平，具有显著的影响，而职位和学历的影响则相对较弱。具体来看，相对于男性，女性倾向于制度信任和情感信任，而男性倾向于认知信任。此外，员工年龄越大，工龄越长，学历越高，越倾向于认知信任。尽管如此，本文发现，供给方自身特征对其分享信任变异的解释能力较低，它们对于分享信任的三个维度，即情感信任、认知信任和制度信任的解释能力，分别为4.9％，7.5％和15.4％。
5)在本文研究的信任前因中，许多因素被认为是影响分享决策的关键因素。这从理论上意味着，信任变量在这些因素与分享决策间，充当着某种中介的作用。通过Pearson相关分析和结构方程模型的检验，本文发现，接受方的品质特征，主要是通过影响供给方对之的信任，间接地影响到供给方的分享决策，因此，信任变量在接受方个人品质与分享决策的关系中，起着完全中介的作用，而接受方的个体能力，既对供给方的分享决策具有直接的影响，也部分通过影响分享信任而间接地影响到供给方的分享决策，因而信任在其中起着部分中介的作用。另一方面，在个体关系中，本文发现，正如Bouty(2000)所提出的，双方的关联强度对分享决策，既有直接影响效应，也通过影响分享信任，而间接地影响分享决策，因此信任在关联强度与分享决策的关系中，起着部分中介的作用。相对而言，本文发现，竞争关系对分享决策的影响，主要是通过影响分享信任而间接实施的，竞争与分享决策没有直接的关系，这一发现对于学术界关于竞争是否会影响分享行为决策，以及如何影响分享决策的争论，具有重要的理论意义。最后，在组织环境特征方面，我们发现，尽管组织公平与员工的分享决策关系密切，但在引入信任变量后，组织公平与分享决策不再具有直接的影响效应，因此可以判断，信任在其中发挥着完全中介的作用，而组织沟通则既与分享决策具有直接的关系，也存在通过信任变量，间接地影响到分享决策，因此信任在组织沟通和分享决策的关系中，发挥着部分中介的作用。
上述研究结论，既具有相当的理论发现，也具有重要的实践意义。本文结合相关理论结论，对中国企业的知识分享管理的实践，提出了相应的建议。
With the change of business and technology, more and more managers and researchers begin to pay attention to the strategic meaning of knowledge resource to an enterprise. In China, knowledge management has developed from the "aware" phase to the "reusable" phase, and knowledge management has become a focus within the business circles. On the other hand, knowledge management also developed from the mode based on technology management to the mode based on human management. Moreover, knowledge sharing becomes the focus of knowledge management in enterprise today, for knowledge sharing not only improves using efficiency of employee's private knowledge, but also promotes knowledge innovation in enterprise.
In the past studies on employees' knowledge sharing, People acknowledged that trust was an important determinant in employee's knowledge sharing decision-making. For example, through a field survey, Standing & Benson (2000, p.343) made a conclusion that trust was very important, and if there was no trust among sharers, no one would share their knowledge with others. Accordingly, this paper explored the problem of trust in the process of knowledge sharing between employees in China.
Based on a review on the literatures, the problem of knowledge sharing trust between employees is divided into three sub-questions: the first question is what the dimensionality of the sharing trust construct is, and how they interact with each other? The second sub-question is that how sharing trust affects employee's knowledge sharing decision-making? And the third sub-question is that what the key antecedents of sharing trust are? All the three questions make up of the complete system of the study of the problem of trust in employees' knowledge sharing.
Based on theory analysis and filed survey, this paper put forward 30 research hypotheses which were divided into four types. Further more, this paper examined all the 30 research hypotheses through employing the statistical tool SPSS11.5 and AMOS5.0, in which 350 research samples come from Chinese knowledge enterprises through a questionnaire inquiry. The conclusion is summed up as follow:
(1) According to Mayer, et al (1995), risk management is the main function of trust. This paper defines sharing trust between employees as a construct characterized by three dimensions based on its function of sharing risk management, which include affect-based trust (ABT), cognition-based trust (CBT), and institution-based trust (IBT). ABT is based on the sharer's affect to the accepter, and CBT is based on the perceived reliability and dependability of accepter, and IBT is based on the favorable knowledge sharing circumstance and atmosphere in enterprise. Further more, with an empirical study, this paper shows that there is interaction with all the three dimensions of sharing trust，and IBT has positive effect on CBT, and CBT has positive effect on ABT, which validates a similar viewpoint of Ford(2001), McAllister(1995), and Rousseau, et al(1998). However, we find that IBT has no any significant effect on ABT, which was supported by Rousseau, et al (1998) .
