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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
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采用结构方程模型分析了变革型领导、信任倾向、团队知识共享绩效的不同维度之间的关系,研究的样本包括791份有效问卷以及所对应的环境状况.研究结果表明,变革型领导通过信任倾向作为中介变量对团队知识共享绩效具有显著的影响作用;信任倾向在变革型领导与团队知识共享绩效之间起到部分中介作用;任务导向和关系导向的变革型领导对信任倾向和团队知识共享绩效的不同维度产生影响作用的路径是不同的,任务导向的变革型领导对共享意愿、共享行为、共享绩效有显著影响,关系导向的变革型领导对信任倾向、员工满意有显著影响. 相似文献
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Thanos Papadopoulos Teta Stamati Pawit Nopparuch 《International Journal of Information Management》2013
Weblogs have been used by organisations as both a communication means and a knowledge sharing tool. Traditionally, research has explored the use of weblogs and virtual communities for knowledge sharing. Nevertheless, relatively little has been published focusing on the factors that influence the intention to share knowledge in employee weblogs. This paper aims to address this gap based on a survey of 175 respondents. The results indicate that self-efficacy, perceived enjoyment, certain personal outcome expectations, and individual attitudes towards knowledge sharing are positively related to the intention of knowledge sharing in employee weblogs. 相似文献
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[目的/意义]旨在探究社交网络环境下用户健康信息分享意愿的形成机理，为社交健康网络的开发者、设计者和运营者的实践活动提供可供参考的管理启示。[方法/过程]基于"深度访谈+扎根理论"获取二阶信息链（含二阶信息链、二阶信任链）分析框架下社交健康信息生态链中信息内容与信息信任的作用机理，并通过整合感知价值理论、信任理论、技术接受模型中提取出的关键因素，从信息主体、信息环境、信息内容及信息技术4个层面展开系统分析，提出研究假设并构建理论研究模型。选取微信的深度用户为实证样本，通过"情境实验+问卷调查"的方式获取400份有效数据样本，并采用结构方程模型的研究方法验证理论模型。[结果/结论]信息主体因素（分享价值、自我效能及面子意识）、信息环境因素（分享态度、信源引力认知信任与情感信任、信宿推力认知信任与情感信任）、信息内容因素（信息正向情绪性、信息负向情绪性）均能显著正向影响社交网络用户的社交健康信息分享意愿，而信息技术因素（感知有用性、感知易用性）对分享意愿无显著影响。 相似文献
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[目的/意义] 从动机、机会、能力3个维度揭示学术社交网络用户知识共享意愿的影响因素。[方法/过程] 基于MOA理论,构建学术社交网络用户知识共享意愿影响因素模型,搜集数据并采用结构方程模型方法对模型研究假设进行验证。[结果/结论] 利他动机、声誉动机、社区认同动机、知识获取动机、信息质量、系统质量、自我效能对学术社交网络用户的知识共享意愿影响显著,社交关系动机、服务质量对学术社交网络用户的知识共享意愿影响并不显著。该模型对解释我国学术社交网络用户的知识共享意愿和指导学术社交平台建设具有指导意义。 相似文献
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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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以往对于真实型领导和创造力的关系研究缺少以积极氛围为中介去探索。本研究以中国本土企业的69个团队领导者和335名团队成员为样本,实证检验了真实型领导对下属创造力的影响过程。研究结果表明,真实型领导正向影响团队信任氛围和心理氛围,并通过这两个中介变量正向影响个体知识共享行为和创造力,而且知识共享对创造力具有显著影响。因此,为提高员工的创造力,领导者不仅需要塑造自身的真实型领导风格,而且需要努力为下属营造一种基于信任和心理安全的团队氛围。本文对领导行为理论和领导实践具有重要启示作用。 相似文献
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[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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Yixiang Zhang Yulin Fang Kwok-Kee Wei Huaping Chen 《International Journal of Information Management》2010
Virtual communities play an important role in business, society, and education. At present, one of the great challenges faced by virtual communities is the availability of knowledge, which is mainly created through knowledge-sharing behavior. Although prior studies have extensively studied knowledge-sharing behavior in virtual communities from various perspectives, they largely ignored the important role of psychological safety in this process. We propose to address this gap by examining psychological safety and its effect on individuals’ intention to continue sharing knowledge. We also identify trust in the virtual community and self-consciousness as antecedents of psychological safety. The research model is empirically tested through a survey across two virtual communities in a major university. The results show that the condition of psychological safety has a positive influence on the intention to continue sharing knowledge. The level of trust has a positive impact on the intention to continue sharing knowledge not only directly, as documented in the literature, but also indirectly, through the mediating role of psychological safety. Finally, we find that self-consciousness exerts a negative influence on feelings of psychological safety. The implications of our findings and the need for future research are also discussed. 相似文献
