管理研究方法論 工作績(jī)效實(shí)證案例

TheEffectsofJobDesignon

Employees’KnowledgeContribution

toElectronicRepositories

Introductionofquestion問題介紹Conceptualbackground

概念背景Researchmodelandhypotheses

模型和假設(shè)Researchmethod

研究方法Dataanalysis

數(shù)據(jù)分析Resultsanddiscussion

結(jié)果與討論Implicationsandlimitations啟示和局限性Conclusions結(jié)論提綱IntroductionofquestionElectronicknowledgerepositorieshaveanimportantroleinfacilitatingtheefficientcapturingand

disseminationof

knowledgeinorganizations’knowledgemanagementinitiatives(ArgoteandMiron-Spektor2011).電子知識(shí)存儲(chǔ)庫(kù)在促進(jìn)知識(shí)的有效獲取和管理傳播組織中的知識(shí)方面扮演著重要的角色。Jobdesignhasbeenfoundtoinfluenceintra-organizationalknowledgecontribution.

Jobdesignhasalsobeenfoundtobean

importantdeterminantofemployees’affectivecommitment(Dunhametal.1994).工作設(shè)計(jì)可以影響組織內(nèi)工作貢獻(xiàn)，也是員工感情承諾的一個(gè)重要的決定因素。QuestionManystudieshave

demonstratedthatenrichingjobdesignbyincreasingjobautonomy,skillvariety,taskfeedback,taskidentity,andtasksignificance(HackmanandOldham1976)improvesemployees’affectivecommitment(e.g.,Dunhametal.1994).Nevertheless,thereisalsoincreasingevidencethatatveryhighlevels,theseaspectsofjobdesignmayoverstimulateemployeesandweakentheiraffectivewellbeing.許多研究已經(jīng)證明，通過增加工作自主性,技能多樣性、任務(wù)反饋、任務(wù)的身份，和任務(wù)重要性來豐富工作設(shè)計(jì)可以改善員工感情承諾。然而，也有越來越多的證據(jù)表明，這些方面的工作設(shè)計(jì)可能會(huì)過度刺激員工,削弱他們的情感福祉。Howdojobdesignandaffectivecommitmentinfluence

employees’knowledgecontributiontoelectronicrepositories?工作設(shè)計(jì)和感情承諾如何影響員工知識(shí)貢獻(xiàn)的電子存儲(chǔ)庫(kù)?ConceptualbackgroundBasedonthesuggestionsofWebsterandWatson(2002)for

conductingliteraturereview,thefactorsidentifiedwerecategorizedconceptuallyintofivecategories：1)

benefitsofknowledgecontribution知識(shí)貢獻(xiàn)的的益處2)costsofknowledgecontribution知識(shí)貢獻(xiàn)的耗費(fèi)3)contributor’scharacteristics貢獻(xiàn)者的特性4)

socialandculturalfactors社會(huì)和文化因素5)system’scharacteristics系統(tǒng)（組織）的特性ConceptualbackgroundBenefitsmaymotivateemployeestocontributeknowledgetorepositoriesintrinsicallyorextrinsically.Costsmayincurintheform

ofopportunitycosts(e.g.,timeandeffortrequiredtocodifyandinputknowledge)andactuallossofresources.Contributor’scharacteristicssuchasknowledgeself-efficacy(Kankanhallietal.2005)andjobtenure(WatsonandHewett2006)also

havesignificantinfluenceonknowledgecontribution.Socialandculturalfactorsshapethecontextofknowledgecontributionandhavebeenshowntohave

significanteffects.Systemcharacteristicsalsoconstituteanimportantcategoryoffactorsinfluencingemployees’knowledge

contributiontoelectronicrepositories.Conceptualbackground益處可能內(nèi)在或外在的激勵(lì)員工貢獻(xiàn)知識(shí)存儲(chǔ)庫(kù)成本可能導(dǎo)致機(jī)會(huì)成本(所需的時(shí)間和精力,編纂和輸入知識(shí))和實(shí)際資源的損失貢獻(xiàn)者年代特征等知識(shí)自我效能(Kankanhallietal.2005年)和工作任期(沃森和休伊特2006)對(duì)知識(shí)的貢獻(xiàn)也有重要影響社會(huì)和文化因素的對(duì)知識(shí)貢獻(xiàn)的文本形式有明顯的影響系統(tǒng)特性也構(gòu)成影響員工知識(shí)貢獻(xiàn)的一個(gè)重要因素ConceptualbackgroundJobDesignmodel

