内、外生激励因素与员工知识共享:挤出与挤入效应

Empirical Study of Impacts of Intrinsic and Extrinsic Motivations on Employee Knowledge Sharing: Crowding-out and Crowding-in Effect

知识共享的激励问题是知识管理研究领域的一个焦点议题。从内、外生激励的视角出发,选取物质奖励和互惠关系作为外生激励因素的代理变量,选取知识共享的自我效能和助人的愉悦感作为内生激励因素的代理变量,探究内生激励和外生激励对员工知识共享的影响机制以及内、外生激励因素间的交互作用关系;对南京地区127名知识型员工进行问卷调查,运用结构方程模型和多层回归调节检验对数据进行分析。研究结果表明,内生激励因素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,外生激励因素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,期望的物质奖励对内生激励因素产生挤出效应,期望的互惠关系对内生激励因素产生挤入效应。

The motivation of knowledge sharing is an important topic in knowledge management. From the intrinsic and extrinsic motivation perspective, this study selects material rewards and reciprocal relationships as representative variables of extrinsic mo- tivation as well as self-efficacy of knowledge sharing and enjoyment in helping others as representative variables of intrinsic moti- vation to explore the interactive relationship between extrinsic motivation, intrinsic motivation and their impacts on knowledge sharing. The research conduct a questionnaire survey on 127 knowledge workers in Nanjing and statistically test data using struc- tural equation modeling and multi-regression analysis method. The results indicate that intrinsic motivation factors affect individu- als＇ knowledge sharing willingness through their behaviors and attitudes, while extrinsic motivation affects individuals＇ knowledge sharing through their subjective norms. Anticipated material rewards exert the crowding-out effect on intrinsic motivation, while anticipated reciprocal relationship exerts the crowding-in effect on intrinsic motivation.