同事评价、同事公平与知识共享及个人创新的关系研究
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摘要
随着组织管理的扁平化、上级管理权的下放,来自同级的人际评价、人际沟通对员工知识共享及个人创新的影响效应日益显著,探寻不同类型的同事评价对员工心理及行为的影响差异,对组织评价体系的建设和人力资源管理水平的提升具有重要的现实意义。本文沿着“同事评价——同事公平——知识共享及个人创新”的研究思路,在自我决定理论、社会交换理论、符号互动理论和评价恐惧理论等相关理论基础上,从人际互动视角出发,探讨同事评价对员工知识共享及个人创新的影响机理及中介机制,验证面子需要和社会相互关注度对同事评价影响效应的调节作用。本文的主要研究内容及结论总结如下：
首先,探索了同事评价的结构及维度。整合不同视角的评价理论研究成果,结合访谈资料的整理分析,本文提出同事评价由同事评价性质和同事评价导向两个变量构成,其中,同事评价性质划分为正面评价和负面评价,同事评价导向划分为结果评价和过程评价,经验研究证实了同事评价性质和同事评价导向测量量表具有良好的信度和效度。
其次,探明了同事评价对员工知识共享及个人创新的直接效应,发现了同事评价各维度对员工知识共享的两两交互作用。本研究在构建同事评价相关概念的结构及维度的基础上,探讨不同类型的同事评价对员工知识共享及个人创新的影响机理。研究结果显示：同事正面评价对员工知识共享及个人创新有显著的正向作用；同事负面评价对员工知识共享及个人创新有显著的负向作用；与结果评价相比,同事过程评价对员工显性知识共享和个人创新的正向作用更为显著；与过程评价相比,同事结果评价对员工隐性知识共享的正向作用更为显著。此外,研究额外发现同事正面评价与结果评价对员工显性知识共享有显著的负向交互作用,同事负面评价与结果评价对员工隐性知识共享产生显著的正向交互作用。
再次,揭示了同事评价通过同事公平的中介作用影响员工知识共享及个人创新的中介机制,并从人际公平和程序公平两个维度细化对同事公平的探讨。通过结构方程建模技术的分析,发现人际公平在同事正面评价与知识共享及个人创新之间起到正向的中介作用,人际公平和程序公平在同事负面评价与知识共享及个人创新之间起到负向的中介作用,同事结果评价和过程评价通过人际公平和程序公平的中介作用正向影响员工知识共享及个人创新。此外,研究还发现隐性知识共享对个人创新有显著的促进作用。
最后,验证了面子需要对同事评价与同事公平之间关系的调节作用,社会相互关注度对同事评价与员工知识共享及个人创新之间关系的调节作用。多元回归分析结果表明,获取型面子需要对同事过程评价与程序公平之间的关系有显著的正向调节作用,保护型面子需要对同事负面评价与人际公平、同事正面评价与程序公平之间的关系有显著的负向调节作用。社会相互关注度在同事结果评价对显性知识共享的影响关系中发挥着增强型调节作用,在同事结果评价对隐性知识共享的影响关系中存在削弱型调节作用,对同事负面评价与个人创新之间的关系起到正向调节作用,对同事结果评价与个人创新之间的关系起到负向调节作用。
总体而言,同事评价性质和同事评价导向变量的提出及其维度划分,丰富了同事评价的研究成果,为后续开展评价影响效应的相关研究提供了分析基础。对同事评价、同事公平、员工知识共享与个人创新之间关系的研究及调节效应的检验,进一步拓宽了评价、知识共享及个人创新的研究范畴,为我国组织评价体系的完善、知识管理实践和创新实践的开展提供了理论指导。
As management flatting and leadership empowerment, interpersonal communication and peer evaluation become more and more important for organization to motivate employee knowledge sharing and individual innovation, for this, explores the different effects of peer evaluation factors on employee knowledge sharing and individual innovation is useful, which can get great practical significance on the development of organizational evaluation system and human resource management. Following the logic that "peer evaluation influencing peer justice, employee knowledge sharing and individual innovation", and based on cognitive evaluation theory, symbolic interactionism theory, social anxiety theory, motivation theory and social exchange theory, from the perspective of interpersonal interaction, this paper analyzes the mechanism of the effect of the different kind of peer evaluation on employee knowledge sharing and employee individual innovation, tests the moderating roles of face need and social mutual concern respectively.
The main research contents and conclusions are as follows:
First of all, this study integrates relative researches on evaluation from different fields, as well as the result of content analysis based on interview survey, and then put forward the structure of peer evaluation, which is made up of two key variables:peer evaluation style and peer evaluation orientation, peer evaluation style holds two dimensional structure including positive evaluation and negative evaluation, peer evaluation orientation has two dimensional structure with outcome-oriented evaluation and process-oriented evaluation. Through empirical research, this study verified the rationality of the dimension divisions, and theses measuring scales have the good reliability and validity.
