基于心理资本中介效应的组织支持对知识转移的影响机理研究
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摘要
知识经济下,知识既是竞争优势的源泉,又是知识转移的对象和知识创造的成果。在资源有限和全球竞争的条件下,任何组织要想在竞争中取得动态优势,除物质资源外,科技和人才至关重要,而科技来源于最有创造力的知识型员工的知识转移和创造,而知识型员工转移和创造作用的发挥有赖于心理资本,而心理资本受到组织文化、氛围和制度等方面的影响。现实中,企业知识转移绩效低的关键在于对知识型员工心理资本培育和开发的组织支持不够。基于此,本研究旨在识别组织支持、心理资本以及知识转移的构成要素,构建关系结构模型,选择相关变量,设计结构问卷,分析修正模型,探究影响机理,提出支持策略。
本研究内容主要归结为：第1章主要介绍研究背景、目的和意义,找到研究的现实立足点；对国内外相关研究进行述评,找到本研究的理论依据；阐述研究的主要研究目标、研究内容、研究方法、技术路线和系统框架；第2章主要对组织支持、心理资本以及知识转移等的相关文献进行回顾,界定相关概念的内涵、构成以及区别等；第3章根据相关文献,提出组织支持与心理资本、心理资本与知识转移以及基于心理资本中介效应的组织支持与知识转移关系假设,从而构建影响关系结构模型；第4章主要根据相关学者对组织支持、心理资本以及知识转移量表的相关研究,选择相关变量,设计题项,形成问卷；第5章主要对问卷调查形成的统计进行统计分析,判断观测指标与设计变量间关系是否满足要求,不同统计变量在组织支持、心理资本以及知识转移方面的表现;第6章通过验证性因子分析以及结构方程模型的拟合判断标准分析,修正结构方程模型,验证研究假设,得出研究结论；第7章主要根据基于心理资本中介效应的组织支持对知识转移影响关系的结构方程模型获得的路径系数,分析组织支持与心理资本、心理资本与知识转移以及基于心理资本中介效应的组织支持对知识转移的影响机理；第8章在基于心理资本中介效应的组织支持对知识转移影响机理分析的基础上,提出基于心理资本培育开发和知识转移绩效改善的组织支持策略；第9章主要对研究的结论进行总结,对研究的主要创新进行归纳；同时指出研究的局限,对未来研究的完善提出相关建议。
本研究从心理资本的中介效应角度研究组织支持对知识转移影响关系问题,通过实证研究验证假设得出如下结论：结论1：组织支持与员工心理资本水平显著正相关,即组织支持与员工自信水平、乐观水平、希望水平、韧性水平、责任水平以及追求水平显著正相关,组织文化、组织氛围以及组织制度与员工的心理资本显著正相关。结论2：组织支持与员工知识转移显著正相关,即组织支持与员工知识传播和知识吸收显著正相关,组织文化、组织氛围和制度支持与知识转移显著正相关。结论3：心理资本与知识转移显著正相关,即自信水平、乐观水平、希望水平、韧性水平、责任水平以及追求水平与知识转移显著正相关。结论4：心理资本不同变量在组织支持与知识转移之间起中介作用,即自信、乐观、希望、韧性、责任和追求在组织支持与知识转移之间起显著中介作用,其中心理资本在组织支持与知识传播绩效之间起完全中介作用。结论5：心理资本在组织支持不同变量与知识转移之间起中介作用,即心理资本在组织文化、组织氛围以及组织制度与知识转移之间起显著中介作用,其中心理资本在组织制度与知识转移之间具有完全中介作用。
本研究创新之处主要包括以下方面：(1)从心理资本中介效应的角度,提出了组织支持对知识转移影响关系的结构模型,并通过统计分析得出了基于心理资本中介效应的组织支持对知识转移影响关系的结构方程修正模型,获得了相互间的影响路径和系数；(2)从心理资本中介效应的角度,设计了组织支持对知识转移影响关系的系统量表,包括3个变量.15个指标的组织支持量表、6个变量25个指标的心理资本量表以及2个变量10个指标的知识转移量表,并通过问卷调查进行了验证；(3)根据实证研究获得的结构方程修正模型,从心理资本中介效应的角度,分析了组织支持对知识转移的影响机理,包括：心理资本的知识转移动机激发和潜能发挥机理；组织文化的诱导示范、认同内化、交流促进和创新学习机理；组织氛围的熏陶传染和支持缓冲机理；以及晋升制度的潜能激发和授权制度的绩效促进机理；(4)提出了基于心理资本培育开发和知识转移绩效改善的组织支持策略和保障措施,其中支持策略包括：分享经验培养自信；谦虚学习培养乐观向上；挑战目标培育希望；坚韧顽强不屈不挠；感恩奉献责任意识；奋发进取追求理想。保障措施包括：循规律设培训,身心物相应宜；疏情绪化危机,方式补作用协；渠道健晋升全,愿景协激励同；搭建沟通平台创新评价模式；营造尊敬礼让信任赞赏氛围。
简言之,基于心理资本中介效应的组织支持对知识转移的影响机理研究丰富了知识管理、心理资本、组织管理以及知识型员工管理等理论,为加强企业创新管理和人力资源管理提供了理论依据,从而提升组织成员心理资本水平提升以及组织知识转移绩效的改善,进而增强企业的动态竞争优势和可持续发展能力。
As we all know that the knowledge is not only the source of the competitive advantage but also the object and result of the knowledge transferring under the knowledge-based economy. Under the condition of the resource limitation and the global competition, it is very important for any enterprise to obtain the talent and the science and technology except for the material resource in order to gain the dynamic advantage. However, the science and technology come from the knowledge transferring among the knowledge employee. But the knowledge creating and transferring of the knowledge workers depends on their psychological capital, and their psychological capital is affected by the organizational support such as the organizational culture, atmosphere and system etc. In reality, the low performance of the enterprise knowledge transferring is the reason that the organization support is not enough to cultivate and develop the psychological capital of the knowledge workers. Based on above, the aim of the research is to identify the factors and relationships of the organizational support, the psychological capital and the knowledge transferring, to build the structural model, to select the relevant variables, to design structural questionnaire, to analysis on the correct model, to explore the influence mechanism, and to put forth the support tactics.
This research can mainly be attributed to nine chapters. Chapter1firstly introduced the research background, purpose and significance to find the real foothold. Secondly it reviewed the relevant research literatures to find the theoretical base. Thirdly, it illustrated the research target, contents, methods, framework and technical route. Chapter2firstly reviewed the related literatures of the organizational support, the psychological capital and the knowledge transferring. Then it defined the related concepts and their difference. Chapter3put forth the relationship hypothesizes according to the related