人本导向与结果导向:组织文化对知识共享的影响研究

People or Result Orientation:The effect of organizational culture on knowledge sharing among employees

本研究根据现代企业特点,将组织文化分为"以人为本"和"结果导向"两个维度,探讨了组织文化对员工知识共享行为的影响,并引入员工的知识共享意愿作为中介变量。通过收集了385对上下级评价的配对数据,证明了以结果为导向的组织文化和以人为本的组织文化都可以促进员工的知识共享意愿,从而影响员工的知识共享行为。此外,文章还进一步探索了结果导向的组织文化和以人为本的组织文化共存的情况,据此将企业文化分成"兼得型"、"困境型"、"关系型"、"劳役刑"这四类,并分别讨论了每类企业文化对员工知识共享行为的影响作用,研究结果对企业的知识管理实践具有一定的参考意义。

The study examined the relationship between organization culture and knowledge sharing behaviors among peer employees, mediated by knowledge sharing intention. The author categorized organization culture into people orientation and result-orientation. The data collected from 385 employees and their supervisors in diversified organizations demonstrate that result-oriented culture and people-oriented culture can both enhance employees＇ knowledge sharing intention, which in turn brings about knowledge sharing behavior. Meanwhile, this study also investigated the interaction effect of result orientation and people orientation result. Accordingly, the author suggested four types of organizational culture and discussed their influence on knowledge sharing. The study also discussed the practical implication of the findings.