(2) In the study of the relationship of sharing trust and sharing decision, different from conventional research about the construct of knowledge sharing decision, we first explore that knowledge sharing decision is a construct characterized by three dimensions which include sharing content decision, sharing mode decision, and sharing input decision. Secondly, the empirical study shows that sharing content decision affects positively sharing mode and sharing input decision, and does so sharing mode decision to sharing input decision. Thirdly, we find that sharing trusts, including CBT, ABT, and IBT, have important effects on employee's knowledge sharing decision. The result of the study shows that ABT affects positively employee's sharing content decision and sharing mode decision, and CBT as well as IBT has positive influence on all three dimensions of sharing decision. However, the degree of influence is different, and the influence comes from CBT is greater than ABT and IBT. This finding suggests that knowledge sharing is an informal action which is influenced mainly by the perceived reliability and dependability of accepter. For there is risk in sharing action, CBT plays a key role in employee's knowledge sharing decision.
(3) In the study of the antecedents of sharing trust, through employing a field survey, we first find the antecedents of sharing trust can be divided into three types which include the characteristics of accepter, the characteristics of relationship of sharer and accepter, and the characteristics of organizational environment. However, this paper discusses six key antecedents among which the personal quality is divided into two sub-antecedents: beneficence and integrity.
In the empirical study, we find that the characteristics of accepter, including ability, beneficence, and integrity, have positive effects on sharing trust, which validates Mayer, et al's general trust model. Moreover, this paper shows that accepter's ability and integrity mainly affect the sharer's CBT, and accepter's beneficence affects the sharer's ABT and IBT. On the other hand, the result of the study shows that the strength of ties between sharer and accepter affects significantly the sharer's ABT and CBT, however, the competition between sharer and accepter has negative effect on sharer's CBT. These conclusions prove the research conclusions of Bouty (2000), Schradner (1995), and Tsai (2002), which showed that strength of ties and competition were the key determinations of sharing trust. Finally, in the study of the influence of organizational environment on knowledge sharing trust among employees, this paper shows that organizational justice has significant effect on IBT, and the openness of organizational communication does so on sharer's CBT, ABT, and IBT.
In addition, two other important issues are discussed in this paper, which include the control effect of truster's (sharer's) characteristics on his sharing trust, and the mediating effect of trust on the relationship of the antecedents and knowledge sharing decision. The results of the study are as follow:
(4) In their studies, Myer, et al (1995) and Jarvenpaa, et al (1998) discussed the control effects of the characteristics of truster on trust. In this paper, we treat sharer's characteristics as control variables, and explore their control effects on sharing trust. Employing Analysis of Variances (ANOVA) and Hierarchical linear regression analysis, we find that sharer's gender, age, and length of service have significant effects on his sharing trust, and sharer's position and education have weekly effects on his sharing trust. For example, in knowledge sharing, female depends on IBT and ABT more than man does, and man has higher level CBT than female does. However, this paper shows that sharer's characteristics as a whole have little influence on his sharing trust, and there are only 4.9%, 7.5%, and 15.4% of variance of sharing trusts, including ABT, CBT, and IBT, which are explained by sharer's characteristics.
