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1.
Yong Sauk Hau Byoungsoo Kim Heeseok Lee Young-Gul Kim 《International Journal of Information Management》2013
Due to the importance of knowledge in today's competitive world, an understanding of how to enhance employee knowledge sharing has become critical. This study develops an integrated model to understand key factors of employee knowledge sharing intentions through constructs prescribed by two established knowledge management research streams, namely, those concerning individual motivations and social capital. This study classifies employee knowledge sharing intentions as either tacit or explicit and investigates whether the level of the determinants and their influences differ between the two. The research model is tested with survey data collected from 2010 employees in multiple industries. Analysis results show that the proposed model significantly explains the variance of employees’ tacit and explicit knowledge sharing intentions. This finding indicates that the model's unified perspective enhances our knowledge of how to improve employee knowledge sharing. The new findings reveal that organizational rewards have a negative effect on employees’ tacit knowledge sharing intentions but a positive influence on their explicit knowledge sharing intentions. The analysis results confirm that reciprocity, enjoyment, and social capital contribute significantly to enhancing employees’ tacit and explicit knowledge sharing intentions. Additionally, these factors have more positive effects on tacit than on explicit knowledge intentions. The implications of the new findings are discussed. 相似文献
2.
Stefano Basaglia Leonardo Caporarello Massimo Magni Ferdinando Pennarola 《International Journal of Information Management》2010
Previous research considering a normative perspective for fostering knowledge integration at the team level of analysis underscores that teams are often reluctant to share important knowledge among their members. In the attempt to provide a wider perspective on team knowledge integration, we take a different perspective, basing our arguments on team climate theoretical framework. Specifically, we argue that an autonomy and experimental climate (i.e. shared perception that the team supports autonomous action and experimentation and risk taking) can favor the team's ability to integrate members’ knowledge. Indeed, focusing on members’ willingness to contribute to team well-being, team autonomy and experimental climate may enhance the team's capability to integrate knowledge enabled by the IT infrastructure (IT knowledge integration capability). We tested our research model on a sample of 410 members and leaders of 69 organizational work teams. Results show the critical role played by team climate in favoring IT knowledge integration capability, which in turn affects team outcomes. 相似文献
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基于知识管理的视角，探讨交互记忆系统、团队心智模型对团队创造力的影响以及探索式学习与知识共享的中介作用。以33个科研团队为样本的问卷调查表明：（1）交互记忆系统、团队心智模型均分别对团队创造力产生正U型曲线影响；（2）探索式学习、知识共享在交互记忆系统与团队创造力的关系中均起到完全中介作用，在团队心智模型与团队创造力的关系中均起到部分中介作用；（3）知识共享能力在探索式学习与团队创造力的关系中起到部分中介作用。 相似文献
4.
The new knowledge acquisition and sharing stage represents the start of the organization's overall knowledge creation process. It is especially important for contributing to the critical foundation of organizational knowledge creation. This study explores the relationship between employees’ knowledge acquisition sources and the patterns of knowledge-sharing behaviors. We use structural equation modeling to test a sample of R&D professionals from high-tech companies in Taiwan. Data analysis suggests that most employees prefer to acquire knowledge from, and share knowledge with, their team members. This implies that greater familiarity between team members and strengthened cooperative relationships foster productivity. Furthermore, employees should be encouraged to participate in professional communities in order to acquire new knowledge. Knowledge acquired via these channels will facilitate the sharing of R&D knowledge within the organization. 相似文献
5.
Yan Yu Jin-Xing Hao Xiao-Ying Dong Mohamed Khalifa 《International Journal of Information Management》2013
Although it is a widely held belief that social capital facilitates knowledge sharing among individuals, there is little research that has deeply investigated the impacts of social capital at different levels on an individual's knowledge sharing behavior. To address this research gap, this study combines a multilevel approach and an optimal network configuration view to investigate the multilevel effects of social capital on individuals’ knowledge sharing in knowledge intensive work teams. This study makes a distinction between the social capital at the team-level and that of social capital at the individual level to examine their cross-level and direct effects on an individual's sharing of explicit and tacit knowledge. A survey involving 343 participants in 47 knowledge-intensive teams was conducted for testing the multilevel model. The results reveal that social capital at both levels jointly influences an individual's explicit and tacit knowledge sharing. Further, when individuals possess a moderate betweenness centrality and the whole team holds a moderate network density, team members’ knowledge sharing can be maximized. These findings offer a more comprehensive and precise understanding of the multilevel impacts of social capital on team members’ knowledge sharing behavior, thus contributing to the social capital theory, as well as knowledge management research and practices. 相似文献
6.
