雇傭關(guān)系與知識(shí)共享_知識(shí)特性的調(diào)節(jié)作用_馮帆

1、 2013 年 第 8 期（ 總第 512 期） 工商管理·人力資源管理 An Study on the elationship of Employment and Knowledge Sharing： A Moderating Effect of Knowledge Attributes FENG Fan，YANG Zhong （ Nanjing Uninversity，Nanjing，Jiangsu， 210093 ，China） Abstract ： In the knowledgebased view of the firm， knowledge is the foundat

2、ion of a firm s competitive advantage and， ultimately， the primary driver of a firm s value. Inherently， however， knowledge resides within individuals and， more specifically， in the employees who create， recognize， archive， access， and apply knowledge in carrying out their tasks. Consequently， the m

3、ovement of knowledge across individual and organizational routines and practices is ultimately dependent on employees knowledgesharing behaviors. However， in a practical sense， knowledge owner has no intension to devote his / her knowledge. Many organizations are facing the “Knowledge sharing dilemm

4、a ” . The unwillingness of the knowledge owner not only result from the time and effort sharing knowledge takes， but the public goods dilemma which means that on one hand， the knowledge has the public goods attribute， on the other hand ， knowledge owners tend to see knowledge as his / her private pr

5、operty. Knowledge sharing can t be forced but can only be encouraged and facilitated. The organization should adopt suitable measures to encourage this kind of behavior. Moreover， the paybyperformance based on money will hinder knowledge sharing. What on earth influence the behavior of individual kn

6、owledge sharing？ This study inspects the factors affecting individual knowledge sharing from two aspects： organization and knowledge attribute， then constructs the theoretical model. The hypotheses are those the employment relationship will influence the individual knowledge sharing， while knowledge

7、 attributes are the moderators. The paper points out the hypotheses based on the literature review ， and confirm the hypotheses empirical study. The operational definition of the variables in the conceptual model is developed and initial questionnaire is designed before the questionnaire is revised

8、based on the review of three experts and the pilot survey of IMBA Program students in Nanjing University. The survey is carried out in 20 enterprises of three industries in Nanjing， Zhangjiagang， Hangzhou China. 405 valid questionnaires are collected. Based on the reliability and validity analysis o

9、f the questionnaire， parts of the hypotheses of the model are revised and the methods of factor analysis and structural equation modeling are applied to test the theoretical model. Finally， based on the analysis of the results， some advices are proposed. The results show that employment relationship

10、 based on the economic exchange will hinder the individual knowledge sharing significantly while social exchange will encourage it. When the sharing cost is low ， economic exchange has no significant effect on knowledge sharing. The contributions of this study are： this paper inspects the individual

11、 knowledge sharing behavior from the perand believes that the most important thing in knowledge management is the spective of knowledge property right， “knowledge sharing dilemmas”caused by the public goods attribute of knowledge and the tendency of knowledge privatization. The dilemmas can t be sol

12、ved by the facilitated methods like technology improvement or employee training. It needs the organization to establish the norm of knowledge property right. This paper first acknowledges the tendency of knowledge privatization， and then combines the content of human resource management and knowledg

13、e management. This paper believes that knowledge sharing behavior belongs to the organization citizen behavior， so that social exchange can significantly promote knowledge sharing. Knowledge attributes are also considered. Some advices are proposed based on the analysis of the results. Some organizations particularly some Chinese corporations don t have the ability to implement knowledge management now. They can also facilitate knowledge sharing by appropriate employment relationship arrangement. Social exchange is th