Secondly, this study explores the direct effect of peer evaluation on employee knowledge sharing and individual innovation, and finds the interaction on effect of peer evaluation on employee knowledge sharing. Based on the previous studies, this study finds that the significant different effects of peer evaluation factors on employee knowledge sharing and individual innovation exist, in which peer positive evaluation have a positive effect on employee knowledge sharing and individual innovation, while peer negative evaluation has a negative effect on employee knowledge sharing and individual innovation; comparing with outcome-oriented evaluation, the positive effect of process-oriented evaluation on explicit knowledge sharing and individual innovation is more significant; comparing with process-oriented evaluation, the positive effect of outcome-oriented evaluation on implicit knowledge sharing is more significant. In addition, additional study finds that peer positive evaluation and outcome-oriented evaluation have negative interaction on explicit knowledge sharing, peer negative evaluation and outcome-oriented evaluation have positive interaction on implicit knowledge sharing.
Thirdly, this study explores the intrinsic mechanism of effects of peer evaluation on employee knowledge sharing and individual innovation, and the mediate effects of perceived peer justice which is made up of procedural justice and interpersonal justice. From the structural equation modeling, this study confirms peer positive evaluation has an indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice, peer negative evaluation has an indirect negative impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice, peer outcome-oriented evaluation and process-oriented evaluation have indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice. Furthermore, this study also finds employee implicit knowledge sharing has a positive influence on individual innovation.
Finally, this study took face need as moderating variable into the model of peer evaluation and peer justice, and took social mutual concern as moderating variable into the model of peer evaluation and employee knowledge sharing as well as individual innovation. Through multiple regression analysis, this study finds that acquisitive face need plays a reinforcement role in the relationship between peer process-oriented evaluation and procedural justice. Protective face need plays a interference role in the relationship between peer negative evaluation and interpersonal justice, and the relationship between peer positive evaluation and procedural justice. Moreover, social mutual concern plays a reinforcement role in the relationship between peer outcome-oriented evaluation and employee explicit knowledge sharing, the relationship between peer negative evaluation and individual innovation; and plays a interference role in the relationship between peer outcome-oriented evaluation and employee implicit knowledge sharing, and the relationship between peer outcome-oriented evaluation and individual innovation.
Overall, the exploration and verification of peer evaluation style and peer evaluation orientation give a steady foundation for further analysis about the effect of peer evaluation. Through the researches on the interaction and moderation among peer evaluation, peer justice, employee knowledge sharing and individual innovation, this study enriched the theory of evaluation, knowledge sharing and employee innovation, which guide our entrepreneurial practical of evaluation system, knowledge management and innovation management, and then provides theoretical guidance and practical coach for organization management.
首先,探索了同事评价的结构及维度。整合不同视角的评价理论研究成果,结合访谈资料的整理分析,本文提出同事评价由同事评价性质和同事评价导向两个变量构成,其中,同事评价性质划分为正面评价和负面评价,同事评价导向划分为结果评价和过程评价,经验研究证实了同事评价性质和同事评价导向测量量表具有良好的信度和效度。
其次,探明了同事评价对员工知识共享及个人创新的直接效应,发现了同事评价各维度对员工知识共享的两两交互作用。本研究在构建同事评价相关概念的结构及维度的基础上,探讨不同类型的同事评价对员工知识共享及个人创新的影响机理。研究结果显示：同事正面评价对员工知识共享及个人创新有显著的正向作用；同事负面评价对员工知识共享及个人创新有显著的负向作用；与结果评价相比,同事过程评价对员工显性知识共享和个人创新的正向作用更为显著；与过程评价相比,同事结果评价对员工隐性知识共享的正向作用更为显著。此外,研究额外发现同事正面评价与结果评价对员工显性知识共享有显著的负向交互作用,同事负面评价与结果评价对员工隐性知识共享产生显著的正向交互作用。
再次,揭示了同事评价通过同事公平的中介作用影响员工知识共享及个人创新的中介机制,并从人际公平和程序公平两个维度细化对同事公平的探讨。通过结构方程建模技术的分析,发现人际公平在同事正面评价与知识共享及个人创新之间起到正向的中介作用,人际公平和程序公平在同事负面评价与知识共享及个人创新之间起到负向的中介作用,同事结果评价和过程评价通过人际公平和程序公平的中介作用正向影响员工知识共享及个人创新。此外,研究还发现隐性知识共享对个人创新有显著的促进作用。
最后,验证了面子需要对同事评价与同事公平之间关系的调节作用,社会相互关注度对同事评价与员工知识共享及个人创新之间关系的调节作用。多元回归分析结果表明,获取型面子需要对同事过程评价与程序公平之间的关系有显著的正向调节作用,保护型面子需要对同事负面评价与人际公平、同事正面评价与程序公平之间的关系有显著的负向调节作用。社会相互关注度在同事结果评价对显性知识共享的影响关系中发挥着增强型调节作用,在同事结果评价对隐性知识共享的影响关系中存在削弱型调节作用,对同事负面评价与个人创新之间的关系起到正向调节作用,对同事结果评价与个人创新之间的关系起到负向调节作用。
总体而言,同事评价性质和同事评价导向变量的提出及其维度划分,丰富了同事评价的研究成果,为后续开展评价影响效应的相关研究提供了分析基础。对同事评价、同事公平、员工知识共享与个人创新之间关系的研究及调节效应的检验,进一步拓宽了评价、知识共享及个人创新的研究范畴,为我国组织评价体系的完善、知识管理实践和创新实践的开展提供了理论指导。
