企业知识型员工隐性知识转移的激励机制研究
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摘要
随着知识经济时代的到来，知识正在逐步取代资本、劳动、土地等传统生产要素，成为企业的关键资源。企业只有不断的促进内部知识的转移与更新，充分发挥企业知识资源的作用，才能在激烈的竞争中保持优势。在企业中，知识的主要载体在于知识型员工，而知识型员工的自身特点以及隐性知识本身特征使得隐性知识转移活动存在一定难度。因此，研究如何激励企业知识型员工进行隐性知识转移，设计合理的激励机制方案，对企业的发展有着重要的意义。
本文在文献研究的基础上，对涉及的相关理论及方法进行介绍，对知识型员工、隐性知识转移等相关概念进行界定，归纳总结了知识型员工的特点以及隐形知识转移的影响因素，并结合二者特点分析了知识型员工进行隐性知识转移的激励因素，以此构建激励因素与成功激励隐性知识转移之间的逻辑关系图。根据激励因素及其逻辑关系，建立了企业知识型员工隐性知识转移激励机制结构方程模型，并选取多个行业进行调查问卷，利用结构方程方法对有效问卷进行统计分析，验证逻辑关系的正确性，以及不同激励因素的作用程度。最后，本文根据结构方程模型结论，针对逻辑关系成立的激励因素及其对成功激励隐性知识转移的不同影响程度，结合相关激励理论，提出企业知识型员工隐性知识转移的激励机制设计方案。
With the coming of knowledge—based economy,knowledge is gradually replacingtraditional factors of production, namely capital,labor and land as the crucial resource forenterprise.Most organizations recognize that only they promote the Internal knowledgetransferring and renewwing constantly,and make full use of the knowledge resource,theycan keep the advantage in the fierce competition.In the enterprise,the knowledge main fromknowledge staff,but there being some difficulties for tacit knowledge transferring becausethe characteristic of knowledge staff' and tacit knowledge.Therefore,study how to encourageenterprise knowledge staff to transfer their tacit knowledge,and design the reasonableincentive mechanism,will have the great significance to the enterprise development.
This text on the basis of the literature studies, which introduces some relationa theoryand methods, and defines the concepts like knowledge workers、 ticit knowledge transferand so on; Summarizes the characteristics of knowledge workers and the inflience factorsof ticit knowledge transfer, and analyzes the excitation factors that knowledge workerswho advance the ticit knowledge transfergring,as this reason we build the logic diagrambetween excitation factors and incite the ticit knowledge transferring successful. The textbuilds the structural equation model for incentive mechanism of ticit knowledge transferwhich according to the analysis of excitation factors and their logic diagram. Selects lots ofprfession to questionnaire survey, and using SEM to count the effectuve questionnaire, testsand verifys the correctness of the logic, and analyes of the role of differentincentives.Finally, according to the SEM result, and direct the excitation factors whichlogical telationship established and their different impact to incite the ticit knowledgetransferring sccessful, integrate some interrelated motivation theory, we propose the designaboat incentive mechanism of ticit knowledge transfer which based on enterprise knowledgeworkers.
本文在文献研究的基础上，对涉及的相关理论及方法进行介绍，对知识型员工、隐性知识转移等相关概念进行界定，归纳总结了知识型员工的特点以及隐形知识转移的影响因素，并结合二者特点分析了知识型员工进行隐性知识转移的激励因素，以此构建激励因素与成功激励隐性知识转移之间的逻辑关系图。根据激励因素及其逻辑关系，建立了企业知识型员工隐性知识转移激励机制结构方程模型，并选取多个行业进行调查问卷，利用结构方程方法对有效问卷进行统计分析，验证逻辑关系的正确性，以及不同激励因素的作用程度。最后，本文根据结构方程模型结论，针对逻辑关系成立的激励因素及其对成功激励隐性知识转移的不同影响程度，结合相关激励理论，提出企业知识型员工隐性知识转移的激励机制设计方案。
With the coming of knowledge—based economy,knowledge is gradually replacingtraditional factors of production, namely capital,labor and land as the crucial resource forenterprise.Most organizations recognize that only they promote the Internal knowledgetransferring and renewwing constantly,and make full use of the knowledge resource,theycan keep the advantage in the fierce competition.In the enterprise,the knowledge main fromknowledge staff,but there being some difficulties for tacit knowledge transferring becausethe characteristic of knowledge staff' and tacit knowledge.Therefore,study how to encourageenterprise knowledge staff to transfer their tacit knowledge,and design the reasonableincentive mechanism,will have the great significance to the enterprise development.
