知识治理是知识管理活动的制度保障, 是在制度层面上对知识行为的引导、激励和约束, 进而维护知识活动各方的利益平衡、促进知识活动效益的最优化。知识共享行为是一种组织制度安排的结果, 同时也是一种行为过程, 受到知识治理的影响。知识治理对于知识共享行为的影响研究, 很多的学者都从不同的侧面进行分析, 涉及变量和因素有限, 结论不稳定。另外, 知识治理对于知识共享影响的内在机理有待进一步深入地探究。最后, 从研究方法上, 知识治理是组织层面的变量, 个体知识共享是个体层面的变量, 现有文献较少运用跨层次分析方法来整合组织和个体两个层面, 剖析知识治理机制对个人层次知识共享的影响, 因而研究结论有待验证。因此, 基于现有文献研究的不足, 本文探索性地引入中介变量组织支持感来分析知识治理对于知识共享行为的影响关系。 依据已有的文献成果, 本文提出以下8个假设:(1)正式知识治理对非正式知识治理具有正向的影响作用;(2)正式知识治理对于个体知识共享行为具有显著的正向影响;(3)非正式知识治理对于个体知识共享行为具有显著的正向影响;(4)正式知识治理对于组织支持感有显著的正向影响;(5)非正式知识治理对于组织支持感有显著的正向影响;(6)组织支持感对个体知识分享行为有显著的正向影响;(7)组织支持感中介了正式知识治理与个体知识共享行为之间的关系;(8)组织支持感中介了非正式知识治理与个体知识共享行为之间的关系。 为了验证以上假设的有效性, 本研究以中国华北地区140家企业621名员工为被试对象, 其中男性占53.62%, 本科以上员工占89.05%, 工龄在5年以上的员工占76.97%, 基层和一线工人占87.76%。对于模型中所涉及的变量, 本文借鉴已有研究的中成熟量表进行测量。正式知识治理和非正式知识治理的测量参考了Cao等(2012)对于正式知识治理和非正式知识治理的测量量表, 组织支持感使用Eisenberger编制的问卷, 知识共享行为采用Yi开发了一套有效可靠的知识共享行为量表。所有变量在本文样本中内部一致性信度α系数都达到标准。 在确保问卷的可信性和有效性基础上, 本文利用跨层次分析对研究假设进行验证。得到了如下结论:(1) 在知识管理领域中, 员工组织支持感是链接组织知识治理与个体知识共享行为的中介桥梁。组织层面的知识管理活动一方面通过正式的知识治理对于员工的知识共享行为产生一定程度的影响, 但是更重要是要通过对于员工组织支持感的影响来间接的作用员工知识共享行为。(2) 组织知识活动对于员工个体知识共享行为的影响是多层次相互作用的结果, 过程复杂。组织层面的正式知识治理通过三条途径作用员工个体知识共享行为:直接作用、通过非正式知识治理影响组织支持感的间接作用以及通过组织支持感的间接作用。非正式知识治理是间接的通过组织支持感的单途径来影响个体知识共享行为。 与同类研究相比, 本文进一步打开了知识治理对知识共享行为影响的“黑箱”, 丰富了知识管理的相关理论。此外, 本文结论对企业知识管理实践活动具有很强的指导意义, 具体表现在两个方面:一是企业要有效创建完善的知识治理机制, 二是要重视对员工组织支持感的提升。本文虽然做出了一定的贡献, 但仍然存在一些不足:第一, 样本收集的数据受到地域和行业的限制;第二, 对于知识治理的划分需要进一步研究;第三, 中介变量、作用路径和机理还需要进一步探索。以上三点问题将是今后研究和改进的方向。
Abstract
The Knowledge governance is the system guarantee of the knowledge management activities. Knowledge governance guides, incentives and constraints knowledge behaviors at a system level. It balances the interests of the parties of knowledge activities, and promotes the benefit optimization of knowledge activities. The knowledge sharing behaviors under the influence of knowledge management are a kind of behavior process and also the result of an organization system arrangement. Many scholars study the influence of knowledge management on knowledge sharing behavior from different sides. But the conclusion is instable due to influential factors, relation variables and constraining conditions. In addition, the inner affect mechanism of the knowledge management on knowledge sharing need further deeply explored. Finally, from organizational level, knowledge governance is the organizational level variables. Individual knowledge sharing is the individual level variables. Existing literature that analyze the affect mechanism of knowledge governance on knowledge sharing less use hierarchical analysis method that integrate organization and individual two aspects. So the research conclusions need to test and verify. Therefore, based on the shortage of the existing literature research, this paper analyzes the relationship of knowledge management on knowledge share behavior through introducing Perceived organizational support as intermediary variable. According to the literature review on knowledge governance, Perceived organizational support and individual knowledge sharing behavior, this study proposed four hypotheses as below:(1) Formal knowledge governance is positively related to informal knowledge governance;(2) Formal knowledge governance is positively related to individual knowledge sharing behavior;(3) Informal knowledge governance is positively related to individual knowledge sharing behavior;(4) Formal knowledge governance is positively related to perceived organizational support;(5) Informal knowledge governance is positively related to perceived organizational support;(6) Perceived organizational support is positively related to individual knowledge sharing behavior;(7) Perceived organizational support mediate the relationship between formal knowledge governance