内外生激励、知识属性与组织内知识共享治理研究

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英文题名：Intrinsic/Extrinsic Motivation, Knowledge Characteristics,and Knowledge Sharing in Organization 作者：金辉 论文级别：博士 学科专业名称：企业管理 中文关键词：外生激励 ; 内生激励 ; 知识自然属性 ; 知识社会属性 ; 知识共享 英文关键词：intrinsic motivation ; extrinsic motivation ; knowledge natural characteristic ; knowledge social characteristic ; knowledge sharing 学位年度：2013 导师：杨忠 学科代码：120202 学位授予单位：南京大学 论文提交日期：2013-05-01

摘要

与工业、农业经济时代不同,在知识经济时代,知识替代了物质、资本和劳动力,成为组织最重要的战略资源。组织中的知识大多依附于员工个体而存在；员工如果对知识不加利用,知识本身无法为组织创造价值。一般而言,员工有两种创造知识效用的途径：其一员工通过运用自身知识创造个人绩效；其二员工通过与他人共享知识,满足他人知识需求,创造组织绩效。相关学术研究和企业实践纷纷表明：员工之间的知识共享(即途径二)是当代组织追求知识效用最大化的关键所在。
     虽然知识共享对企业高效管理知识的重要性不容小觑,然而员工间广泛的知识共享更多是组织期许的行为而非员工的现实行为。在大部分组织中,知识共享行为并非员工的角色内行为(即常规工作职责范围之外的行为),因此组织往往只能通过鼓励(而非强迫)的方式来激发员工知识共享的热情,进而促成知识共享行为的发生。基于此,各种激励措施作为促进员工间知识共享的利器备受组织的青睐。
     遗憾的是,在组织知识共享实践中,诸多依据当前学术研究成果而精心设计的激励措施均以失败告终,屡见不鲜的“有激励而无共享”尴尬现象印证了组织激励并为达到预期的效果。究其原因在于：一方面当前学术研究成果没有深入挖掘与区分不同类型的激励措施对知识共享的作用机制,因而难以切实有效指导组织知识共享实践；另一方面,从匹配理论视角出发,任何激励措施效用的发挥都依赖于其所处的知识情境,并不存在一种万能的激励措施会适用于各种知识共享情境。但就当前学术研究成果而言,鲜有学者关注激励因素与知识属性在知识共享过程中的匹配机制。为了弥补当前的研究缺陷,本研究对知识共享的影响两大因素——激励和知识属性展开了系统研究,通过剖析内／外生激励因素和知识自然／社会属性对知识共享的作用机理,以期为知识共享的理论研究与实践管理提供借鉴与参考。
     通过文献回顾,本研究将激励因素和知识属性对知识共享的作用机理划分为五个子问题,分别为：①在哪些内外生激励因素的作用下,个体会萌发强烈的知识共享意愿,进而产生知识共享的现实行为?②不同的内外生激励因素对个体知识共享意愿和行为的作用路径和功效如何?③当内外生激励因素并存时,外生激励因素是否会对内生激励因素的激励功效产生“挤出效应”?④在不同自然属性的知识情境中,各内外生激励因素对个体知识共享的作用功效是否存在异质性?⑤在不同社会属性的知识情境中,各内外生激励因素对个体知识共享的作用功效是否存在异质性?
     围绕上述问题,本研究选取了知识共享的自我效能和助人的愉悦感(内生激励)以及物质奖励和互惠(外生激励)作为激励因素的代表构念；选取了知识的隐性程度(自然属性)和感知的知识个体所有权(社会属性)作为知识属性的代表构念；综合运用理性行为理论、经济交换理论、社会交换理论、认知评价理论和组织公民行为理论构建了内／外生激励因素、知识自然／社会属性对知识共享作用机制的理论模型,并提出了20个研究假设。在理论推演的基础上,本研究以高新技术企业的知识型员工为样本,采用问卷调查的方法采集了研究数据,运用SPSS17.0和AMOS17.0两套统计软件对数据进行了样本描述性统计、数据质量分析和研究假设检验。实证检验表明：在本研究所提出的20个假设中,16个得到了支持,4个没有得到支持。本研究的主要研究内容和具体研究结论如下：
     1.关于个体知识共享行为的发生机制。本研究运用理性行为理论对员工知识共享行为的发生机制进行了分析,证实了员工的知识共享态度和主观规范会积极影响员工的知识共享意愿,进而最终影响员工知识共享行为的产生。与前人研究不同在于,本研究发现知识共享的态度和主观规范并非是两个独立的构念,员工的知识共享态度在主观规范与知识共享意愿间起到部分中介作用。
     2.关于内外生激励因素对知识共享的作用机制。本研究将传统的激励因素划分为内生激励与外生激励两种类型,外生激励聚焦于行为发生后外界给予的物质奖励或非物质收益,内生激励聚焦于行为发生过程中个体收获的愉悦感与内在满足感。与前人研究不同在于,本研究发现并证实了内生激励与外生激励对个体知识共享的作用路径并不相同。内生激励因素(知识共享的自我效能和助人的愉悦感)主要通过作用于个体的行为态度进而影响个体的知识共享意愿,而外生激励因素(物质奖励和互惠)主要通过作用于个体的主观规范进而影响个体的知识共享意愿。
     3.关于外生激励对内生激励的“挤出效应”。如果外生激励与内生激励相互独立或彼此促进,组织就可以集合两种激励机制的优势设计激励组合。为了明确在知识共享过程中“外生激励与内生激励之间到底是存在着彼此相融的关系还是此消彼长的关系”,本研究进一步细致考察了外生激励因素对内生激励因素与个体知识共享态度间关系的调节效应,发现并证实：物质奖励对内生激励因素的激励功效存在“挤出效应”,而互惠却对内生激励因素的激励功效存在“挤入效应”。
     4.关于知识属性对知识共享激励功效的调节效应。为了探究激励因素与知识属性在知识共享过程中的匹配机制,本研究系统剖析了不同类型知识属性在内外生激励因素与知识共享(态度或主观规范)之间的调节效应。实证检验表明：①当知识的隐性程度较低时,物质奖励对知识共享主观规范的激励效用越明显；②当知识的隐性程度较高时,知识共享的自我效能和助人的愉悦感对知识共享态度的激励功效越明显；③当知识越被视为私人物品时,物质奖励对知识共享主观规范的激励效用越明显；④当知识越被视为私人物品时,知识共享的自我效能和助人的愉悦感对知识共享态度的激励功效更明显。
     综上所述,本研究将激励、知识属性与知识共享纳入了一个统一的理论研究框架,深入剖析并验证了内／外生激励因素和知识自然／社会属性对知识共享的作用机理,使之能够解释并指导组织知识管理实践,并为组织在不同知识情境中选择和设计不同的激励组合提供了理论依据和借鉴。
Different from industrial economy era, in knowledge-economy era knowledge is viewed replacing labor, capital and materials as the most important resource of competition for the organization. Most organizational knowledge is stored in individuals' brains. If individuals don't make use of knowledge, knowledge couldn't create value for organizations by itself. Generally, knowledge can work for the organization in two ways:first, individuals make use of knowledge at work to create value of their own; second, individuals share knowledge with colleagues to enhance the organizational performance. Lots of Academic researches and business practice have shown that the latter (knowledge sharing among employees) is the key to improve knowledge validity.
