知识员工工作满意度、组织信任对知识分享意愿的影响研究

发布时间：2018-02-02 09:31

本文关键词： 工作满意度组织信任知识分享意愿　出处：《广西师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：现代管理之父彼得德鲁克曾说过,“知识业已成为企业资源要素中最重要的要素之一,其他要素都必须依靠知识来更新和装备”。而知识的创造和应用,离不开知识的共享,知识分享可以使组织内的知识达到加乘的效果(Musen,1992),为组织创造更高的价值(HiddingShireen,1998)。因此,越来越多的公司认为,为了组织未来的发展,必须加强组织的知识竞争力,让知识在组织内部流动起来,鼓励员工将自己所拥有的知识与其他员工分享。员工知识分享对于企业知识管理的重要性,促使人们对员工知识分享相关课题的密切关注。对于组织中具有高度学习取向的知识员工来说,对组织的忠诚度取决于他们的工作满意度。工作满意度同时也影响了知识员工分享知识的意愿,满意度越高,员工越倾向于将自己所学分享给组织中其他人。回顾以往的研究发现,工作满意度是知识分享意愿的前因变量之一,组织信任分别与工作满意度、知识分享意愿有显著的相关关系。因此,本文以知识员工为研究对象,探讨工作满意度、组织信任对知识分享意愿的影响作用,以及组织信任在工作满意度和知识分享意愿之间的中介作用。论文主要采用理论研究与实证研究相结合的方法,首先阐述工作满意度理论、组织信任理论、知识分享理论等知识及国内外学者的相关研究成果,总结分析以往研究的进展和不足,提出本文的研究目的、研究思路,得到了各变量的维度构思,初步确定本文的研究模型,随后结合相关成熟量表及实地访谈编制问卷。本文共向京津冀地区的研发、信息技术等行业发放280份问卷,收回有效问卷226份,并对226份调研数据进行分析处理,验证假设。通过对工作满意度、组织信任、知识分享意愿的相关分析和回归分析,结果表明:(1)工作满意度中晋升机会满意度与隐性知识分享意愿负相关,工作满意度中的工作本身满意度、工作报酬满意度、上级领导满意度、同事关系满意度分别与显性知识分享意愿、隐性知识分享意愿显著正相关:(2)通过回归分析,验证了组织信任对知识员工的工作满意度与知识分享意愿关系的部分中介作用。本文的研究结论对于企业的人力资源管理政策的制定和企业文化的构建有一定的借鉴意义,并建议企业管理者建立有效的知识分享激励机制和知识管理信息系统,通过这些制度的建设促进知识员工的知识分享;重视员工的职业发展规划、建立顺畅的沟通渠道与“以人为本”的组织文化以提高员工之间的信任水平、构建学习型组织,从而促进员工间的知识分享。
[Abstract]:Peter Drucker, the father of modern management, once said, "knowledge has become one of the most important elements of enterprise resources, and the other elements must rely on knowledge to update and equip." and the creation and application of knowledge. Knowledge sharing can not be separated from the sharing of knowledge, which can make the knowledge in the organization achieve the effect of multiplying and multiplying, and create a higher value for the organization by HiddingShireen. Therefore, a growing number of companies believe that in order to organize future development, it is necessary to strengthen the knowledge competitiveness of the organization and allow knowledge to flow within the organization. Encourage employees to share their knowledge with other employees. The importance of employee knowledge sharing to enterprise knowledge management. To urge people to pay close attention to the related issues of employee knowledge sharing. For the highly learning-oriented knowledge staff in the organization. Loyalty to the organization depends on their job satisfaction. Job satisfaction also affects the willingness of knowledge workers to share knowledge, the higher the satisfaction. Employees are more likely to share what they have learned among other people in the organization. Reviewing previous studies, it is found that job satisfaction is one of the former dependent variables of knowledge sharing willingness, organizational trust and job satisfaction. There is a significant correlation between knowledge sharing intention and knowledge sharing willingness. Therefore, this paper studies the effect of job satisfaction and organizational trust on knowledge sharing willingness. As well as the intermediary role of organizational trust between job satisfaction and knowledge sharing willingness. This paper mainly adopts the method of combining theoretical research with empirical research. Firstly, the theory of job satisfaction and the theory of organizational trust are expounded. Knowledge sharing theory and related research results of scholars at home and abroad, summarized and analyzed the progress and shortcomings of previous studies, proposed the purpose of this study, research ideas, and obtained the dimensions of the concept of variables. The research model of this paper was preliminarily determined, and then the questionnaire was compiled with relevant maturity scale and field interviews. 280 questionnaires were issued to the research and development, information technology and other industries in Beijing, Tianjin and Hebei. 226 valid questionnaires were collected and 226 survey data were analyzed and processed to verify hypotheses. Correlation analysis and regression analysis of job satisfaction organizational trust and knowledge sharing willingness were conducted. The results showed that the promotion opportunity satisfaction in job satisfaction was negatively correlated with tacit knowledge sharing willingness, job satisfaction in job satisfaction, job compensation satisfaction, and superior leadership satisfaction. Coworker relationship satisfaction and explicit knowledge sharing willingness, tacit knowledge sharing willingness significantly positive correlation between two) through regression analysis. This paper verifies the role of organizational trust in mediating the relationship between job satisfaction and knowledge sharing willingness of knowledge workers. The conclusions of this paper are helpful to the formulation of human resource management policies and the construction of corporate culture. Reference significance. It is suggested that enterprise managers should establish effective knowledge sharing incentive mechanism and knowledge management information system, and promote knowledge sharing among knowledge employees through the construction of these systems. Pay attention to the staff's career development plan, establish the smooth communication channel and the "people-oriented" organizational culture to improve the level of trust between employees, build a learning organization, thus promoting the sharing of knowledge among employees.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】