工作幸福感对知识共享的影响
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摘要
工作幸福感是员工在工作中的体验和效能的总体质量,而知识共享则是组织与团队合作创新的重要保证。探究工作幸福感对知识共享的作用机制,可以为组织管理和组织创新提供理论依据。经过对样本数据的分析,可以发现,工作幸福感通过组织认同的部分中介作用对知识共享产生影响,基于文化感知的个人/集体主义倾向在工作幸福感与知识共享之间起调节作用,而个人主义倾向干扰了工作幸福感对知识分享的正向影响。组织应采取措施提升员工的工作幸福感,关注个体及其文化倾向,以营造组织内和谐的知识共享氛围。
Work well-being is the overall quality that the staff's experience and effectiveness in the work.Knowledge sharing is an important guarantee for cooperation and innovation between organizations and teams.Exploring the mechanism of work well-being in knowledge sharing can provide a theoretical basis for organizational management and organizational innovation.The analyse of the data shows:work well-being has an influence on knowledge sharing through the partial mediating effect of organizational identification,individual/collective tendency of cultural plays a moderating role between work well-being and knowledge sharing behavior, however, individual tendency interferes with the work well-being positive effect on knowledge sharing.The enterprises should take measures to improve employees' well-being, and carry out management model of "differential treatment in policy", focus on the tendency of individuals and their culture, in order to create a harmonious atmosphere of knowledge sharing within the organization.
Work well-being is the overall quality that the staff's experience and effectiveness in the work.Knowledge sharing is an important guarantee for cooperation and innovation between organizations and teams.Exploring the mechanism of work well-being in knowledge sharing can provide a theoretical basis for organizational management and organizational innovation.The analyse of the data shows:work well-being has an influence on knowledge sharing through the partial mediating effect of organizational identification,individual/collective tendency of cultural plays a moderating role between work well-being and knowledge sharing behavior, however, individual tendency interferes with the work well-being positive effect on knowledge sharing.The enterprises should take measures to improve employees' well-being, and carry out management model of "differential treatment in policy", focus on the tendency of individuals and their culture, in order to create a harmonious atmosphere of knowledge sharing within the organization.
引文
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[16]YAMAGISHI T.Exit from the group as an individualistic solution to the free rider problem in the United States and Japan[J].Journal of Experimental Social Psychology,1988,24(6):530-542.
[17]于米.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,2011(6):149-157.
[18]SCHEPERS P,VAN DEN BERGP T.Social factors of work-environment creativity[J].Journal of Business and Psychology,2007,21(3):407-428.
[19]WOLFE C,LORAAS T .Knowledge Sharing :the effects of incentives,environment,and person[J].Journal of Information Systems,2008,22(2):53-76.
[20]LEWIS K.Knowledge and performance in knowledge-worker teams:a longitudinal study of transactive memory systems[J].Management Science,2004,50( 11):1519-1533.
[21]CHENNAMANENI A .Determinants of knowledge sharing behaviors :developing and testing an integrated theoretical model[Z].The University of Texas at Arlington,2006.
[22]TRIANDIS H C.Individualism and collectivism.New directions in social psychology[M].New York:Perseus Books,1995.
[2]张彭松.从“孔颜之乐”看中国伦理文化的德福之道[J].吉首大学学报(社会科学版),2017 (3):9-15.
[3]WARR P.Age and occupational well-being[J].Psychologyand Aging,1992,7(1):37-45.
[4]SORAGGI F,PASCHOAL T.Relations between work well-being,personal values and opportunities of achieving personal values at work[J].Estudos E Pesquisas Em Psicologia,2011,201(201):435-438.
[5]XANTHOPOULOU D,BAKKER A B,ILIES R.Everyday working life:explaining within-person fluctuations in employee well-being[J].Human Relations,2012,65(9):1051-1069.
[6]黄亮.中国企业员工工作幸福感的维度结构研究[J].中央财经大学学报,2014(10):84-92,112.
[7]ROBERT C,WILBANKS J E.The wheel model of humor:humor events and affect in organizations[J].Human Relations,2012,65(9):1071-1099.
[8]LIN H.Effects of extrinsic and intrinsic motivations on employee knowledge sharing intentions[J].Journal of Information Science,2007,33(2):135-149.
[9]BANDURA A.Social cognitive theory:an agentic perspective[J].Annual Review of Psychology,2001,52:1-26.
[10]MAIER R.Knowledge management systems:information and communication technologies for knowledge management:3rd ed[M].New York:Springer,2007.
[11]冯长利,李天鹏,兰鹰.意愿对供应链知识共享影响的实证研究[J].管理评论,2013(3):126-134.
[12]赵书松,廖建桥.一个基于系统思考理论的个体知识共享分析框架[J].科学学研究,2008(6):1255-1260,1266.
[13]HEIDER F.The psychology of interpersonal relations[M].Upper Saddle River:Pearson Prentice Hall,1958.
[14]TAJFEL H.Differentiation between social groups:studies in the social psychology of intergroup relations[M].Salt Lake City:American Academic Press,1979.
[15]郭凡生.中国模式:家族企业成长纲要[M].北京:北京大学出版社,2009.
[16]YAMAGISHI T.Exit from the group as an individualistic solution to the free rider problem in the United States and Japan[J].Journal of Experimental Social Psychology,1988,24(6):530-542.
[17]于米.个人/集体主义倾向与知识分享意愿之间的关系研究:知识活性的调节作用[J].南开管理评论,2011(6):149-157.
[18]SCHEPERS P,VAN DEN BERGP T.Social factors of work-environment creativity[J].Journal of Business and Psychology,2007,21(3):407-428.
[19]WOLFE C,LORAAS T .Knowledge Sharing :the effects of incentives,environment,and person[J].Journal of Information Systems,2008,22(2):53-76.
[20]LEWIS K.Knowledge and performance in knowledge-worker teams:a longitudinal study of transactive memory systems[J].Management Science,2004,50( 11):1519-1533.
[21]CHENNAMANENI A .Determinants of knowledge sharing behaviors :developing and testing an integrated theoretical model[Z].The University of Texas at Arlington,2006.
[22]TRIANDIS H C.Individualism and collectivism.New directions in social psychology[M].New York:Perseus Books,1995.