雇佣关系与知识共享:知识特性的调节作用

An Study on the Relationship of Employment and Knowledge Sharing:A Moderating Effect of Knowledge Attributes

基于知识的企业理论认为,知识是企业竞争优势的基础和企业价值的根本来源。但是,知识天生隐藏在个体员工身上。所以,知识在个体、组织间的流动都依赖于个体知识的共享行为。管理实践表明,知识的拥有者主观上基本没有无偿贡献知识的意愿,很多组织都面临着知识共享的困境。本文以组织中的知识型员工作为研究对象,系统地分析了雇佣关系对个体私人知识共享的影响关系;进一步分析了知识本身的特性在雇佣关系对知识共享的作用机制中的关键影响作用。在理论演绎、模型构建、统计分析等一系列分析过程之中,结合统计软件SPSS和结构方程建模软件LISREL等工具的综合应用,明晰了雇佣关系对于知识共享的作用机制,以及知识特性对于个体知识共享的影响机理。

In the knowledge-based view of the firm, knowledge is the foundation of a firm＇ s competitive advan- tage and, ultimately, the primary driver of a firm＇ s value. Inherently, however, knowledge resides within individuals and ,more specifically, in the employees who create ,recognize, archive ,access, and apply knowledge in carrying out their tasks. Consequently, the movement of knowledge across individual and organizational routines and practices is ultimately dependent on employees＇ knowledge-sharing behaviors. However, in a practical sense, knowledge owner has no intension to devote his/her knowledge. Many organizations are facing the ＂Knowledge sharing dilemma＂ ~ The unwillingness of the knowledge owner not only result from the time and effort sharing knowledge takes, but the public goods dilemma which means that on one hand, the knowledge has the public goods attribute, on the other hand, knowledge owners tend to see knowledge as his/her private property. Knowledge sharing can＇ t be forced but can only be encouraged and facilitated. The organization should adopt suitable measures to encourage this kind of behavior. Moreover, the pay-by-performance based on money will hinder knowledge sharing. What on earth influence the behavior of individual knowledge sharing？ This study inspects the factors affecting individual knowledge sharing from two aspects： organization and knowledge attribute, then constructs the theoretical model. The hypotheses are those the employment relationship will influence the individual knowledge sharing, while knowledge attributes are the moderators. The paper points out the hypotheses based on the literature review, and confirm the hypotheses empirical stud- y. The operational definition of the variables in the conceptual model is developed and initial questionnaire is de- signed before the questionnaire is revised based on the review of three experts and the pilot survey of IMBA Program students in Nanjing University. The survey is carried out in 20 enterprises of three industries in Nmajing, Zhangjiagang, Hangzhou China. 405 valid questionnaires are collected. Based on the reliability and validity analysis of the questionnaire, parts of the hypotheses of the model are revised and the methods of factor analysis and structur- al equation modeling are applied to test the theoretical model. Finally, based on the analysis of the results, some ad- vices are proposed. The resuhs show that employment relationship based on the economic exchange will hinder the individual knowledge sharing significantly while social exchange will encourage it. When the change has no significant effect on knowledge sharing. sharing cost is low, economic ex- The contributions of this study are ： this paper inspects the individual knowledge sharing behavior from the per- spective of knowledge property right, and believes that the most important thing in knowledge management is the ＂knowledge sharing dilemmas＂ caused by the public goods attribute of knowledge and the tendency of knowledge privatization. The dilemmas can＇ t be solved by the facilitated methods like technology improvement or employee training. It needs the organization to establish the norm of knowledge property right. This paper first acknowledges the tendency of knowledge privatization, and then combines the content of human resource management and knowledge management. This the organization citizen behavior, so that social exchange tributes are also considered. paper believes that knowledge sharing behavior belongs to can significantly promote knowledge sharing. Knowledge at- Some advices are proposed based on the analysis of the results. Some organizations particularly some Chinese corporations don＇ t have the ability to implement knowledge management now. They can also facilitate knowledge sharing by appropriate employment relationship arrangement. Social exchange is the best way to encourage knowl- edge sharing. The organization can reduce the cost of sharing as well to encourage knowledge sharing.