知识型团队中成员社会资本对知识分享效果作用机制研究
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摘要
在知识经济时代,知识正逐渐取代金融资本和自然资源,成为组织最重要的生产要素。知识管理水平决定了组织能否在竞争中实现知识资本增值,并最终提高组织核心竞争力。作为基础和核心,知识分享是知识管理其他步骤得以实现的前提。只有通过个体间的知识分享,才能使知识从个体层面升华为组织层面,推动组织对知识进行高效管理,实现组织的经济与竞争价值。另一方面,知识的载体是人,许多组织对知识型员工进行团队管理,形成知识型团队。因此,知识型团队中知识流动、分享的规律,成为实践界、理论界共同关注、研究的重要议题。
已有研究学者在点对点的知识分享过程框架下指出,知识分享应更注重其发生的情境因素,即在特定网络中形成的结构、关系和认知能够很好的解释知识分享的过程和效果。由此,基于社会资本理论的知识分享研究成为新兴趋势。本文正是基于社会资本理论,研究知识型团队中成员在团队内部形成的社会资本对知识分享效果的作用机制。
在文献基础上,本文将知识型团队成员社会资本对知识分享效果的作用机制问题分为五个子问题:(1)社会资本变量的划分及各变量的相互作用关系:(2)社会资本对知识分享效果的影响:(3)社会资本的前因;(4)在社会资本各变量对知识分享效果影响中,知识隐性程度的调节效应;(5)社会资本对知识分享作用关系随知识型团队性质不同而发生的变化。
论文以企业研发团队和高校学术团队中的成员为样本。通过实证研究,得到以下结论:
1.社会资本各变量具有相互作用关系。本文在Nahapiet&Ghoshal(1998)、Tsai&Ghoshal(1998)对社会资本构成维度讨论的基础上,实证研究了社会资本结构变量(网络中心性)、关系变量(人际信任)和认知变量(团队认知)的关系。不同于前人单独以网络结构或信任定义社会资本,本研究通过将社会资本划分为三个变量的方式,更为全面的反映了社会资本的内涵。
在此基础上,本文对社会资本变量间的作用关系进行研究和比较。Tsai&Ghoshal(1998)发现,网络中心性、团队认知对信任具有正向影响,而网络中心性对团队认知的影响不具有统计意义上的显著性。然而,Tsai和Ghoshal的研究仅仅针对同一组织中15个部门而得出结论。本文在大样本的基础上发现,网络中心性、团队认知正向影响人际信任,而网络中心性对团队认知的正向影响在统计意义上是显著的。本结论在证伪了Tsai&Ghoshal(1998)相关结论的同时,证实了Levin&Cross(2003)和罗家德等(2007)的观点,从而为这一问题的争论提供了新的证据。
2.社会资本变量显著影响知识分享效果。学者们(Ibarra,1993;Hansen,2002;Seokwoo Song,et al.,2007;Holste&Fields,2003;Szulanski,et al.,2004;Mooradian,et al.,2007;Tsai&Ghoshal,1998;罗家德等,2007;柯江林等,2007;谢荷锋,2007)发现,社会资本结构变量、关系变量对知识分享效果均具有正向影响。而Tsai&Ghoshal(1998)、罗家德等(2007)发现,团队认知对知识分享效果不产生显著的直接影响,而是通过信任产生间接影响。本研究在证实上述关于结构变量、关系变量对知识分享效果具有正向影响的观点外,更发现团队认知显著影响知识分享效果。该结论说明,基于共同价值观、共同语言的团队认知是成员获得知识分享效果的基础,它对知识分享效果具有直接影响作用。
研究同时发现,作为一个整体概念,社会资本能够解释知识型团队知识分享效果的71.2%:而就其下属三个变量而言,对知识型团队知识分享效果的影响强度,按照回归系数由大到小依次是:人际信任(0.307)、团队认知(0.283)、网络中心性(0.279)。此结论证实了运用社会资本理论解释知识分享效果的合理性,并得到社会资本各变量与知识分享效果之间的作用大小。
结合上述两点的结论,本研究认为,社会资本各变量对知识分享效果均具有显著的正向影响,且各变量间存在相互作用关系。其中,以网络中心性为代表的结构变量是社会资本最基础的内容,它正向影响成员的知识分享效果,并有效推动关系变量、认知变量的形成;以团队认知为代表的认知变量是社会资本不可或缺的内容,共同价值观、共同语言是成员有效学习的保障,它推动成员建立普遍的信任关系:以人际信任为代表的关系变量则是社会资本变量中最核心的内容,人际信任来源于网络中心性和团队认知,它始终是成员获得知识分享效果的关键因素。
3.个体因素、组织因素影响成员社会资本的形成。本研究把影响成员社会资本形成的因素分为个体因素和组织因素,通过实证发现:①自我监控的人格特征对网络中心性具有显著的正向影响;②善良的人格特征对人际信任具有显著的正向影响;③个体能力对网络中心性具有显著的正向影响;④个体能力对人际信任具有显著的正向影响;⑤团队沟通对团队认知具有显著的正向影响;⑥团队沟通对人际信任的影响在统计上不显著。
4.不同性质的知识型团队,其社会资本各变量的相互作用关系存在差异。前人研究知识型团队中社会资本与知识分享的关系,绝大多数以来自企业的R&D团队、知识部门、专业社群为对象,少有文献运用社会资本理论关注高校中知识型团队的知识分享现象,更是鲜有文献对不同性质的知识型团队当中,成员社会资本与知识分享的作用机制进行比较和探讨。本文为弥补这一缺失,将知识型团队分为高校学术团队和企业研发团队,并关注不同的团队性质给社会资本与知识分享效果的作用机制带来的影响。
分类研究发现,在两类知识型团队中,社会资本各变量之间的作用关系存在差异,而其余假设的检验结果保持一致。对于高校学术团队而言,网络中心性对人际信任的影响程度、网络中心性对团队认知的影响程度、团队认知对人际信任的影响程度要显著高于企业研发团队。该结论表明,尽管网络中心性正向影响人际信任、网络中心性正向影响团队认知、团队认知正向影响人际信任,但这些影响具有团队差异性。社会资本各变量的相互作用关系随着团队性质的不同而不同。本研究的经验说明,在研究知识网络中的知识分享时,必须关注网络性质对知识分享的影响。
5.知识隐性程度在社会资本对知识分享效果的影响中具有调节效应。本文比知识分享二元层次的基础上更进一步,探讨了基于知识型团队形成的知识网络背景下,知识隐性程度的调节效应。实证结果发现,在网络中心性、人际信任对知识分享效果的影响中,知识隐性程度具有调节效应。此结论和Levin&Cross(2003)和Seokwoo Song,et al.(2007)的结论保持一致。此外,本文创新性的发现,知识隐性程度在团队认知对知识分享效果的影响过程中也存在调节作用。