literatures, which include the relationships between the organizational support and the psychological capital, the psychological capital and the knowledge transferring, and the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Chapter4mainly determined the relevant variables, designed the question items, and formed the questionnaire according to the relevant researches of organizational support, the psychological capital and the knowledge transferring. Chapter5focused on the statistical analysis on the result of the questionnaire investigation to judge whether the variables meet the requirements or not, and found the performance of the different demographic variables in the organizational support, the psychological capital and the knowledge transferring. Chapter6corrected the structural equation model, verified the research hypothesis, and made the conclusions of the research by the confirmatory factor analysis and the judgment standard of the structural equation model fitness. Chapter7analyzed the mechanism of the organizational support and the psychological capital, the psychological capital and the knowledge transferring, and the organizational support and the knowledge transferring based on the mediating effect of the psychological capital according to the path coefficient obtained in the structural equation model. Chapter8proposed the organizational support strategies to improve psychological capital and the knowledge transferring performance based on the impact of organizational support mechanism to the knowledge transferring based on the mediating effect of the psychological capital. Chapter9mainly concluded the research and summarized the innovation, at the same time, pointed out the limitations of the research and the put forth the future research suggestions.
This study made the follow conclusions through the theoretical and empirical research on the influence of the organization support to the knowledge transferring from the perspective of the mediating effect of the psychological capital. Conclusion1:The organizational support is positively correlated with the employee psychological capital such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Conclusion2:The organizational support is positively correlated with the knowledge transferring such as the knowledge dissemination and absorption significantly. The organizational support such as the organizational culture, atmosphere and system is positively correlated with the knowledge transferring. Conclusion3:The psychological capital is positively correlated with the knowledge transferring such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Conclusion4:The organizational support is positively correlated with the knowledge transferring based on the mediating effects of the different variables of the psychological capital such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Particularly the psychological capital plays a full mediation effect between the organizational support and the knowledge dissemination. Conclusion5:The different variables of the organizational support are positively correlated with the knowledge transferring based on the mediating effect of the psychological capital such as organizational culture, atmosphere and system. Particularly the psychological capital plays a full mediation effect between the organizational system and the knowledge transferring.
The innovation of the research mainly includes the following aspects. Firstly, the dissertation put forward the structural relationship model between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Secondly, the dissertation designed the scale and questionnaire between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital, which includes11variable and50indicators. Thirdly, the dissertation put for the mutual mechanism based on the structural equation model between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Finally, the dissertation proposed the organizational support strategies to improve the knowledge transfer performance and the psychological capital cultivation.