This paper presents a research model aimed to investigate the impact of organizational climate, motivational drivers, and empowering leadership on behavioral intention formation in knowledge sharing. A research model has been developed by integrating several knowledge management studies having in-focus behavioral intention formation in knowledge sharing. The hypotheses are tested on data collected from 873 employees from public and private sector organizations from Serbia’s province of Vojvodina, using partial least square structural modeling technique and SmartPLS software. Findings suggest that organizational climate with prominent dimensions of fairness, innovativeness and affiliation, empowering leadership, sense of self-worth, and altruism significantly influence individuals’ knowledge-sharing attitude, intention, and behavior thus confirming the theory of reasoned action. Results obtained in this research expand and deepen findings reported in previous studies and enable a comprehensive framework for understanding the influence of some organizational variables on employees’ tendencies to be engaged in knowledge sharing. 相似文献
7.
[目的/意义]基于知识付费的中介效应视角，以在线社会网络为研究对象，分析知识个体的感知知识个人所有权、自我效能感对隐性知识共享意愿的影响机制，以期对促进在线社会网络运营主体充分调动知识个体持有者主动共享其隐性知识产生一定的启示作用。[方法/过程]基于对314名样本的数据采集结果相关性分析，构建回归分析模型，并通过MPLUS7.0软件对变量之间的作用关系进行分析。[结果/结论]1）感知知识个人所有权促进隐性知识共享意愿的提升；2）自我效能感完全中介感知知识个人所有权对隐性知识共享意愿的影响；3）知识付费程度越高，自我效能感对隐性知识共享意愿的正向影响会被削弱，自我效能感在感知知识个人所有权与隐性知识共享意愿之间所起的中介作用也会被削弱。 相似文献
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《International Journal of Information Management》2017,37(6):583-589
The research question is: How can intellectual property rights (IPRs) influence trust, attitudes, commitment, knowledge sharing, and innovation in inter-organisational project teams?The four strategically selected team cases include eight global knowledge-intensive industrial oil service companies in Norway. The methodology included 24 in-depth interviews done in 2016.The study finds that formal intellectual property rights are key to building up and keeping trust in the team and also for building up the right attitudes within the team. The IPRs increased the innovativeness in the team and incremental innovations. The IPRs fostered a unique knowledge sharing in these four teams enabling them to work towards innovative solutions and delivering in time. Formal IPŔs foster informal trust and expertise sharing and by that also the inter- organizational cooperation. The confidence and knowledge sharing strengthen the possibility for future collaboration and innovations both on an individual level and on a corporate level. The theoretical implication of our findings is that IPRs increase the trust, commitment, and attitudes within the team providing knowledge sharing and innovativeness for improved solutions and results. IPRs are positive for collaboration, and they are complementary governance mechanisms.The practical implication is that IPRs must be defined and accepted before the corporations start up the inter-organizational teamwork. The contract typology should in the start up be sensitizing giving directions and security and in the end definitive. 相似文献
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Xiao-Ling Jin Zhongyun Zhou Matthew K.O. Lee Christy M.K. Cheung 《International Journal of Information Management》2013
This study theorized and validated a model of knowledge sharing continuance in a special type of online community, the online question answering (Q&A) community, in which knowledge exchange is reflected mainly by asking and answering specific questions. We created a model that integrated knowledge sharing factors and knowledge self-efficacy into the expectation confirmation theory. The hypotheses derived from this model were empirically validated using an online survey conducted among users of a famous online Q&A community in China, “Yahoo! Answers China”. The results suggested that users’ intention to continue sharing knowledge (i.e., answering questions) was directly influenced by users’ ex-post feelings as consisting of two dimensions: satisfaction, and knowledge self-efficacy. Based on the obtained results, we also found that knowledge self-efficacy and confirmation mediated the relationship between benefits and satisfaction. 相似文献
12.
个体知识共享意向的社会资本透视 总被引：10，自引：0，他引：10
由于知识意味着资源和权力，个体通常不愿意分享知识。在计划行为理论和社会资本理论的基础上，构建了组织内个体知识共享意向的决定因素模型。实证研究结果显示，社会资本的关系资源（信任、规范）和个体行为理念（自我价值感知、期望报酬）对知识共享意向有显著促进作用，但是社会资本结构资源的相关假设未获得支持。 相似文献
13.
Effective teamwork, knowledge coordination, and knowledge creation are recognized as essential sources of team effectiveness and creativity in modern organizations. Nowadays, social media is significantly modifying the patterns in the use of technology to support knowledge management practices in teams. At the same time, the literature shows that transactive memory system (TMS), which refers to how team members share their distributed knowledge and expertise, is an important factor affecting team performance. However, minimal effort has been made to elaborate on the precise role of social media in supporting TMS for enhancing absorptive capacity (ACAP) and knowledge creation capability (KCC) of the team, which in turn might influence team creative performance (TCP). Therefore, to address this gap in the literature, a theoretical model is developed and validated. Survey data collected from 334 members of 68 knowledge work teams indicated that social media use at work has a positive relationship with TMS and both social media use at work and TMS are positively related to ACAP and KCC of the team. Results further indicated that ACAP positively influenced KCC, and both have a direct relationship with TCP. This study shows that careful investment in social media by an organization can enhance meta-knowledge of “who knows what” within teams. Finally, exploring external knowledge alone is not enough. Instead, organizations must ensure external knowledge is utilized to create new knowledge to improve TCP. 相似文献
14.