During knowledge era, knowledge has been replacing financial capital and natural resources to be the most important production for an organization. The management level of knowledge is just the factor that determines whether an organization can increase its knowledge value and finally to enhance its core competency. As the foundation and core, knowledge sharing is the premise for the other procedures in knowledge management. Only by knowledge sharing among individuals, an organization can improve its knowledge management and obtain its economic and competing value. At the same time, many knowledge-based teams are founded to manage those knowledge-based employees. Therefore, the rules of knowledge flowing and sharing in knowledge-based teams have become an important theme, attracting attentions from both practical and theoretical world.
Within the peer-to-peer framework of knowledge sharing, scholars suggest that the context should be emphasized. That is to say, the procedures and effects of knowledge sharing can be explained better by the structure, relationship, and cognition formed in certain network. In line with this, researches on knowledge sharing based on social capital theory have emerged as a kind of trend. The present dissertation focuses on the influence mechanism of internal social capital formed by members within knowledge-based team on the knowledge sharing effect, with theories of social capital as the foundation.
Based on the literatures, the topic of this dissertation is divided into five sub-topics: (1) the division of the variable of social capital, and the inter-relationships among the sub variables; (2) the influence of social capital on knowledge sharing effect; (3) the antecedents of social capital; (4) the mediating role of knowledge tacit on the relationship between social capital variables and knowledge sharing effect; (5) the influence of social capital on knowledge sharing changes along with the different character of knowledge-based team.
R&D teams from enterprises and academic teams from universities are taken as the subjects of this dissertation. Conclusions from empirical study on these teams are as following.
1. There are inter-relationships among the variables of social capital. Based on the discussion on the dimensions of social capital made by Nahapiet & Ghoshal(1998), Tsai & Ghoshal(1998), empirical study is conducted on the relationships among the structural variable (network centrality), the relational variable (interpersonal trust), and the cognitive variable (team cognition). By dividing the social capital variable into three sub variables, the essence of social capital is reflected more detailed. Such paradigm is different from the previous studies.
Tsai & Ghoshal(1998) suggested that network centrality and team cognition have positive effect on trust, while the influence of network centrality on team cognition is not significant. But such conclusions were made only from 15 departments in one organization. Based on large scale of samples, this dissertation reveals that both network centrality and team cognition have positive effect on interpersonal trust, and network centrality has significant positive effect on team cognition. Being different from Tsai & Ghoshal(1998), the conclusions here support the views of Levin & Cross (2003), and Luo J.D, et al. (2007), which provides new evidence for this controversy.