(HackmanandOldham1976)

Jobautonomy:thedegreetowhichajobprovidessubstantialfreedom,independence,anddiscretiontoanindividualinschedulingworkanddeterminingtheproceduresforcarryingoutwork.工作自主性:在何種程度上一個(gè)工作提供大量的自由裁量權(quán),獨(dú)立性和個(gè)人在工作和確定程序安排開展工作。Skillvariety:thedegreetowhichajobrequiresavarietyofdifferentactivitiesincarryingoutwork,whichinvolvestheuseofanumberofdifferentskillsandtalentsofanindividual.技能多樣性:在何種程度上一個(gè)工作需要各種不同的活動(dòng)執(zhí)行工作,其中涉及使用許多不同的技能和才能的一個(gè)個(gè)體。

ConceptualbackgroundTask

feedback:thedegreetowhichcarryingouttheworkactivitiesrequiredbyajobresultsinanindividualobtainingdirectandclearinformationabouttheeffectivenessofhisorherperformance.任務(wù)反饋:在何種程度上實(shí)施工作活動(dòng)所需的工作結(jié)果在個(gè)體獲得直接和明確的信息的有效性,他或她的性能。Taskidentity:thedegreetowhichajobrequiresthecompletionofa“whole”andidentifiablepieceofwork,thatis,doingajobfrombeginningtoendwithavisibleoutcome.任務(wù)標(biāo)識(shí):在何種程度上一個(gè)工作需要完成一個(gè)“整體”和可識(shí)別的作品,那就是,做一份工作從開始到一個(gè)可視的結(jié)果結(jié)束。Tasksignificance:thedegreetowhichajobhasasubstantialimpactonthelivesorworkofotherpeople,whetherwithintheimmediateorganizationorintheexternalenvironment.任務(wù)重要性:工作對(duì)別人的生活或工作實(shí)質(zhì)性影響程度,無(wú)論是在立即組織或外部環(huán)境ConceptualbackgroundWarr’sVitaminModelWarr’svitaminmodelsuggeststhatjobdesigninfluencesemployees’affectivewellbeinginawaythatis

analogoustothenon-lineareffectsthatvitaminshaveonpeople’sphysicalhealth.Warr維生素模型表明,工作設(shè)計(jì)影響員工情感幸福的方式類似于維生素的非線性效應(yīng)對(duì)人們身體健康的影響。Constanteffectoccurswhenhealthneitherimprovesnordeteriorates.常數(shù)效應(yīng)發(fā)生在健康改善和惡化的時(shí)候。Additionaldecrementeffectoccurswhenanoverdosecausesdeclineinhealth.過量導(dǎo)致健康下降時(shí)出現(xiàn)附加衰減效應(yīng)。Conceptualbackground

Affectivewellbeinghasbeenconceptualizedintermsoffatigue,jobrelated-anxiety,job-relatedstrain,jobsatisfaction,organizationalcommitment,etc.情感健康已經(jīng)概念化為疲勞、工作相關(guān)的焦慮,與工作相關(guān)的負(fù)擔(dān)、工作滿意度、組織承諾等方面。Affectivecommitmentreferstoanemployee’semotionalattachmentto,identificationwith,andinvolvementintheorganization.感情認(rèn)同是指員工的情感依戀,認(rèn)同和參與該組織Researchmodelandhypotheses