In simple, the research on the mechanism between the organizational support and the knowledge transferring based on the mediating effect of psychological capital will enrich the knowledge management, the psychological capital development, the organizational management and the knowledge worker management the theory. It will provide the theoretical basis for strengthening the management of enterprise innovation and human resource management, so as to enhance the level of the psychological capital and the performance of the organizational knowledge transferring. Thereby it will enhance the dynamic competitive advantage and sustainable development ability of the enterprises.
本研究内容主要归结为：第1章主要介绍研究背景、目的和意义,找到研究的现实立足点；对国内外相关研究进行述评,找到本研究的理论依据；阐述研究的主要研究目标、研究内容、研究方法、技术路线和系统框架；第2章主要对组织支持、心理资本以及知识转移等的相关文献进行回顾,界定相关概念的内涵、构成以及区别等；第3章根据相关文献,提出组织支持与心理资本、心理资本与知识转移以及基于心理资本中介效应的组织支持与知识转移关系假设,从而构建影响关系结构模型；第4章主要根据相关学者对组织支持、心理资本以及知识转移量表的相关研究,选择相关变量,设计题项,形成问卷；第5章主要对问卷调查形成的统计进行统计分析,判断观测指标与设计变量间关系是否满足要求,不同统计变量在组织支持、心理资本以及知识转移方面的表现;第6章通过验证性因子分析以及结构方程模型的拟合判断标准分析,修正结构方程模型,验证研究假设,得出研究结论；第7章主要根据基于心理资本中介效应的组织支持对知识转移影响关系的结构方程模型获得的路径系数,分析组织支持与心理资本、心理资本与知识转移以及基于心理资本中介效应的组织支持对知识转移的影响机理；第8章在基于心理资本中介效应的组织支持对知识转移影响机理分析的基础上,提出基于心理资本培育开发和知识转移绩效改善的组织支持策略；第9章主要对研究的结论进行总结,对研究的主要创新进行归纳；同时指出研究的局限,对未来研究的完善提出相关建议。
本研究从心理资本的中介效应角度研究组织支持对知识转移影响关系问题,通过实证研究验证假设得出如下结论：结论1：组织支持与员工心理资本水平显著正相关,即组织支持与员工自信水平、乐观水平、希望水平、韧性水平、责任水平以及追求水平显著正相关,组织文化、组织氛围以及组织制度与员工的心理资本显著正相关。结论2：组织支持与员工知识转移显著正相关,即组织支持与员工知识传播和知识吸收显著正相关,组织文化、组织氛围和制度支持与知识转移显著正相关。结论3：心理资本与知识转移显著正相关,即自信水平、乐观水平、希望水平、韧性水平、责任水平以及追求水平与知识转移显著正相关。结论4：心理资本不同变量在组织支持与知识转移之间起中介作用,即自信、乐观、希望、韧性、责任和追求在组织支持与知识转移之间起显著中介作用,其中心理资本在组织支持与知识传播绩效之间起完全中介作用。结论5：心理资本在组织支持不同变量与知识转移之间起中介作用,即心理资本在组织文化、组织氛围以及组织制度与知识转移之间起显著中介作用,其中心理资本在组织制度与知识转移之间具有完全中介作用。
本研究创新之处主要包括以下方面：(1)从心理资本中介效应的角度,提出了组织支持对知识转移影响关系的结构模型,并通过统计分析得出了基于心理资本中介效应的组织支持对知识转移影响关系的结构方程修正模型,获得了相互间的影响路径和系数；(2)从心理资本中介效应的角度,设计了组织支持对知识转移影响关系的系统量表,包括3个变量.15个指标的组织支持量表、6个变量25个指标的心理资本量表以及2个变量10个指标的知识转移量表,并通过问卷调查进行了验证；(3)根据实证研究获得的结构方程修正模型,从心理资本中介效应的角度,分析了组织支持对知识转移的影响机理,包括：心理资本的知识转移动机激发和潜能发挥机理；组织文化的诱导示范、认同内化、交流促进和创新学习机理；组织氛围的熏陶传染和支持缓冲机理；以及晋升制度的潜能激发和授权制度的绩效促进机理；(4)提出了基于心理资本培育开发和知识转移绩效改善的组织支持策略和保障措施,其中支持策略包括：分享经验培养自信；谦虚学习培养乐观向上；挑战目标培育希望；坚韧顽强不屈不挠；感恩奉献责任意识；奋发进取追求理想。保障措施包括：循规律设培训,身心物相应宜；疏情绪化危机,方式补作用协；渠道健晋升全,愿景协激励同；搭建沟通平台创新评价模式；营造尊敬礼让信任赞赏氛围。
简言之,基于心理资本中介效应的组织支持对知识转移的影响机理研究丰富了知识管理、心理资本、组织管理以及知识型员工管理等理论,为加强企业创新管理和人力资源管理提供了理论依据,从而提升组织成员心理资本水平提升以及组织知识转移绩效的改善,进而增强企业的动态竞争优势和可持续发展能力。
As we all know that the knowledge is not only the source of the competitive advantage but also the object and result of the knowledge transferring under the knowledge-based economy. Under the condition of the resource limitation and the global competition, it is very important for any enterprise to obtain the talent and the science and technology except for the material resource in order to gain the dynamic advantage. However, the science and technology come from the knowledge transferring among the knowledge employee. But the knowledge creating and transferring of the knowledge workers depends on their psychological capital, and their psychological capital is affected by the organizational support such as the organizational culture, atmosphere and system etc. In reality, the low performance of the enterprise knowledge transferring is the reason that the organization support is not enough to cultivate and develop the psychological capital of the knowledge workers. Based on above, the aim of the research is to identify the factors and relationships of the organizational support, the psychological capital and the knowledge transferring, to build the structural model, to select the relevant variables, to design structural questionnaire, to analysis on the correct model, to explore the influence mechanism, and to put forth the support tactics.