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[目的/意义] 近些年来,在线健康社区变得越来越流行。然而,较少社区能成功地维持用户并激励他们持续的分享知识。本文将社会支持理论和承诺-信任理论结合起来,构建一个集成模型来研究在线健康社区用户的持续知识分享意愿的影响因素。[方法/过程] 根据获得的475份有效调查问卷,本文使用SPSS20.0和AMOS20.0检验所提出的假设。[结果/结论] 研究发现,信息支持、情感支持对满意度和信任均有显著影响,网络支持仅对满意度有显著影响。此外,满意度和信任除了对持续知识分享意愿有直接正向影响外,还通过关系承诺的中介,有间接的作用。研究有助于深化对知识分享行为的认识以及帮助在线健康社区的管理者更好地维系用户。 相似文献
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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
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Yuwen LiuAuthor Vitae James S. PhillipsAuthor Vitae 《International Journal of Information Management》2011,31(1):44-52
This paper examines how transformational leadership (TFL) climate influences employees’ team identity and their intentions to share knowledge and how team knowledge sharing intention subsequently influences team innovativeness. Data was collected from 301 employees comprising 52 R&D teams. Hypotheses were tested with both hierarchical linear modeling (HLM) and regression analyses. Results indicated that TFL climate was related to employees’ intention to share knowledge through team identity. At the group level, results supported the relationships between team knowledge sharing intention and team innovativeness. The results also indicated that team knowledge sharing intention mediated the relationship between TFL climate and team innovativeness. 相似文献
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本文构建了共享领导、组织结构与知识共享的理论分析框架,应用阶层线性模型(HLM)。以研究所、设计院等事业单位为研究对象开展实证研究。研究表明,共享领导的绩效期望、权责共享、团队学习对知识共享行为具有显著的正向作用。相互协作对知识共享行为不存在显著影响作用。组织结构的正规化、复杂化对共享领导与知识共享行为的中介效应显著,而集权化的中介效应不显著。本研究进一步揭示了共享领导与知识共享行为之间的内部作用机理,不仅拓展了共享领导与知识共享行为的理论研究,也为组织提高知识共享效率,进而提高团队绩效提供了实践指导。 相似文献
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基于计划行为理论框架,通过结构方程模型分析和检验绿色创新行为态度、主观规范、感知行为控制对个体绿色创新意愿的作用关系,同时在绿色创新意愿与绿色创新行为间引入知识共享调节变量.研究结果显示:(1)绿色创新行为内生态度、外生态度、指令性规范、绿色创新控制力对个体绿色创新意愿均表现出显著的正向影响作用;(2)隐性知识共享对绿色创新意愿向个体绿色创新行为转化具有调节作用.研究结论可为企业、政府管理科研人员绿色创新行为提供建设性意见. 相似文献
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The role of organisational climate in managing knowledge sharing among academics in higher education
Organizations have often implemented Knowledge Management programs to connect employees better and promote knowledge sharing (KS). In the context of Higher Education Institutions (HEIs), this is particularly valid as knowledge creation and dissemination direct their mission and vision. Academics are one of the pillars of HEIs, where knowledge is created and shared. Nonetheless, as HEIs strive to promote academics’ knowledge sharing culture, the actual behaviour of academics might remain inhibited by numerous issues, namely the organizational. Prior research has been focused primarily on individual, technological and scarce aspects of organizational elements. Therefore, this study assesses the role of organizational climate operationalized by organizational leadership and trust in academics’ KS in HEIs. Partial Least Square (PLS) method where variance-based Structural Equation Modelling (SEM) was applied in this study. Results from 257 surveyed academics indicate that organizational climate has an exceptionally strong influence on academics’ KS practices. Additionally, organizational leadership and trust had a positive relationship with academics’ KS behaviour. These findings indicate that it is necessary to consider organizational elements and their interactions when understanding and fostering academics’ knowledge sharing behaviour in HEIs context. 相似文献
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微信群作为新型的社会关系组织模式，被广泛地应用在工作、学习、生活中。人们通过不同的微信群交流思想，传递知识。研究不同场景微信群内部的知识共享差异，可以解决微信群知识共享低效的问题，为多元化的知识治理提供支撑。以社会资本理论为基础，研究了结构资本、关系资本、认知资本对工作、学习和生活微信群内部显性、隐性知识共享的影响差异，并借助指数随机图模型（ERGMs）对其进行了实证研究。研究表明：工作场景下，影响隐性知识共享的关键因素是个体中心性、互动关系强度、认同、互惠和信任；影响显性知识共享的关键因素是个体中心性、认同、互惠、信任和共同语言。学习场景下，影响隐性知识共享的关键因素是个体中心性、认同、互惠和信任；影响显性知识共享的关键因素是个体中心性、互动关系强度、互惠、信任和共同语言。生活场景下，影响隐性知识共享的关键因素是互动关系强度、认同、信任和共同语言；影响显性知识共享的关键因素是信任和共同语言。 相似文献