Knowledge sharing can be viewed as an organizational innovation that has the potential to generate new ideas and develop new business opportunities through socialization and learning process of knowledge workers. Moreover, numerous scholars have proposed that interpersonal trust is an important facilitator of knowledge sharing. This study aims to develop a research model examining how organizational support influences the intention to facilitate knowledge sharing through organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust. Data from a survey of senior executives in Taiwan were used to test the proposed research model. Confirmatory factor analysis was conducted to examine the validity of the measurement model, and the structural model also was analyzed to test the associations hypothesized in the research model. The results showed that organizational support is positively associated with organizational perceptions of innovation characteristics (perceived relative advantage and compatibility) and interpersonal trust, which in turn are positively related to organizational intention to facilitate knowledge sharing. Implications for organizations are also discussed. 相似文献
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基于认知视角,探索团队追求成就的动机倾向如何通过团队信息开放性影响团队学习的实现。基于团队数据的汇聚分析与层级回归分析。研究表明：团队的掌握目标导向与成绩趋近目标导向对团队学习具有显著正向影响,知识共享意愿在两个主效应中均起到部分中介作用;团队的成绩回避目标导向对团队学习与知识共享意愿的负向影响均未达到显著,相应的中介效应未得到检验。 相似文献
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本文围绕“寻求推动知识型员工提升创造力的有效路径”这一基本研究问题,以41家银行的197名员工为调查对象,在对相关文献进行回顾和分析的基础上,依托社会认知理论构建并运用层次回归分析方法检验了一个包括中介环节的调节效应模型。研究结果表明知识工作者的内生动机对创造力具有显著正向影响;知识共享意愿在知识工作者内生动机与创造力之间起部分中介作用;自我效能感调节了知识共享意愿对知识工作者内生动机与创造力关系的部分中介作用。这些结论丰富了内生动机与创造力关系理论,同时有助于企业深入理解知识型员工内生动机的重要性及其如何通过知识共享意愿对员工创造力发挥作用。 相似文献
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[目的/意义] 本文探索了社交网络中用户体验效用对知识持续共享意愿的影响机制。[方法/过程] 以体验效用为自变量,知识持续共享意愿为因变量,群体认同为中介变量构建研究理论模型,通过问卷调查法对相关数据进行采集,采用结构方程及多层模型方法,并借助AMOS22.0统计软件对数据进行处理和分析。[结果/结论] 1）社交网络中,体验效用通过群体认同中介作用及直接作用路径对知识持续共享意愿产生显著正向影响。2）个体内层次心理依附及个体间层次感知契合度在体验效用对知识持续共享意愿影响路径中均存在显著正向调节效应。3）用户体验效用对持续共享意愿的影响效应,在性别、年龄及学历人口统计学维度上存在显著性差异。最后,对研究结果进行分析和讨论,并指出了研究价值及未来展望。 相似文献
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随着开源软件(OSS)的普及，作为其承载平台的开源软件社区，也得到了用户的广泛使用。但用户往往仅从社区获取开源软件或代码，而缺乏知识贡献的意愿，这将影响OSS社区的持续运营和发展。基于社会影响理论，本文建立了开源软件社区用户知识贡献行为模型，考察了顺从、认同、内化三种社会影响机制对用户行为的作用。研究收集了351份有效数据，采用结构方程模型(SEM)进行分析。研究结果显示，社会认可（认同机制）是影响开源软件社区用户知识贡献意愿的主要因素，群体规范（内化机制）对用户的贡献意愿没有显著作用，而主观规范（顺从机制）阻碍用户的贡献意愿形成。研究结果启示开源软件社区需重视建立用户的社会认同，从而促进其知识贡献行为，确保社区的成功。 相似文献
19.
创新企业激励结构分析 总被引：4，自引：0，他引：4
本主要是从团体合作角度,利用非合作博弈理论分析在创新企业中创新与非创新的剩余收益分配的最佳方式以及影响它的相关因素;创新企业,创新对于企业的收益有较大的影响,在剩余收益分配的时候,创新占据较大的份额有利于激励创新的积极性,从而提供整个企业的收益;创新与非创新之间的团队化程度对于创新应该占有创新收益的份额产生很大的影响。 相似文献
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运用演化博弈理论,基于临时团队构建众测平台中有限理性的白帽子间安全知识共享的复制动态模型,分析不同的参数对进化稳定策略的影响及实现知识共享的均衡条件。研究结果表明,临时团队内白帽子间进行安全知识共享与安全知识共享成本、信任度、固有安全知识量、安全知识增值率、安全知识漏洞转化率、团队平均漏洞奖励率和获得团队奖励的概率等有关;降低知识共享成本、提高白帽子的共享能力和意愿。 相似文献