This research can mainly be attributed to nine chapters. Chapter1firstly introduced the research background, purpose and significance to find the real foothold. Secondly it reviewed the relevant research literatures to find the theoretical base. Thirdly, it illustrated the research target, contents, methods, framework and technical route. Chapter2firstly reviewed the related literatures of the organizational support, the psychological capital and the knowledge transferring. Then it defined the related concepts and their difference. Chapter3put forth the relationship hypothesizes according to the related literatures, which include the relationships between the organizational support and the psychological capital, the psychological capital and the knowledge transferring, and the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Chapter4mainly determined the relevant variables, designed the question items, and formed the questionnaire according to the relevant researches of organizational support, the psychological capital and the knowledge transferring. Chapter5focused on the statistical analysis on the result of the questionnaire investigation to judge whether the variables meet the requirements or not, and found the performance of the different demographic variables in the organizational support, the psychological capital and the knowledge transferring. Chapter6corrected the structural equation model, verified the research hypothesis, and made the conclusions of the research by the confirmatory factor analysis and the judgment standard of the structural equation model fitness. Chapter7analyzed the mechanism of the organizational support and the psychological capital, the psychological capital and the knowledge transferring, and the organizational support and the knowledge transferring based on the mediating effect of the psychological capital according to the path coefficient obtained in the structural equation model. Chapter8proposed the organizational support strategies to improve psychological capital and the knowledge transferring performance based on the impact of organizational support mechanism to the knowledge transferring based on the mediating effect of the psychological capital. Chapter9mainly concluded the research and summarized the innovation, at the same time, pointed out the limitations of the research and the put forth the future research suggestions.
This study made the follow conclusions through the theoretical and empirical research on the influence of the organization support to the knowledge transferring from the perspective of the mediating effect of the psychological capital. Conclusion1:The organizational support is positively correlated with the employee psychological capital such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Conclusion2:The organizational support is positively correlated with the knowledge transferring such as the knowledge dissemination and absorption significantly. The organizational support such as the organizational culture, atmosphere and system is positively correlated with the knowledge transferring. Conclusion3:The psychological capital is positively correlated with the knowledge transferring such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Conclusion4:The organizational support is positively correlated with the knowledge transferring based on the mediating effects of the different variables of the psychological capital such as the self-confidence, the optimism, the hope, the resilience, the responsibility and the pursuit significantly. Particularly the psychological capital plays a full mediation effect between the organizational support and the knowledge dissemination. Conclusion5:The different variables of the organizational support are positively correlated with the knowledge transferring based on the mediating effect of the psychological capital such as organizational culture, atmosphere and system. Particularly the psychological capital plays a full mediation effect between the organizational system and the knowledge transferring.
The innovation of the research mainly includes the following aspects. Firstly, the dissertation put forward the structural relationship model between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Secondly, the dissertation designed the scale and questionnaire between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital, which includes11variable and50indicators. Thirdly, the dissertation put for the mutual mechanism based on the structural equation model between the organizational support and the knowledge transferring based on the mediating effect of the psychological capital. Finally, the dissertation proposed the organizational support strategies to improve the knowledge transfer performance and the psychological capital cultivation.
In simple, the research on the mechanism between the organizational support and the knowledge transferring based on the mediating effect of psychological capital will enrich the knowledge management, the psychological capital development, the organizational management and the knowledge worker management the theory. It will provide the theoretical basis for strengthening the management of enterprise innovation and human resource management, so as to enhance the level of the psychological capital and the performance of the organizational knowledge transferring. Thereby it will enhance the dynamic competitive advantage and sustainable development ability of the enterprises.
引文
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