5) Among all the antecedents of sharing trust studied in this paper, many were thought as critical determinants of sharing decision in past studies, which implies in theory that sharing trust plays a mediating role in the relationship of some antecedents and sharing decision. Employing Pearson correlation analysis and structural equation model analysis, this paper shows that trust plays a full mediating role in the relationship of qualities of accepter and sharer's sharing decision, and it plays a partial mediating role in the relationship of accepter's abilities and sharer's sharing decision. On the other hand, just as Bouty's conclusion, we find that trust has partial mediating effect on the relationship of strength of ties and sharer's sharing decision, but has no any significant mediating effect on the relationship of competition and sharer's decision, which may help to understand the controversy in academia about the role of competition in employee's knowledge sharing decision. Finally, the result of study shows that sharing trust has full mediating effect on the relationship of organizational justice and sharer's sharing decision, but has partial mediating effect on the relationship of organizational communication and sharer's decision.
These above conclusions not only reveal some development in theory of knowledge management, but also have significant meaning to knowledge management practice. Based on the results of the study, we put some advice to knowledge management in enterprise of China accordingly.
在已有的关于员工知识分享的研究中，人们注意到信任是影响员工知识分享决策的关键性因素。例如，Standing & Benson(2000)通过对大量员工的访谈后，总结认为，“信任是非常关键的，如果分享双方没有信任，人们就不可能分享他们的知识。人们之所以很少分享是因为他们不信任别人。”(p.343)。基此，本文将员工知识分享中的信任问题，列入本文研究的核心议题。
在对已有研究文献评述的基础上，本文将员工知识分享信任问题分解为相互关联的三个子问题：其一是分享信任的维度构成及其相互关系问题；其二是分享信任的作用效果问题，即分享信任对分享决策的影响问题；其三是分享信任的前因问题，即影响员工分享信任的关键因素问题。它们构成了研究员工知识分享信任问题的完整系统。
在此基础上，本文以知识分享中的供给方为研究对象，结合理论分析和调查访谈，提出了四类共计30个研究假设，并以中国文化背景下的企业员工(主要是来自高知识密集度行业的员工)为研究样本，通过问卷调查的方式获取研究数据，利用SPSS11.5和AMOS5.0软件工具，实证研究了上述研究假设。通过实证研究，本文有如下系列的研究结论：
1)关于员工分享信任的维度及其关系的问题。依据Mayer，et al(1995)的理论，本文从信任的风险管理特征出发，依据知识分享中的风险特征，将员工分享信任定义为一个三维度结构，它包括情感信任、认知信任和制度信任，其中情感信任是基于供给方对双方的情感认知，认知信任是基于供给方对接受方在分享过程中的可靠性和可信性的认知，而制度信任是供给方基于对企业知识分享环境(包括制度和文化)的认知。在此基础上，本文的实证研究表明，分享信任的三个维度间存在着密切的关联，其中制度信任对于认知信任具有正向的影响，认知信任对于情感信任具有正向的影响，这验证了Ford(2001)、McAllister(1995)全部以及Rousseau et al(1998)的部分观点，本文还发现，制度信任对于情感信任的培育和提高，没有显著的直接影响。