Hypothesizingthatjob

autonomy,skillvariety,taskfeedback,andtaskidentityhavean∩-shapedrelationshipwithaffective

commitmentwhiletasksignificanceispositivelyrelatedtoaffectivecommitment.Affectivecommitment,

inturn,isexpectedtobepositivelyrelatedtoemployees’knowledgecontributiontoelectronic

repositories.Theeffectsofage,education,gender,jobposition,andorganizationtenurewillbecontrolled

forindataanalysis.Researchmodelandhypotheses

假設(shè)工作自主權(quán)、技能多樣性、任務(wù)反饋、身份和任務(wù)與情感承諾有一個(gè)倒U形關(guān)系，而任務(wù)重要性與情感承諾正相關(guān)。反過來，情感承諾將與員工知識(shí)貢獻(xiàn)正相關(guān)。年齡的影響、教育、性別、職位和組織的任期在數(shù)據(jù)分析時(shí)作為控制變量。Researchmodelandhypotheses

H1:Whenthelevelofjobautonomyisloworhigh,employees’affectivecommitmentislowerthanwhen

jobautonomyismoderate.H2:Whenthelevelofskillvarietyisloworhigh,employees’affectivecommitmentislowerthanwhen

skillvarietyismoderate.H3:Whentheleveloftaskfeedbackisloworhigh,employees’affectivecommitmentislowerthanwhen

taskfeedbackismoderate.H4:Whentheleveloftaskidentityisloworhigh,employees’affectivecommitmentislowerthanwhen

taskidentityismoderate.H5:Tasksignificanceispositivelyrelatedtoemployees’affectivecommitmentH6:Employees’affectivecommitmentispositivelyrelatedtotheirknowledgecontributiontoelectronic

repositories.研究模型和假設(shè)假設(shè)1：工作自主性水平較低或高時(shí)的員工感情承諾低于工作自主性中等時(shí)。假設(shè)2：技能多樣性水平較低或高時(shí)的員工情感承諾低于技能多樣性適中時(shí)。假設(shè)3：任務(wù)反饋水平較低或高時(shí)的員工感情承諾低于任務(wù)反饋中等時(shí)。假設(shè)4：任務(wù)同一性水平較低或高時(shí)的員工感情承諾低于任務(wù)身份是適中時(shí)。假設(shè)5：任務(wù)重要性與員工感情承諾正相關(guān)。假設(shè)6：?jiǎn)T工情感承諾與員工對(duì)電子儲(chǔ)存庫(kù)知識(shí)貢獻(xiàn)正相關(guān)。ResearchMethodDataforassessingtheproposedmodelwascollectedinasurvey.Surveyof600professionalsworkingasdoctors,engineers,andlawyers.Allconstructsweremeasuredwithitemsvalidatedinpriorstudies,onaseven-pointLikertscale.163responses(27.1%)werereceived.Mostoftherespondentswereemployedasengineers(67respondents,41.1percent),followedbylawyers(55respondents,33.7percent)anddoctors(41respondents,25.2percent).Thesamplecomprisedof80.4

percentmales(131respondents)and19.6percentfemales(32respondents).Oftherespondents,36.8percent(60respondents)attainedadoctoraldegreeandtheremainingpossessedabachelorormaster

degree.Themedianageoftherespondentswasbetween35to40yearsoldwithaverageorganization

tenureof4years.研究方法通過一份問卷調(diào)查來收集評(píng)估該模型的數(shù)據(jù)，所有的結(jié)構(gòu)都與項(xiàng)目驗(yàn)證測(cè)量在先前的研究中,僅有七級(jí)李克特量表。調(diào)查包含600個(gè)專業(yè)從事醫(yī)生、工程師和律師工作的人群。大多數(shù)的受訪者聘為工程師(67人,41.1%)，其次是律師(55人，33.7%)和醫(yī)生(41人，25.2%)。樣本包括80.4%的男性(131人)和19.6%的女性受訪者(32)。所有受訪者中，36.8%(60人)獲得博士學(xué)位，其余擁有學(xué)士或碩士學(xué)位。受訪者的平均年齡是35歲到40歲之間，平均組織任期4年。Dataanalysis

