组织知识共享行为及其激励机制研究
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摘要
在知识经济时代,知识资源取代自然资源、资本资源、成为现代经济的基础,知识管理逐步成为组织的一种战略管理,决定着组织核心竞争力的持续提升。知识共享是知识管理的关键环节,对知识管理起着关键的作用。然而,在实践中,组织对知识共享活动付出了高昂的管理成本,却没有收到良好的效果,甚至导致管理者对知识共享战略的怀疑。知识共享的实践要求理论对所遇问题给出解决的答案。
在组织提出实施知识管理以来,管理者普遍认为信息技术会使知识共享自动实现,多把重心放在知识共享的物质手段上,不惜成本构建信息技术平台,研发信息的挖掘和存储技术,而较少关注知识共享的主体和环境文化方面的因素。这是知识共享不能成功的主要原因。本文拟对知识共享主体要素,从博弈论和实证等多个角度对知识共享的行为特征进行研究,尝试提出知识共享行为的综合激励策略。
本研究的主要结论是：
(1)通过对知识共享行为的静态博弈和演化博弈的研究表明,当组织希望鼓励其个体进行知识共享时,需要提供一定的奖赏来激励个体进行知识共享,这种奖赏主要用于补偿进行知识共享的个体在共享知识的过程中所付出的努力以及他们为自己的知识被公开化之后所要承担的代价；该奖赏的程度是影响参与双方的博弈结果的重要因素；通过给予不同形式上的奖励,可提高知识共享向理想机制方向演化的可能性和比例。
(2)根据计划行为理论和社会交换理论构建了知识共享行为影响因素的两级体系结构。一级影响因素为主观规范、报酬预期、组织环境和知觉行为控制。其中主观规范包括目标难度、目标认同感、利他主义、团队效能、领导模式五个二级因素；报酬预期包括薪酬福利、成就感、自我成长、精神激励四个二级因素；组织环境包括信任文化、公平文化、个体间影响三个二级因素；知觉行为控制包括主体当前身心状态、自我能力认知和知识共享经验三个二级因素。利用层次分析法对确立的影响因素体系进行重要性分析,构建了知识共享影响因素权重模型。结果显示知识共享行为的十五个影响因素中,排在前五位的是：自我成长预期、信任文化、薪酬福利、自我能力认知和精神激励预期。
(3)通过知识共享的委托代理模型分析,表明只有当员工的知识水平达到一定程度以上时,管理者才有动机去激励该员工努力工作和采取知识共享,该激励系数与员工的知识水平成正比；当激励系数增大时,员工的知识共享积极性也将增大,而知识交流的努力成本系数的增大将挫伤员工的知识共享积极性；知识学习者和知识传授者的最优分享系数是他们在知识交流中重要性系数的一半,也即该员工在知识共享中的作用越大,其分享系数便越大；全体员工与组织管理者所分享的收益均为总收益的一半；组织管理者对知识共享的投入越大,组织内部知识共享的环境越好,知识学习者和知识管理者进行知识交流和共享就越容易。
(4)根据知识共享行为理论和实证分析,结合激励理论和知识型员工特征,提出并分析了知识共享行为综合激励模型。其中建立满足个体内在需求的激励机制是知识共享成功实现的核心环节；建立以公平合理的知识共享绩效薪酬为重心的外在报酬是成功实现知识共享的基础,培育共享文化和建立相应的组织制度是知识共享重要的环境保证。构建内在激励策略要注重满足组织成员自我成长、尊重、工作自主和成就感的内在需要。构建以物质性报酬为重心的外在激励要注重建立基于贡献度的合理知识薪酬策略,而对知识贡献度评价的指标应包括知识共享过程和知识共享成果两方面的七个指标,即知识共享态度,知识共享习惯,知识共享政策关注度、知识共享频度,为知识库贡献知识的数量,对团队业绩的贡献,个人创新成果。培育知识共享文化要注重创建与知识共享密切相关的信任、公平、利他、合作等为核心的文化氛围。构建组织机构就是要改变传统的科层式结构为扁平式结构。
基于研究结论,论文进一步结合一家高科技企业的知识共享实践进行了实证分析,表明了高科技企业对知识型员工实施综合的激励策略,确实能整体改善知识共享的状况,提高企业的核心竞争力。
In the era of knowledge economy, knowledge resources become the basis of modern economy in the place of natural resources and capital resources. And knowledge management gradually turns into a strategic management of the organization, thus makes continuous promotion of its central competitiveness. Knowledge sharing is the central sector and plays critical role to knowledge management. However, in practice, the organization pays very high management cost in knowledge management activities, but receives little effects even doubts to knowledge sharing strategies. As a result, it is urgent to find solutions to those problems.
