心理距离对知识型员工知识共享意愿的影响研究

发布时间：2018-07-28 15:28

【摘要】：知识共享是企业知识管理活动中的重要环节,也是将个人知识转化为集体知识的必要途径。个人的知识虽然是员工在组织中生存立命之根本,可以体现员工个人的工作价值,但个人知识如果不能得到交流和共享,就很难实现知识的增值。在当今知识经济的时代背景下,企业对知识的需求程度显然已经远远高于从前,知识共享能够促进组织内部知识与文化的相互融合,维持组织内的和谐氛围,加快知识在组织内部的流动速度,在员工提升自我能力的同时,也为整个企业不断注入生命力和创新力,使企业在竞争激烈的今天仍时刻保持竞争力。因此,知识共享已经成为企业管理者尤为重视的组织行为之一。然而,组织内部的知识共享过程难免会因为各种因素而受到阻碍,从而导致知识的交流和共享过程也受阻。这些因素如何作用于知识共享的过程,如何影响知识共享的主体,以及如何克服这些阻碍,尽可能使阻碍因素的影响作用最小化,都已成为当今企业管理者不得不关注和思考的现实问题。企业中的知识型员工通常依靠脑力劳动来创造工作价值,在日常工作中对知识的重视程度和使用知识的频率都远高于其他类型的员工,同时也是维持企业能够有效运作和保持企业创新力的关键成员。为了提高企业知识管理的效率,为组织创造一个良好的知识共享氛围,提高知识在企业运作中的利用率和价值,本研究采用理论推导与实证分析相结合的研究方法,将知识型员工作为研究对象,探讨心理距离对知识型员工知识共享意愿的影响。在研究过程中,本文首先对心理距离和知识共享大量文献进行归纳总结,并对知识型员工、心理距离、知识共享意愿及其各维度所涉及到的相关概念进行界定,奠定了本次研究的理论基础,其次,借鉴国际贸易及人际社交中心理距离的维度划分方式,并根据本研究的实际研究背景,本文将心理距离划分为专业背景距离、地域文化距离、权力距离和期望距离四个维度,并根据以往知识共享的划分方式,将知识共享意愿也划分为发送和接收这两个维度,并在相关研究的理论基础上进行分析与推导,提出一系列心理距离与知识共享意愿间关系的假设,以此来进一步探讨各维度间的影响关系;接下来在以往学者所开发的成熟量表基础上设计调查问卷,以企业、事业单位和高等院校中的知识型成员为调查对象进行问卷调查与数据统计;最后,通过利用SPSS 18.0分析软件对统计数据进行描述性统计、相关分析、一元和多元线性回归等分析,得出以下结论:(1)性别、年龄及受教育程度这三个因素对知识型员工的知识共享意愿均没有显著影响;(2)工作地位因素对知识型员工的知识共享意愿具有显著影响。其中工作地位的高低对其知识接收意愿并没有显著影响,而对其知识发送意愿存在显著影响;(3)心理距离对知识型员工知识共享意愿具有显著负向影响作用。经验证得出,心理距离中的四个维度,即专业背景距离、地域文化距离、权力距离和期望距离对知识发送意愿和知识接收意愿均具有显著负向影响,其中地域文化距离对知识发送意愿影响最为强烈,而期望距离对知识接收意愿影响最为强烈。根据得出的结论,本研究针对当前企业中的知识管理所存在的问题提出建议性对策。首先要合理控制组织成员的专业背景和地域文化背景差异;其次要注意权力在组织中的分配方式;最后要采取适当的激励方法满足员工的期望,提高知识共享的可能性;此外,企业还应密切关注员工的心理状态,从员工的心理角度入手来提高知识管理的效率。
[Abstract]:Knowledge sharing is an important link in enterprise knowledge management activities. It is also a necessary way to transform personal knowledge into collective knowledge. Although personal knowledge is the root of the staff's survival in the organization, it can reflect the work value of the individual, but it is difficult to realize the appreciation of the knowledge if the personal knowledge can not be exchanged and shared. Under the background of today's knowledge-based economy, the demand for knowledge is obviously higher than before. Knowledge sharing can promote the integration of knowledge and culture within the organization, maintain a harmonious atmosphere within the organization, speed up the flow of knowledge within the organization, and improve the ability of the employees as well as the whole enterprise. The continuous injection of vitality and innovation makes the enterprise still competitive in the fierce competition today. Therefore, knowledge sharing has become one of the most important organizational behaviors that enterprise managers attach great importance to. However, the process of knowledge sharing within the organization is inevitably hindered by various factors, resulting in the process of knowledge sharing and sharing. How these factors affect the process of knowledge sharing, how to affect the subject of knowledge sharing, and how to overcome these obstacles and minimize the impact of the hindrance factors have become the realistic problems that the current enterprise managers have to pay attention to and think about. The knowledge workers in the enterprise usually rely on mental labor. To create work value, the value of knowledge and the frequency of use of knowledge in daily work are far higher than those of other types of employees. At the same time, it is also the key member to maintain the effective operation and innovation of the enterprise. In order to improve the efficiency of enterprise knowledge management, create a good atmosphere of knowledge sharing for the organization and improve the organization of knowledge. The use of knowledge in the operation of the enterprise and the value of the use of theoretical deduction and empirical analysis of the research method, the knowledge workers as the research object, to explore the psychological distance to knowledge sharing willingness of knowledge workers. In the course of the study, this article first of the psychological distance and knowledge sharing of a large number of literature to sum up. To sum up and define the related concepts of knowledge workers, psychological distance, knowledge sharing will and their various dimensions, the theoretical basis of this study is laid. Secondly, the dimension division method of international trade and interpersonal social center is used for reference. According to the actual research background of this study, the psychological distance is divided into two categories. The four dimensions of professional background distance, regional cultural distance, power distance and expectation distance are divided into two dimensions according to the division of knowledge sharing, and the analysis and deduction are carried out on the basis of the theory of related research, and a series of psychological distance and knowledge sharing will be put forward. In order to further discuss the relationship between the various dimensions, the questionnaire is designed on the basis of the mature scale developed by the previous scholars, and the questionnaire survey and data statistics are carried out by the knowledge-based members in enterprises, institutions and institutions of higher learning. Finally, the statistics are made by using the SPSS 18 analysis software. The data were analyzed by descriptive statistics, correlation analysis, one element and multiple linear regression analysis to draw the following conclusions: (1) the three factors of gender, age and education level have no significant influence on knowledge sharing willingness of knowledge workers; (2) work status factors have significant influence on knowledge sharing willingness of knowledge workers. The position has no significant influence on its willingness to receive knowledge, but has a significant influence on the willingness to send knowledge. (3) psychological distance has a significant negative impact on knowledge sharing willingness. The four dimensions of psychological distance, namely, professional background distance, regional cultural distance, power distance and expectation, have a significant negative impact on the willingness of knowledge sharing. Distance has a significant negative impact on the willingness to send knowledge and the willingness to receive knowledge, in which the regional cultural distance has the strongest influence on the willingness to send knowledge, and the expected distance has the strongest influence on the willingness to receive knowledge. First, we should rationally control the professional background and regional cultural background differences of the members of the organization; secondly, pay attention to the distribution mode of power in the organization; finally, we should take appropriate incentive methods to meet the expectations of employees and improve the possibility of knowledge sharing; in addition, enterprises should pay close attention to the psychological state of the employees, from the psychological angle of the employees. Hand in hand to improve the efficiency of knowledge management.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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