2)关于员工分享信任与分享决策的关系问题。首先，与传统的分享决策不同，本文认为员工知识分享决策是一个三维构建概念，它包括分享内容决策、分享模式决策和分享投入决策。本文的实证研究表明，分享内容对于分享模式和分享投入的选择，具有正向的影响，分享模式决策也影响到人们关于分享投入的决策。其次，分享中供给方对接受方的信任，包括认知信任、情感信任和制度信任，对其分享决策具有重要的影响。研究结果表明，情感信任影响员工对分享内容和分享模式的决策，认知信任影响到员工对分享内容、分享模式和分享投入的决策，制度信任也同样影响到分享决策的三个维度。从影响程度来看，员工分享决策的主要影响来自认知信任，其次是情感信任，制度信任的影响最弱。
上述研究结论表明，正如Huber(2001)所认为的，知识分享行为更多的是一种私人行为，行为决策的影响，主要受到分享双方对彼此的情感和可靠性的理性认知，由于分享行为是一类风险行为，因此，基于理性的认知信任成为影响分享决策的主要因素。
3)关于员工知识分享信任的影响因素问题。本文通过现场访谈的方式，发现影响分享信任的因素可以归结为三类：接受方个体特征因素、分享双方的关系特征因素和组织环境因素，本文重点考察了其中6个因素，其中个体品质因素划分为善良品质和正直品质。
本文的实证研究发现，接受方的个体特征，包括能力、善良品质和正直品质，对于分享信任具有积极的影响，从而验证了Mayer，et al(1995)提出的一般信任模型，而且我们发现，接受方的能力和正直品质主要影响到供给方的认知信任，而其善良品质则影响到供给方对之的情感信任和认知信任；另一方面，本文发现，分享双方的关联强度，对情感信任和认知信任具有显著的影响，而双方的竞争，则对认知信任具有负面的影响效应。结论验证了Bouty(2000)、Schradner(1995)、Tsai(2002)等关于关联强度和竞争是影响分享信任的关键因素的研究结论。最后，关于组织环境特征对员工分享信任的影响研究中，本文发现，组织公平对于供给方的制度信任，具有显著的影响，而组织沟通的开放程度，则显著影响到供给方的认知信任、情感信任和制度信任三个维度。
作为上述三个核心问题的拓展和延伸，本文还探索了另外两个重要问题：
4)信任方(供给方)个体特征对于分享信任水平的控制作用。Mayer，et al(1995)、Jarvenpaa，et al(1998)等人的研究认为，信任方的个体特征对信任具有影响作用。本文将之作为控制变量，进行了考察。通过方差分析和层次回归分析，本文发现，反映供给方人口特征的性别、年龄和工龄，对其分享信任水平，具有显著的影响，而职位和学历的影响则相对较弱。具体来看，相对于男性，女性倾向于制度信任和情感信任，而男性倾向于认知信任。此外，员工年龄越大，工龄越长，学历越高，越倾向于认知信任。尽管如此，本文发现，供给方自身特征对其分享信任变异的解释能力较低，它们对于分享信任的三个维度，即情感信任、认知信任和制度信任的解释能力，分别为4.9％，7.5％和15.4％。
5)在本文研究的信任前因中，许多因素被认为是影响分享决策的关键因素。这从理论上意味着，信任变量在这些因素与分享决策间，充当着某种中介的作用。通过Pearson相关分析和结构方程模型的检验，本文发现，接受方的品质特征，主要是通过影响供给方对之的信任，间接地影响到供给方的分享决策，因此，信任变量在接受方个人品质与分享决策的关系中，起着完全中介的作用，而接受方的个体能力，既对供给方的分享决策具有直接的影响，也部分通过影响分享信任而间接地影响到供给方的分享决策，因而信任在其中起着部分中介的作用。另一方面，在个体关系中，本文发现，正如Bouty(2000)所提出的，双方的关联强度对分享决策，既有直接影响效应，也通过影响分享信任，而间接地影响分享决策，因此信任在关联强度与分享决策的关系中，起着部分中介的作用。相对而言，本文发现，竞争关系对分享决策的影响，主要是通过影响分享信任而间接实施的，竞争与分享决策没有直接的关系，这一发现对于学术界关于竞争是否会影响分享行为决策，以及如何影响分享决策的争论，具有重要的理论意义。最后，在组织环境特征方面，我们发现，尽管组织公平与员工的分享决策关系密切，但在引入信任变量后，组织公平与分享决策不再具有直接的影响效应，因此可以判断，信任在其中发挥着完全中介的作用，而组织沟通则既与分享决策具有直接的关系，也存在通过信任变量，间接地影响到分享决策，因此信任在组织沟通和分享决策的关系中，发挥着部分中介的作用。
上述研究结论，既具有相当的理论发现，也具有重要的实践意义。本文结合相关理论结论，对中国企业的知识分享管理的实践，提出了相应的建议。
With the change of business and technology, more and more managers and researchers begin to pay attention to the strategic meaning of knowledge resource to an enterprise. In China, knowledge management has developed from the "aware" phase to the "reusable" phase, and knowledge management has become a focus within the business circles. On the other hand, knowledge management also developed from the mode based on technology management to the mode based on human management. Moreover, knowledge sharing becomes the focus of knowledge management in enterprise today, for knowledge sharing not only improves using efficiency of employee's private knowledge, but also promotes knowledge innovation in enterprise.