As management flatting and leadership empowerment, interpersonal communication and peer evaluation become more and more important for organization to motivate employee knowledge sharing and individual innovation, for this, explores the different effects of peer evaluation factors on employee knowledge sharing and individual innovation is useful, which can get great practical significance on the development of organizational evaluation system and human resource management. Following the logic that "peer evaluation influencing peer justice, employee knowledge sharing and individual innovation", and based on cognitive evaluation theory, symbolic interactionism theory, social anxiety theory, motivation theory and social exchange theory, from the perspective of interpersonal interaction, this paper analyzes the mechanism of the effect of the different kind of peer evaluation on employee knowledge sharing and employee individual innovation, tests the moderating roles of face need and social mutual concern respectively.
The main research contents and conclusions are as follows:
First of all, this study integrates relative researches on evaluation from different fields, as well as the result of content analysis based on interview survey, and then put forward the structure of peer evaluation, which is made up of two key variables:peer evaluation style and peer evaluation orientation, peer evaluation style holds two dimensional structure including positive evaluation and negative evaluation, peer evaluation orientation has two dimensional structure with outcome-oriented evaluation and process-oriented evaluation. Through empirical research, this study verified the rationality of the dimension divisions, and theses measuring scales have the good reliability and validity.
Secondly, this study explores the direct effect of peer evaluation on employee knowledge sharing and individual innovation, and finds the interaction on effect of peer evaluation on employee knowledge sharing. Based on the previous studies, this study finds that the significant different effects of peer evaluation factors on employee knowledge sharing and individual innovation exist, in which peer positive evaluation have a positive effect on employee knowledge sharing and individual innovation, while peer negative evaluation has a negative effect on employee knowledge sharing and individual innovation; comparing with outcome-oriented evaluation, the positive effect of process-oriented evaluation on explicit knowledge sharing and individual innovation is more significant; comparing with process-oriented evaluation, the positive effect of outcome-oriented evaluation on implicit knowledge sharing is more significant. In addition, additional study finds that peer positive evaluation and outcome-oriented evaluation have negative interaction on explicit knowledge sharing, peer negative evaluation and outcome-oriented evaluation have positive interaction on implicit knowledge sharing.
Thirdly, this study explores the intrinsic mechanism of effects of peer evaluation on employee knowledge sharing and individual innovation, and the mediate effects of perceived peer justice which is made up of procedural justice and interpersonal justice. From the structural equation modeling, this study confirms peer positive evaluation has an indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice, peer negative evaluation has an indirect negative impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice, peer outcome-oriented evaluation and process-oriented evaluation have indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice. Furthermore, this study also finds employee implicit knowledge sharing has a positive influence on individual innovation.
Finally, this study took face need as moderating variable into the model of peer evaluation and peer justice, and took social mutual concern as moderating variable into the model of peer evaluation and employee knowledge sharing as well as individual innovation. Through multiple regression analysis, this study finds that acquisitive face need plays a reinforcement role in the relationship between peer process-oriented evaluation and procedural justice. Protective face need plays a interference role in the relationship between peer negative evaluation and interpersonal justice, and the relationship between peer positive evaluation and procedural justice. Moreover, social mutual concern plays a reinforcement role in the relationship between peer outcome-oriented evaluation and employee explicit knowledge sharing, the relationship between peer negative evaluation and individual innovation; and plays a interference role in the relationship between peer outcome-oriented evaluation and employee implicit knowledge sharing, and the relationship between peer outcome-oriented evaluation and individual innovation.
Overall, the exploration and verification of peer evaluation style and peer evaluation orientation give a steady foundation for further analysis about the effect of peer evaluation. Through the researches on the interaction and moderation among peer evaluation, peer justice, employee knowledge sharing and individual innovation, this study enriched the theory of evaluation, knowledge sharing and employee innovation, which guide our entrepreneurial practical of evaluation system, knowledge management and innovation management, and then provides theoretical guidance and practical coach for organization management.
引文
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