After the proposal of knowledge management, managers universally think that information technology can automatically realize knowledge sharing. They put more emphasis on its material means with high cost to construct the stage of information technology and explore its development and storage; while pays less attention to the main stay of knowledge sharing and its environmental and cultural factors. This explains why knowledge sharing cannot succeed. This paper explores the behavioral characteristic of knowledge sharing based on the theory of chess playing in an experimental angle, and tries to put forward some incentive strategies of knowledge sharing concerning its principle factors.
The major findings of this research are as follows:
(1) The research of static and evolving game theory of knowledge sharing behavior indicates that when the organization wants to encourage its individual to share knowledge, some forms of reward are needed to ensure this incentive. The reward is mainly used to compensate the effort made by the individuals in the course of knowledge sharing and the cost after their knowledge shared openly. The degree of the reward is the vital factor affecting the result of the chess playing for the two parties. Through different forms of reward, the possibility and the proportion of the evolvement to the ideal mechanism of knowledge sharing can thus be improved.
(2) Two layers of systematic structure affecting knowledge sharing behavior are constructed according to the Theory of Planned Behavior and the Theory of Social Exchange. The first structure consists of subjective standard, reward expectation, organization environment and conscious behavior control. And subjective standard includes fives sub-factors such as the degree of aims, self-identity of aims, altruism, team efficacy and leader model. Reward expectation consists of four such as salary, sense of achievement, self-growing and spiritual stimulus. Organization environment includes three:the culture of trust, the culture of fairness and the influence between individuals. Conscious behavior control falls into three:the current physical and mental state of the subject, the cognition of self ability and the experiences of knowledge sharing. The weight model of the factors influencing knowledge sharing is constructed based on such systematic structure analysis. The results show that among the fifteen factors, the first five are:the expectation of self-growing, the culture of trust, salary, the cognition of self ability and the expectation of spiritual stimulus.
(3) By the analysis to the principal-agent model of knowledge sharing, it is revealed that only when the knowledge level of the faculty reaches to a certain degree, do the management have got the motivation to stimulate them to work hard and adopt knowledge sharing. This coefficient of the incentive keeps direct ratio with the faculty's knowledge level. That is to say, when the incentive coefficient increases, the motivation of knowledge sharing of the faculty increases as well. While the increase of the effort cost for knowledge communication will contuse the faculty's motivation. The optimum sharing coefficient for the knowledge learners and teachers plays as a half in knowledge communication, which means the more important role the faculty plays in knowledge sharing, the higher the sharing coefficient it will be. The benefit the faculty and the management shares holds a half of the total benefit. The more devotion the management gives for knowledge sharing, and the better environment the inner organization is, the easier it will become for the knowledge learners and the management in their knowledge communication and sharing.
(4) According to the analysis on the theory of knowledge sharing behavior and the experimental study, and the characteristic of incentive theory and the knowledge based faculty, I put forward and analyze the comprehensive incentive model of knowledge sharing behavior. The incentive mechanism meeting individual's inner needs is the central link. The construction of the external reward showing fair and reasonable knowledge sharing is the basis to realize knowledge sharing. The cultivation of culture sharing and the corresponding organization system are the environment guarantee of knowledge sharing. To construct inner incentive strategy requires self-growing, respect, independence and sense of achievement of each individual. To construct the external incentive of material reward requires reasonable knowledge strategy based on the measure of devotion. To assess the devotion, seven quotas including knowledge sharing process and knowledge sharing result are: knowledge sharing attitude, knowledge sharing habit, knowledge sharing policy attention, knowledge sharing frequency, the quantity devoted to knowledge, the devotion for the team's achievement and individual innovation. To cultivate knowledge sharing culture, we should pay more attention to construct the cultural atmosphere of trust, fairness, benefit to others and cooperation which are closely related with knowledge sharing. To construct organizing mechanism is to change the layer structure into flat structure.