In the past studies on employees' knowledge sharing, People acknowledged that trust was an important determinant in employee's knowledge sharing decision-making. For example, through a field survey, Standing & Benson (2000, p.343) made a conclusion that trust was very important, and if there was no trust among sharers, no one would share their knowledge with others. Accordingly, this paper explored the problem of trust in the process of knowledge sharing between employees in China.
Based on a review on the literatures, the problem of knowledge sharing trust between employees is divided into three sub-questions: the first question is what the dimensionality of the sharing trust construct is, and how they interact with each other? The second sub-question is that how sharing trust affects employee's knowledge sharing decision-making? And the third sub-question is that what the key antecedents of sharing trust are? All the three questions make up of the complete system of the study of the problem of trust in employees' knowledge sharing.
Based on theory analysis and filed survey, this paper put forward 30 research hypotheses which were divided into four types. Further more, this paper examined all the 30 research hypotheses through employing the statistical tool SPSS11.5 and AMOS5.0, in which 350 research samples come from Chinese knowledge enterprises through a questionnaire inquiry. The conclusion is summed up as follow:
(1) According to Mayer, et al (1995), risk management is the main function of trust. This paper defines sharing trust between employees as a construct characterized by three dimensions based on its function of sharing risk management, which include affect-based trust (ABT), cognition-based trust (CBT), and institution-based trust (IBT). ABT is based on the sharer's affect to the accepter, and CBT is based on the perceived reliability and dependability of accepter, and IBT is based on the favorable knowledge sharing circumstance and atmosphere in enterprise. Further more, with an empirical study, this paper shows that there is interaction with all the three dimensions of sharing trust，and IBT has positive effect on CBT, and CBT has positive effect on ABT, which validates a similar viewpoint of Ford(2001), McAllister(1995), and Rousseau, et al(1998). However, we find that IBT has no any significant effect on ABT, which was supported by Rousseau, et al (1998) .
(2) In the study of the relationship of sharing trust and sharing decision, different from conventional research about the construct of knowledge sharing decision, we first explore that knowledge sharing decision is a construct characterized by three dimensions which include sharing content decision, sharing mode decision, and sharing input decision. Secondly, the empirical study shows that sharing content decision affects positively sharing mode and sharing input decision, and does so sharing mode decision to sharing input decision. Thirdly, we find that sharing trusts, including CBT, ABT, and IBT, have important effects on employee's knowledge sharing decision. The result of the study shows that ABT affects positively employee's sharing content decision and sharing mode decision, and CBT as well as IBT has positive influence on all three dimensions of sharing decision. However, the degree of influence is different, and the influence comes from CBT is greater than ABT and IBT. This finding suggests that knowledge sharing is an informal action which is influenced mainly by the perceived reliability and dependability of accepter. For there is risk in sharing action, CBT plays a key role in employee's knowledge sharing decision.
(3) In the study of the antecedents of sharing trust, through employing a field survey, we first find the antecedents of sharing trust can be divided into three types which include the characteristics of accepter, the characteristics of relationship of sharer and accepter, and the characteristics of organizational environment. However, this paper discusses six key antecedents among which the personal quality is divided into two sub-antecedents: beneficence and integrity.
In the empirical study, we find that the characteristics of accepter, including ability, beneficence, and integrity, have positive effects on sharing trust, which validates Mayer, et al's general trust model. Moreover, this paper shows that accepter's ability and integrity mainly affect the sharer's CBT, and accepter's beneficence affects the sharer's ABT and IBT. On the other hand, the result of the study shows that the strength of ties between sharer and accepter affects significantly the sharer's ABT and CBT, however, the competition between sharer and accepter has negative effect on sharer's CBT. These conclusions prove the research conclusions of Bouty (2000), Schradner (1995), and Tsai (2002), which showed that strength of ties and competition were the key determinations of sharing trust. Finally, in the study of the influence of organizational environment on knowledge sharing trust among employees, this paper shows that organizational justice has significant effect on IBT, and the openness of organizational communication does so on sharer's CBT, ABT, and IBT.