     Although the importance of knowledge sharing for organizations should not be underestimated, knowledge sharing among employees is more an expected behavior of organizations than an individual actual behavior. Because knowledge-sharing behavior is out of the regular duties of employees in most organizations, organizations should motivate, rather than force, individuals to share knowledge. Based on this, it has been widely agreed that organizations should cultivate individuals' motivation to share knowledge.
     Unfortunately, many organizational knowledge-sharing incentives didn't achieve the desired effect, and not a few well-designed incentives based on the outcomes of current academic researches ended in failure. There are two major reasons. Firstly, current academic researches haven't distinguished how different motivators affect employees'knowledge-sharing behaviors, so these research conclusions couldn't effectively guide organizational knowledge sharing practice. Secondly, from the perspective of matching theory, the effect of motivations depends on knowledge-sharing situations. In other words, there is not universal motivation could apply to all kinds of knowledge-sharing situations. However, little attention has ever been paid to the matching mechanism of motivation and knowledge characteristics in the process of knowledge sharing. In order to overcome the knowledge gap, this study systematically explores how different motivation affects employees'knowledge-sharing behaviors and the matching mechanism of intrinsic/extrinsic motivation and knowledge natural/social characteristics in the process of knowledge sharing.
     Based on the literature review, this study is divided into five sub-topics.(1) Which intrinsic/extrinsic motivation will affect employees'knowledge-sharing intention and behavior?(2) How these different intrinsic/extrinsic motivators affect employees'knowledge-sharing intention and behavior?(3) Whether there is any interplay between intrinsic motivators and extrinsic motivators in the process of knowledge sharing?(4) Will knowledge natural characteristics moderate the effect of intrinsic/extrinsic motivation on knowledge sharing?(5) Will knowledge social characteristics moderate the effect of intrinsic/extrinsic motivation on knowledge sharing?
     Around the above-mentioned sub-topics, this study choose knowledge self-efficacy and enjoyment in helping others as the salient intrinsic motivation, rewards and reciprocal benefits as the salient extrinsic motivation, tacitness of knowledge (natural characteristic) and perceived private ownership of knowledge (social characteristic) as the salient characteristics of knowledge. Based on theory of reasoned action, theory of economic exchange, theory of social exchange, cognitive evaluation theory and theory of organizational citizenship behavior, this study proposes a theoretical model and20hypothesises. Based on a survey of knowledge workers from high-tech enterprises, and through descriptive statistics, data quality analysing and research hypothesis testing by using SPSS17.0and AMOS17.0,16hypothesises are supported,4hypothesises are not supported. Sepecific conclusions of this study are as followings.