Based on the above findings, this paper explores an experimental study combined with the knowledge sharing practice of a high-tech corporation. The results indicate that the comprehensive incentive strategies implemented to the knowledge based faculty can effectively improve the situation of knowledge sharing and the corporation's competitiveness.
在组织提出实施知识管理以来,管理者普遍认为信息技术会使知识共享自动实现,多把重心放在知识共享的物质手段上,不惜成本构建信息技术平台,研发信息的挖掘和存储技术,而较少关注知识共享的主体和环境文化方面的因素。这是知识共享不能成功的主要原因。本文拟对知识共享主体要素,从博弈论和实证等多个角度对知识共享的行为特征进行研究,尝试提出知识共享行为的综合激励策略。
本研究的主要结论是：
(1)通过对知识共享行为的静态博弈和演化博弈的研究表明,当组织希望鼓励其个体进行知识共享时,需要提供一定的奖赏来激励个体进行知识共享,这种奖赏主要用于补偿进行知识共享的个体在共享知识的过程中所付出的努力以及他们为自己的知识被公开化之后所要承担的代价；该奖赏的程度是影响参与双方的博弈结果的重要因素；通过给予不同形式上的奖励,可提高知识共享向理想机制方向演化的可能性和比例。
(2)根据计划行为理论和社会交换理论构建了知识共享行为影响因素的两级体系结构。一级影响因素为主观规范、报酬预期、组织环境和知觉行为控制。其中主观规范包括目标难度、目标认同感、利他主义、团队效能、领导模式五个二级因素；报酬预期包括薪酬福利、成就感、自我成长、精神激励四个二级因素；组织环境包括信任文化、公平文化、个体间影响三个二级因素；知觉行为控制包括主体当前身心状态、自我能力认知和知识共享经验三个二级因素。利用层次分析法对确立的影响因素体系进行重要性分析,构建了知识共享影响因素权重模型。结果显示知识共享行为的十五个影响因素中,排在前五位的是：自我成长预期、信任文化、薪酬福利、自我能力认知和精神激励预期。
(3)通过知识共享的委托代理模型分析,表明只有当员工的知识水平达到一定程度以上时,管理者才有动机去激励该员工努力工作和采取知识共享,该激励系数与员工的知识水平成正比；当激励系数增大时,员工的知识共享积极性也将增大,而知识交流的努力成本系数的增大将挫伤员工的知识共享积极性；知识学习者和知识传授者的最优分享系数是他们在知识交流中重要性系数的一半,也即该员工在知识共享中的作用越大,其分享系数便越大；全体员工与组织管理者所分享的收益均为总收益的一半；组织管理者对知识共享的投入越大,组织内部知识共享的环境越好,知识学习者和知识管理者进行知识交流和共享就越容易。
(4)根据知识共享行为理论和实证分析,结合激励理论和知识型员工特征,提出并分析了知识共享行为综合激励模型。其中建立满足个体内在需求的激励机制是知识共享成功实现的核心环节；建立以公平合理的知识共享绩效薪酬为重心的外在报酬是成功实现知识共享的基础,培育共享文化和建立相应的组织制度是知识共享重要的环境保证。构建内在激励策略要注重满足组织成员自我成长、尊重、工作自主和成就感的内在需要。构建以物质性报酬为重心的外在激励要注重建立基于贡献度的合理知识薪酬策略,而对知识贡献度评价的指标应包括知识共享过程和知识共享成果两方面的七个指标,即知识共享态度,知识共享习惯,知识共享政策关注度、知识共享频度,为知识库贡献知识的数量,对团队业绩的贡献,个人创新成果。培育知识共享文化要注重创建与知识共享密切相关的信任、公平、利他、合作等为核心的文化氛围。构建组织机构就是要改变传统的科层式结构为扁平式结构。
基于研究结论,论文进一步结合一家高科技企业的知识共享实践进行了实证分析,表明了高科技企业对知识型员工实施综合的激励策略,确实能整体改善知识共享的状况,提高企业的核心竞争力。
In the era of knowledge economy, knowledge resources become the basis of modern economy in the place of natural resources and capital resources. And knowledge management gradually turns into a strategic management of the organization, thus makes continuous promotion of its central competitiveness. Knowledge sharing is the central sector and plays critical role to knowledge management. However, in practice, the organization pays very high management cost in knowledge management activities, but receives little effects even doubts to knowledge sharing strategies. As a result, it is urgent to find solutions to those problems.