In addition, two other important issues are discussed in this paper, which include the control effect of truster's (sharer's) characteristics on his sharing trust, and the mediating effect of trust on the relationship of the antecedents and knowledge sharing decision. The results of the study are as follow:
(4) In their studies, Myer, et al (1995) and Jarvenpaa, et al (1998) discussed the control effects of the characteristics of truster on trust. In this paper, we treat sharer's characteristics as control variables, and explore their control effects on sharing trust. Employing Analysis of Variances (ANOVA) and Hierarchical linear regression analysis, we find that sharer's gender, age, and length of service have significant effects on his sharing trust, and sharer's position and education have weekly effects on his sharing trust. For example, in knowledge sharing, female depends on IBT and ABT more than man does, and man has higher level CBT than female does. However, this paper shows that sharer's characteristics as a whole have little influence on his sharing trust, and there are only 4.9%, 7.5%, and 15.4% of variance of sharing trusts, including ABT, CBT, and IBT, which are explained by sharer's characteristics.
5) Among all the antecedents of sharing trust studied in this paper, many were thought as critical determinants of sharing decision in past studies, which implies in theory that sharing trust plays a mediating role in the relationship of some antecedents and sharing decision. Employing Pearson correlation analysis and structural equation model analysis, this paper shows that trust plays a full mediating role in the relationship of qualities of accepter and sharer's sharing decision, and it plays a partial mediating role in the relationship of accepter's abilities and sharer's sharing decision. On the other hand, just as Bouty's conclusion, we find that trust has partial mediating effect on the relationship of strength of ties and sharer's sharing decision, but has no any significant mediating effect on the relationship of competition and sharer's decision, which may help to understand the controversy in academia about the role of competition in employee's knowledge sharing decision. Finally, the result of study shows that sharing trust has full mediating effect on the relationship of organizational justice and sharer's sharing decision, but has partial mediating effect on the relationship of organizational communication and sharer's decision.
These above conclusions not only reveal some development in theory of knowledge management, but also have significant meaning to knowledge management practice. Based on the results of the study, we put some advice to knowledge management in enterprise of China accordingly.