and individual knowledge sharing behavior;(8) Perceived organizational support mediate the relationship between Informal knowledge governance and individual knowledge sharing behavior. In order to verify the effectiveness of these hypotheses, Data were obtained from 621 employees in 140 knowledge groups of North China. Of the sample, 53.62% were male, 89.05% were bachelor degree or above, 76.97% have 5 years or more length of service, 87.76% were junior staff. As for the measurement of different variables, this study depended on a series of mature scales. Specifically, Formal knowledge management and informal knowledge management were measured using the measurement of the governance of formal and informal knowledge governance knowledge scale developed by Cao (2012); perceived organizational support using the questionnaire compiled by Eisenberger; the knowledge sharing behavior using a set of effective and reliable knowledge sharing behavior scale developed by Yi. The Coefficient alpha values of all the scales indicated that they were appropriate to aggregate the data. Based on the credibility and validity of the questionnaire, this study conducted the descriptive statistics and correlations for all variables as well as hierarchical linear model between organization and individual member to test all hypotheses above. Our result indicated that, as expected, (1) in the field of knowledge management, perceived organizations support was the bridge between organizational knowledge governance and individual knowledge sharing behavior. Knowledge management activities of Organizational level influence knowledge sharing behavior of employees through the formal knowledge governance on one hand, but more important is to indirectly influence to employee knowledge sharing behavior through perceived organizational support. (2) The influence of the organizational knowledge governance on individual knowledge sharing behavior was the result of multi-level interactions and complex process. Formal knowledge governance of Organizational level affect individual knowledge sharing behavior through three ways as follow: direct effect, indirect effects through informal knowledge governance and indirect effects through perceived organizational support. Informal knowledge governance influences the individual knowledge sharing behavior in single way indirect through perceived organizational support. Our study thus contributes to a better understanding of the 'black box' phenomenon that links organizational knowledge governance to individual knowledge sharing behavior and enriches knowledge of the knowledge management theory. The results from this study have practical implications for enterprise knowledge management. First, enterprises need to effectively create perfect knowledge governance mechanism. Second, the leader should pay more attention to employee's perceived organizational support. Although this study makes a number of contributions to the extant literature, there are limitations that must be highlighted. The first limitation is the samples data collected is limited in region and industry. The Second limitation is the division of knowledge governance needs further research. Another limitation is that the intermediary variable, effect path and mechanism need further exploration. The above three questions will be the direction of future research and improvement.
关键词
知识治理 /
组织支持感 /
个体知识共享行为 /
跨层次分析
Key words
knowledge governance /
perceived organizational support /
individual knowledge sharing behavior /
cross level analysis
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基金
国家自然科学基金资助项目(70871072, 2009,01-2011,12);国家自然科学基金资助项目(71271032, 2013,01-2017,12);国家软科学计划资助项目(2011GXS5K089, 2012,09-2014,09)。