After the proposal of knowledge management, managers universally think that information technology can automatically realize knowledge sharing. They put more emphasis on its material means with high cost to construct the stage of information technology and explore its development and storage; while pays less attention to the main stay of knowledge sharing and its environmental and cultural factors. This explains why knowledge sharing cannot succeed. This paper explores the behavioral characteristic of knowledge sharing based on the theory of chess playing in an experimental angle, and tries to put forward some incentive strategies of knowledge sharing concerning its principle factors.
The major findings of this research are as follows:
(1) The research of static and evolving game theory of knowledge sharing behavior indicates that when the organization wants to encourage its individual to share knowledge, some forms of reward are needed to ensure this incentive. The reward is mainly used to compensate the effort made by the individuals in the course of knowledge sharing and the cost after their knowledge shared openly. The degree of the reward is the vital factor affecting the result of the chess playing for the two parties. Through different forms of reward, the possibility and the proportion of the evolvement to the ideal mechanism of knowledge sharing can thus be improved.
(2) Two layers of systematic structure affecting knowledge sharing behavior are constructed according to the Theory of Planned Behavior and the Theory of Social Exchange. The first structure consists of subjective standard, reward expectation, organization environment and conscious behavior control. And subjective standard includes fives sub-factors such as the degree of aims, self-identity of aims, altruism, team efficacy and leader model. Reward expectation consists of four such as salary, sense of achievement, self-growing and spiritual stimulus. Organization environment includes three:the culture of trust, the culture of fairness and the influence between individuals. Conscious behavior control falls into three:the current physical and mental state of the subject, the cognition of self ability and the experiences of knowledge sharing. The weight model of the factors influencing knowledge sharing is constructed based on such systematic structure analysis. The results show that among the fifteen factors, the first five are:the expectation of self-growing, the culture of trust, salary, the cognition of self ability and the expectation of spiritual stimulus.
(3) By the analysis to the principal-agent model of knowledge sharing, it is revealed that only when the knowledge level of the faculty reaches to a certain degree, do the management have got the motivation to stimulate them to work hard and adopt knowledge sharing. This coefficient of the incentive keeps direct ratio with the faculty's knowledge level. That is to say, when the incentive coefficient increases, the motivation of knowledge sharing of the faculty increases as well. While the increase of the effort cost for knowledge communication will contuse the faculty's motivation. The optimum sharing coefficient for the knowledge learners and teachers plays as a half in knowledge communication, which means the more important role the faculty plays in knowledge sharing, the higher the sharing coefficient it will be. The benefit the faculty and the management shares holds a half of the total benefit. The more devotion the management gives for knowledge sharing, and the better environment the inner organization is, the easier it will become for the knowledge learners and the management in their knowledge communication and sharing.
(4) According to the analysis on the theory of knowledge sharing behavior and the experimental study, and the characteristic of incentive theory and the knowledge based faculty, I put forward and analyze the comprehensive incentive model of knowledge sharing behavior. The incentive mechanism meeting individual's inner needs is the central link. The construction of the external reward showing fair and reasonable knowledge sharing is the basis to realize knowledge sharing. The cultivation of culture sharing and the corresponding organization system are the environment guarantee of knowledge sharing. To construct inner incentive strategy requires self-growing, respect, independence and sense of achievement of each individual. To construct the external incentive of material reward requires reasonable knowledge strategy based on the measure of devotion. To assess the devotion, seven quotas including knowledge sharing process and knowledge sharing result are: knowledge sharing attitude, knowledge sharing habit, knowledge sharing policy attention, knowledge sharing frequency, the quantity devoted to knowledge, the devotion for the team's achievement and individual innovation. To cultivate knowledge sharing culture, we should pay more attention to construct the cultural atmosphere of trust, fairness, benefit to others and cooperation which are closely related with knowledge sharing. To construct organizing mechanism is to change the layer structure into flat structure.
Based on the above findings, this paper explores an experimental study combined with the knowledge sharing practice of a high-tech corporation. The results indicate that the comprehensive incentive strategies implemented to the knowledge based faculty can effectively improve the situation of knowledge sharing and the corporation's competitiveness.
引文
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