數(shù)據(jù)分析Thesurveyinstrumentwastestedforreliability,convergentvalidity,anddiscriminantvalidity.ReliabilityofeachconstructwasassessedwithCronbach’salphacoefficient(seeTable3).Allconstructsachievedscoresabovetherecommended0.70(Hairetal.2009).Convergentvaliditywasassessedbyexaminingcompositereliabilityandaveragevarianceextracted(AVE)byeachconstruct(seeTable3).假設(shè)檢驗(yàn)的結(jié)果假設(shè)檢驗(yàn)的結(jié)果技能多樣性(H2)、任務(wù)完整性(H4)都對(duì)感情承諾有曲線影響。任務(wù)重要性(H5)是感情承諾正相關(guān)。感情承諾對(duì)員工知識(shí)貢獻(xiàn)的電子存儲(chǔ)庫(kù)是正相關(guān)的(H6)。工作自主性的曲線的影響(H1)和任務(wù)反饋(H4)是不重要的。工作自主性已經(jīng)顯著正線性影響感情承諾。感情承諾調(diào)節(jié)在KCER工作設(shè)計(jì)的影響效果。Resultsanddiscussion

Wefoundthatdifferentjob

characteristicshavedifferenteffects.Forskillvarietyandtaskidentity,increasingtheirlevelsinitially

improvesaffectivecommitmentbuttheireffectstaperoffathighlevels.Thisisthefirststudytoexamine

thecurvilineareffectsofthesejobcharacteristicsinthecontextofknowledgecontribution.Thefindings

supportWarr’s(1994)modelwherethesejobcharacteristicsareproposedtohave∩-shapedcurvilinear

effects.Unlikeskillvarietyandtaskidentity,wefoundthattasksignificancewaspositivelyrelatedto

affectivecommitment,evenateveryhighlevel.ThisalsosupportsWarr’s(1994)modelandprovides

furtherevidenceforthepositivelineareffectoftasksignificancefoundinpriorstudies(e.g.,Thatcheret

al.2002).Contrarytohypotheses,thecurvilineareffectsofjobautonomyandtaskfeedbackwerefoundto

benotsignificantResultsanddiscussion

我們發(fā)現(xiàn)不同的工作特性有不同的影響。提高技能多樣性、任務(wù)完整性水平可以提高感情承諾但當(dāng)?shù)竭_(dá)最高水平時(shí)，其影響逐漸減少。這是第一個(gè)以知識(shí)貢獻(xiàn)的形式對(duì)工作特性的影響曲線進(jìn)行的研究。Warr模型曾對(duì)這些工作特點(diǎn)提出了倒U形曲線的結(jié)論，本文的探究印證了這一點(diǎn)。與技能多樣性和任務(wù)的身份不同的是,我們發(fā)現(xiàn)任務(wù)重要性與情感承諾成正相關(guān)，即便是在一個(gè)較高的水平。這也支持Warr模型,并為進(jìn)一步的研究提供正向的線性效應(yīng)。而與假設(shè)相反的是，工作自主性和任務(wù)反饋的影響并不重要。ImplicationsandlimitationsImplications：Thisstudyadvancestheoreticaldevelopmentinknowledgemanagementingeneralandknowledge

contributiontoelectronicrepositoriesinparticular.Ourfindingssuggestthatincreasingthelevelsofjobautonomyandtasksignificancecanmotivate

employeestocontributeknowledgetoelectronicrepositoriesthroughimprovingtheiraffective

commitment.limitations：didnotdistinguishbetweenpositiveandnegativetaskfeedbackweakcurvilineareffectsmighthavegoneundetected.doesnotconsiderindividualandsocialcharacteristicsMorestudiesusingalongitudinaldesigntocollectdatafromothersamplesan