This text on the basis of the literature studies, which introduces some relationa theoryand methods, and defines the concepts like knowledge workers、 ticit knowledge transferand so on; Summarizes the characteristics of knowledge workers and the inflience factorsof ticit knowledge transfer, and analyzes the excitation factors that knowledge workerswho advance the ticit knowledge transfergring,as this reason we build the logic diagrambetween excitation factors and incite the ticit knowledge transferring successful. The textbuilds the structural equation model for incentive mechanism of ticit knowledge transferwhich according to the analysis of excitation factors and their logic diagram. Selects lots ofprfession to questionnaire survey, and using SEM to count the effectuve questionnaire, testsand verifys the correctness of the logic, and analyes of the role of differentincentives.Finally, according to the SEM result, and direct the excitation factors whichlogical telationship established and their different impact to incite the ticit knowledgetransferring sccessful, integrate some interrelated motivation theory, we propose the designaboat incentive mechanism of ticit knowledge transfer which based on enterprise knowledgeworkers.
引文
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[4] Jeffrey L, Cummings, Teng B S. Transferring R&D Knowledge: the Key Factors AffectingKnowledge Transfer Success[J]. Journal of Engineering and Technology Management.2003,20(1/2):39-68.
[5] Hsieh C T. The Impact of Knowledge Stickiness on Knowledge Transfer Implementation,Internalization, and Satisfaction for Multinational Corporations[J]. International Journal ofInformation Management2009,29(6):425-435.
[6] Sidonia C. Optimizing Knowledge Transfer by New Employees in Companies[J]. KnowledgeManagement Research&Damp: Practice,2007,5(4):337-241.
[7] Barachini F. Cultural and Social Issues for Knowledge Sharing[J]. Journal of KnowledgeManagement,2009,13(1):179-183.
[8] Nonaka K. The concept of "Ba": Building Afoundation for Knowledge Creation[J]. CaliforniaManagement Review,1998,40(3):40-54.
[9] Blumenberg S. Knowledge Transfer Processes in IT Outsourcing Relationships and TheirImpact on Shared Knowledge and Outsourcing Performance[J]. International Journal ofInformation Management2009,5(29):342-352.
[10] Simonin B L. An Empirical Investigation of the Process of Knowledge Transfer inInternational Strategic Alliances[J]. Journal of international business studies,2004,35(5):26-29.
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[16] Coakes E, Yanqing Duan, Wanyan Nie. Identifying Key Factors Affecting TransnationalKnowledge Transfer[J]. Information&Management2010,47(7/8):356-363.
[17]王开明,万君康.论知识的转移与扩散[J].外国经济与管理,2000,25(10):2-7.
[18]常荔,邹珊刚,李顺才.基于知识链的知识扩散的影响因素研究[J].科研管理,2001,22(5):122-127.
[19]张莉.知识转移的影响因素及转移过程研究[J].情报科学,2005,23(11):1606-1609.
[20]魏江,王铜安.个体、群组、组织间知识转移影响因素的实证研究[J].科学学研究,2006,24(1):91-97.
[21]马庆国,徐青,廖振鹏,张彩江.知识转移的影响因素分析[J].北京理工大学学报(社会科版),2006,8(1):40-43.
[22]王秀红,孙凤媛.员工隐性知识转移动力模型研究[J].科技进步与对策,2008.3.
[23]徐晋.考虑声誉的风险投资知识转移激励机制研究[J].华中科技大学学报(然科学版),2005,33(11):108-110.
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[25]林昭文,张同健,蒲勇健.基于互惠动机的个体间隐性知识转移研究[J].科研管理,2008,29(4):28-33.
[26]卢新元.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[J].情报杂志,2009,28(7):102-105.
[27]周密,赵文红,姚小涛.社会关系视角下的知识转移理论研究评述及展望[J].科研管理,2007,28(3):78-85.
[28]卢兵,岳亮,廖貅武.组织间隐性知识转移的微分动力学模型[J].系统工程,2005,23(11):44-48.
[29]杨波,徐升华.基于多智能体建模的知识转移激励机制的演化博弈模型与仿真[J].计算机工程与科学,2010,32(6):162-166.
[30]郑超,黄枚立.国有企事业知识员工激励机制的现状调查及改进策略[J].华东经济管理,2001,10(6):27-30.
[31]彭剑峰,张望军.中国企业知识型员工激励机制实证分析[J].科研管理,2001,22(6):90-97.
[32]张向前.知识型人才及其激励研究[J].预测,2005,24(6):9-13.
[33]张志.知识型员工激励机制的构建[J].生产力研究,2009,25(14):83-85.
[34]姚远,刘家顺.知识型员工激励机制设计[J].河北理工大学学报(社会科学版),2010,10(5):47-49.
[35]唐炎华,石金涛.我国企业知识型员工知识转移的影响因素实证研究[J].管理工程学报,2007,21(2):34-41.
[36]祁红梅,黄瑞华.影响知识转移绩效的组织情境因素及动机机制实证研究[J].研究与发展管理,2008,20(2):58-62.
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[38]张大为,汪克夷,李俏.企业个人隐性知识转移激励机制研究[J].理论与探索,2010,33(3):26-28.
[39]崔晓利,林琳.知识转移的心理基础探视[J].科技情报开发与经济,2009,19(16):119-121.
[40]张小永.激励理论的综述及其启示[J].当代教育科学,2004,3(6):48-49.
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