组织学习方式对隐性知识创新的影响——来自中国企业的实证研究

The influence of organizational learning mode on tacit knowledge creation:an empirical study on the corporations in China

组织学习和知识创新可谓当前的一大研究热点,但是国内外学者尚未真正展开对组织学习方式与隐性知识创新相关关系的研究。基于此,本文以上海、浙江、北京、江西等地几百家公司高层管理人士为调查对象,从实证角度展开研究。结果表明:(1)干中学学习对隐性知识创新有正向影响,但不显著;(2)从经验中学习对隐性知识创新有显著正向影响;(3)反思学习对隐性知识创新有显著正向影响;(4)忘却学习对隐性知识创新有显著正向影响;(5)学中干学习对隐性知识创新有显著的正向影响;(6)知识冲突学习对隐性知识创新有正向影响,但不显著;(7)交互式学习对隐性知识创新有显著正向影响;(8)试错学习对隐性知识创新有一定程度的负向影响。

The relationship between organizational learning and knowledge creation is a hot research topic nowadays. However, the existing literature on the relationship between organizational learning mode and tacit knowledge creation is rather rare. Based on the survey of hundreds of senior managers mainly from Shanghai, Zhejiang, Beijing and Jiangxi, we carry out the empirical study on it. The result shows： （ 1 ） Learning by doing has positive impact on tacit knowledge creation, but is less significant; （2） Learning from experiences has significant positive impact on tacit knowledge creation; （3） Reflecting has significant positive impact on tacit knowledge creation; （4） Unlearning has positive impact on tacit knowledge creation, but is less significant; （5） Doing by learning has significant positive impact on tacit knowledge creation; （6） Learning via conflict has positive impact on tacit knowledge creation, but is less significant; （7） Team learning has significant positive impact on tacit knowledge creation; （8） Trial and error learning has a certain negative impact on tacit knowledge creation.