摘要
在知识经济时代,知识是组织获取核心竞争力的关键。本文选取我国上海、温州、南昌等地24家高科技企业知识员工为调查对象,构建知识员工心理契约与知识共享意愿模型,并通过实证研究对理论模型进行验证。研究结果显示,知识员工心理契约中关系型心理契约与显性/隐性知识共享意愿都呈显著正向影响,且影响力最大,因此,也是知识共享意愿的关键因素。其中,组织信任在两者之间起部分中介作用。
In the age of knowledge economy, knowledge has been considered as the key factor that the organi- zation acquire core competence. The creation and application of knowledge cannot be separated from knowledge sharing. However, early scholars mainly focused on the effects that technical methods could have on the knowledge management , which failed to solve the key bottlenecks of knowledge sharing--people＇s sharing willingness. In the traditional management mode, organizations used to encourage employees＇ sharing behavior by economi- cal contract, but the study found that the reason which knowledge workers reluctant to share their knowledge with others is closely relative to psychological contract. Employee＇s psychological contract can be regarded as a kind of understanding and belief that an individual could have on the obligations of the employer and employee which can greatly influence the attitude and behavior of employee in the work. Organizational trust in this article is system trust which regard the organization as a whole. Knowledge sharing is an important theme of today＇s knowledge man- agement, and is core of knowledge management,. Michael Polanyi, in accordance with the form of knowledge, di- vided knowledge into explicit knowledge and tacit knowledge. Hence this article considers the willingness of the knowledge-sharing refers to the subjective willingness that the knowledge workers themselves transfer their knowl- edge to other individuals or organizations, to help each other learn. By setting the knowledge employees who are the core staff in organizations as study objects and taking organizational trust as mediating variables, this paper tries to construct a model of knowledge worker＇s psychological contract-knowledge sharing willingness and study the mecha- nism that psychological contract could have on the knowledge sharing willingness by empirical study which sample includes 24 high-tech enterprises of Shanghai, Wenzhou and Nanchang etc. The result suggests ： （ 1 ） transactional psychological contract is negatively related to an employee＇s willingness to share explicit/tacit knowledge; relational psychological contract has a positive and the greatest influence on employee＇s willingness of explicit/tacit knowledge sharing; Developmental psychological contract is positively relat- ed to an employee＇s willingness to share explicit knowledge, but does not affect tacit knowledge sharing willingness. （2） Not transactional psychological contract, but relational and developmental psychological contract meet the high- er, the higher trust in the organization; （3） Relational and developmental psychological contract affect the explicit/ tacit knowledge sharing willingness through the organization trust as mediation variables, in addition, organizational trust plays a partial mediation role between relational psychological contract and knowledge sharing willingness, and plays a full mediation role between developmental psychological contract and knowledge sharing wilingness. Some advices can be made in accordance with the study results ： （ 1 ） we can find that psychological contract has significant effect on knowledge worker＇s behavior willingness from the data analyze result, therefore we should pay more attention to the psychological contract management of knowledge workers. （2） Substantial encouragement on individual is usually considered being able to promote knowledge sharing action, but our study tells a reversed conclusion that satisfying degree of transactional psychological contract in psychological contract is negatively rela- tive to employees＇ knowledge sharing willingness. Hence, department-oriented incentive system should be construc- ted. （3） Since relationship psychological contract is obviously positive to knowledge sharing willingness and has the greatest influence on tacit knowledge sharing willingness, good relationship between organization and knowledge worker should be cultivated. （4）Obviously, developmental psychological contract in psychological contract is posi- tive relative to explicit knowledge worker＇s professional development. sharing willingness, therefore organization must pay attention to knowledge
出处
《经济管理》
CSSCI
北大核心
2012年第4期76-83,共8页
Business and Management Journal ( BMJ )
关键词
心理契约
组织信任
知识共享意愿
psychological contract
organizational trust
knowledge sharing willing
