基于知识贡献考核和效用的组织个体知识共享博弈分析与仿真

Games Analysis and Simulation in Knowledge Sharing based on Knowledge Contribution Assessment and Utility among Organizational Employees

本文综合考虑了组织个体在组织知识管理策略——知识贡献绩效考核影响下的个体知识共享行为,建立个体在管理策略动态变化下的共享行为模型,将个体知识共享演化的变化抽象为一个博弈过程,分析纳什均衡存在,构建组织个体知识共享效用函数,综合分析在组织知识贡献考核及个体效用双重条件下,个体知识共享博弈后不会出现"搭便车"现象。在此基础上,进行仿真模拟,探讨组织知识共享与组织激励投入、激励程度、激励差异化及个体效用差异的影响规律。本研究将为组织知识管理策略的制定和控制提供理论依据和指导。

Companies are competing on knowledge as the source of innovation for competitive advantages. Knowledge sharing between employees can greatly enhance an organization＇s ability to innovate. Many knowledge sharing researches have focused on employee attitudes toward sharing knowledge with others,＂free rider＂problems,and trust between employees,etc. However,little research about how knowledge assessment has contributed to knowledge sharing has been done.A model is established to describe game processing under management strategies,and analyze the existence of Nash equilibrium.We also propose that there will not be ＂free rider＂phenomenon if the assessment of knowledge contribution is considered. Knowledge sharing activities are discussed according to an employee effect function.First,a knowledge sharing game model is established after considering the assessment of knowledge contribution. In addition,an employee utility function is analyzed based on two factors： knowledge devotion and obtaining. Based on the above analysis,we conclude that evaluation of employee knowledge contribution will change employee＇s ＂free rider＂behaviors of knowledge sharing.The second section discusses the relationship between employee utility function and knowledge sharing effect. Employees who devote more will contribute more if he or she obtains more knowledge from the knowledge sharing process. Simulation analysis shows the relationships among organizational knowledge sharing,organizational investment incentives,incentive levels,incentive differentiation,and individual effectiveness differences. When the absolute index values of two factors are almost equal,each individual will try to make contributions to the knowledge sharing process.In summary,knowledge sharing is affected by many factors,such as organizational incentives,individual characteristics,and so on. An organization needs to provide these factors to support its knowledge sharing activities.