引文
1 转引自汪克强，古继宝，2005，p．3。
2 引自深圳市国中道经济研究有限责任公司，知识管理2002·中国问卷调查报告摘要版．2002．
3 引自深圳蓝凌管理咨询支持系统有限公司，2005中国知识管理调查报告 现状、前景和挑战[R]．http://www.21mt.com/userl/madheader/archives/2005/80.html/2006-02-26.
1 转引自汪克强，古继宝，2005，P．156。
1 引自野中郁次郎．远山亮子，和比奥西埃尔，2001。
1 引自：Hendriks，1998，图2，p．93。
1 关于培根这句名言，原文为“knowledge itself is power”，国内一般译为”知识就是力量“。
2 引自：迪尔克斯等编，组织学习与知识创新．上海社会科学院知识与信息课题组译，上海人民出版社，2001年版，P22-23。
1 引自：Muchinsky, 1976, p.372。
1 转引自：杨中芳，彭泗清，1999。
1 资料来源：Nahapiet & Ghoshal，1998，p．251．图1。
1 资料来源：Tsai & Ghoshal，1998，p．466．图1。
1 资料来源：Levin & Cross，2003，p．1481，图2。
1 资料来源：Kaser & Miles，2001，ODC：D6，图1。
1 资料来源：Holste，2003．p．61，图2。
1 知识作为资源的特例，在很多研究中，关于知识分享的研究，往往被纳入到更一般的资源分析框架内，例如文献Bouty(2000)；Tsai & Ghoshal(1998)等。
1 参见：彼得·帕沃夫斯基．管理科学中的组织学习[A]．迪尔克斯．等编．组织学习与知识创新[C]．2001．p．42-62。
1 在一些研究中，组织沟通被单独作为一种气氛变量，认为它并非组织气氛的维度．而是与组织气氛具有一定的相关关系(Muchinsky，1976：GuzIey，1992)
1 R表示该项目的描述为反向编码，以下类同。
1 参考谢才凤．2005，p．74。
2 EFA分析方法一直以来被用作考察心理测验的结构效度，但也引起了一定的争议。因为EFA提供的特质效度调查，只能对结构效度提供必要但是非充分的信息(黄芳铭，2005，p．264-265)。因此，有一些学者。(包括Cronbach、Meehl)认为采用确证性因素分析(confirmation factor analysis，简称CFA)，更具有实际的理论含义。在实际应用中，不同的学者意见也不一致。
3 转引自查金祥，2006，p．113．
1 转引自：张望军，彭剑锋(2001，p．90)。
2 转引自：张望军，彭剑锋(2001，p90)。
1 转引自黄芳铭，2005，p269．
1 参见卢纹岱，2002．p．146～147．
1 引自：候杰泰．温忠麟和成子娟，2004，p15-17。
2 引自：候杰泰，温忠麟和成子娟，2004，p14-15。
1 引自：黄芳铭，2005，p23-25。
2 引自：查金祥，2006，p.158。
1 见马庆国，2002，附表2。
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2 引自深圳市国中道经济研究有限责任公司，知识管理2002·中国问卷调查报告摘要版．2002．
3 引自深圳蓝凌管理咨询支持系统有限公司，2005中国知识管理调查报告 现状、前景和挑战[R]．http://www.21mt.com/userl/madheader/archives/2005/80.html/2006-02-26.
1 转引自汪克强，古继宝，2005，P．156。
1 引自野中郁次郎．远山亮子，和比奥西埃尔，2001。
1 引自：Hendriks，1998，图2，p．93。
1 关于培根这句名言，原文为“knowledge itself is power”，国内一般译为”知识就是力量“。
2 引自：迪尔克斯等编，组织学习与知识创新．上海社会科学院知识与信息课题组译，上海人民出版社，2001年版，P22-23。
1 引自：Muchinsky, 1976, p.372。
1 转引自：杨中芳，彭泗清，1999。
1 资料来源：Nahapiet & Ghoshal，1998，p．251．图1。
1 资料来源：Tsai & Ghoshal，1998，p．466．图1。
1 资料来源：Levin & Cross，2003，p．1481，图2。
1 资料来源：Kaser & Miles，2001，ODC：D6，图1。
1 资料来源：Holste，2003．p．61，图2。
1 知识作为资源的特例，在很多研究中，关于知识分享的研究，往往被纳入到更一般的资源分析框架内，例如文献Bouty(2000)；Tsai & Ghoshal(1998)等。
1 参见：彼得·帕沃夫斯基．管理科学中的组织学习[A]．迪尔克斯．等编．组织学习与知识创新[C]．2001．p．42-62。
1 在一些研究中，组织沟通被单独作为一种气氛变量，认为它并非组织气氛的维度．而是与组织气氛具有一定的相关关系(Muchinsky，1976：GuzIey，1992)
1 R表示该项目的描述为反向编码，以下类同。
1 参考谢才凤．2005，p．74。
2 EFA分析方法一直以来被用作考察心理测验的结构效度，但也引起了一定的争议。因为EFA提供的特质效度调查，只能对结构效度提供必要但是非充分的信息(黄芳铭，2005，p．264-265)。因此，有一些学者。(包括Cronbach、Meehl)认为采用确证性因素分析(confirmation factor analysis，简称CFA)，更具有实际的理论含义。在实际应用中，不同的学者意见也不一致。
3 转引自查金祥，2006，p．113．
1 转引自：张望军，彭剑锋(2001，p．90)。
2 转引自：张望军，彭剑锋(2001，p90)。
1 转引自黄芳铭，2005，p269．
1 参见卢纹岱，2002．p．146～147．
1 引自：候杰泰．温忠麟和成子娟，2004，p15-17。
2 引自：候杰泰，温忠麟和成子娟，2004，p14-15。
1 引自：黄芳铭，2005，p23-25。
2 引自：查金祥，2006，p.158。
1 见马庆国，2002，附表2。
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