     1. The mechanism of how knowledge-sharing behavior occurs. This study applies TRA to explain how knowledge-sharing behavior occurs, and confirms (1) individual's attitude toward knowledge sharing and subjective norm will positively affect his/her knowledge-sharing intention; and (2) individual's knowledge-sharing intention will positively affect his/her knowledge-sharing behavior. Unlike previous studies, this study confirms attitude toward knowledge sharing and subjective norm are not two separate constructs, attitude toward knowledge sharing plays a partial mediating role between subjective norm and knowledge-sharing intention.
     2. The mechanism of how intrinsic/extrinsic motivation affects knowledge sharing. This study divides general motivation into extrinsic motivations and intrinsic motivation. Extrinsic motivation focuses on material or non-material rewards earned after certain act performed, and intrinsic motivation focuses on the pleasure or satisfaction derived from conducting certain behavior. Unlike previous studies, this study confirms that the mechanism of intrinsic motivation affects knowledge sharing is different from the mechanism of extrinsic motivation. Intrinsic motivators (knowledge sharing self-efficacy and enjoyment in helping others) directly affect attitude toward knowledge sharing, and then indirectly affect knowledge sharing intention. Extrinsic motivators (rewards and reciprocal benefits) directly affect subjective norm and then indirectly affect knowledge sharing intention.
     3. The interplay between intrinsic motivation and extrinsic motivation in the process of knowledge sharing. Organizations can integrate extrinsic and intrinsic motivation, if the two are independent of or conducive to each other. So this study further explores whether extrinsic and intrinsic motivators interact with each other. The results show that (1) rewards generate "crowding-out" effect on intrinsic motivators; and (2) reciprocal benefits result in "crowding-in" effect on intrinsic motivators.
     4. The moderating effects of knowledge characteristics. In order to explore the matching mechanism of intrinsic/extrinsic motivation and knowledge natural/social characteristics in the process of knowledge sharing, this study analysises the moderating effects of knowledge characteristics on the relationships between intrinsic/extrinsic motivators and knowledge sharing. The results show that (1) tacitness of knowledge negatively moderates the relationship between rewards and subjective norm;(2) tacitness of knowledge positively moderates the relationships between intrinsic motivators (knowledge sharing self-efficacy and enjoyment in helping others) and attitude toward knowledge sharing;(3) perceived private ownership of knowledge positively moderates the relationship between rewards and subjective norm;(4) perceived private ownership of knowledge positively moderates the relationships between intrinsic motivators (knowledge sharing self-efficacy and enjoyment in helping others) and attitude toward knowledge sharing.
     In summary, this study integrates motivation, knowledge characteristic and knowledge sharing into a unified theoretical framework, and provides a deeper insight into the different effects of extrinsic and intrinsic motivation on knowledge sharing as well as the matching mechanism of motivation and knowledge characteristic. With more and more organizations treat knowledge as their strategic resource, the findings of our study not only help managers better understand how individuals'knowledge sharing intention takes place from motivation perspective, but also provide some meaningful suggestions and inspirations to organizations on how to design incentive mechanism of knowledge sharing.

引文

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