2. Social capital has significant influence on knowledge sharing effect. A large body of literature(Ibarra, 1993; Hansen, 2002; Seokwoo Song, et al., 2007; Holste & Fields, 2003; Szulanski, et al., 2004; Mooradian, et al., 2007; Tsai & Ghoshal, 1998; Luo J.D., 2007; Ke J.L., 2007; Xie H.F., 2007)reveals that both the structural variable and relational variable have positive influence on knowledge sharing effect. Contrasting to these studies, Tsai & Ghoshal(1998) and Luo(2007)found that there was no significant influence of team cognition on knowledge sharing effect, but the indirect influence mediating by trust existed. This dissertation not only confirms the positive influence of both the structural variable and the relational variable on knowledge sharing effect, but also finds team cognition has positive influence on knowledge sharing effect. Such conclusions suggest that, the team cognition based on shared valuation, and shared language is the foundation of knowledge sharing effect, and has its direct influence on knowledge sharing effect.
It is found that social capital can explain 71.2% of knowledge sharing effect of knowledge-based team as a whole concept. The ranking of influencing power from high to low is: interpersonal trust (0.307), team cognition (0.283), and network centrality (0.279). This result confirms the rationality of using social capital theory to explain knowledge sharing effect, with obtaining the influencing power of sub variables of social capital on knowledge sharing effect.
This dissertation suggests that social capital variables all have significantly positive influence on knowledge sharing effect, and there are interrelationships among these sub variables. As the representative of structural variable, network centrality is the foundation of social capital, which has positive influence on the knowledge sharing effect, and enhances the formation of the relational variable and the cognitive variable. The cognitive variable is the necessary content of social capital. Besides this, the cognitive variable enhances the formulation of interpersonal trust relationships among team members. The interpersonal trust is a exemplar of the relational variable, and it is the core of social capital. Deriving from network centrality and team cognition, interpersonal trust is always the key element for the team members to acquire knowledge sharing effect.
3. The individual and organizational factors influence the form of the team members' social capital. Dividing the form factors of the team members' social capital into individual and organizational factors, the empirical study in this dissertation reveals the following conclusions.①The personality of self-monitor has positive influence on network centrality;②The personality of benevolence has positive influence on interpersonal trust;③The individual ability has positive influence on network centrality;④The interpersonal trust is positively influenced by individual ability;⑤The team communication loads positive effect on team cognition;⑥There is not statically significant influence of team communication on interpersonal trust.
4. The interrelationships of the sub variables of social capital change along with the character of knowledge-based team. The R&D team, knowledge department, and professional community are often used to research the relationship between social capital and knowledge sharing in knowledge-based team, while little effort is put on the knowledge sharing in university knowledge-based team from the perspective of social capital, not to say the comparison research on the influencing mechanism of social capital on knowledge sharing in different knowledge-based team. This dissertation makes up this absence by dividing knowledge based team into R&D team in enterprises and academic team in universities, and focuses on the team character's impact on the influencing mechanism of social capital on knowledge sharing effect.
The group research finds that the verification results of all hypotheses are congruent in the two types of knowledge based team, except for the interrelationships of the sub variables of social capital. Compared to R&D team in enterprises, network centrality has significantly higher impact on interpersonal trust and team cognition in academic teams in universities. So does the influence of team cognition on interpersonal trust. These results suggest that the positive influence of network centrality on interpersonal trust is dependent on the team character, as well as the influence of network centrality on team cognition and team cognition on interpersonal trust.
5. The knowledge tacit mediates the impact of social capital on knowledge sharing effect. The dissertation takes further steps than the binary hierarchy of knowledge sharing to discuss the mediating role of knowledge tacit against the background of knowledge network formed in knowledge-based team. The empirical study reveals that the knowledge tacit mediates the impact of network centrality and interpersonal trust on knowledge sharing effect. This result is identical to Levin & Cross(2003), Seokwoo Song, et al. (2007). Besides of these, the other innovative conclusion of this dissertation is the mediating role of knowledge tacit on the influencing process of team cognition on knowledge sharing effect.
已有研究学者在点对点的知识分享过程框架下指出,知识分享应更注重其发生的情境因素,即在特定网络中形成的结构、关系和认知能够很好的解释知识分享的过程和效果。由此,基于社会资本理论的知识分享研究成为新兴趋势。本文正是基于社会资本理论,研究知识型团队中成员在团队内部形成的社会资本对知识分享效果的作用机制。
在文献基础上,本文将知识型团队成员社会资本对知识分享效果的作用机制问题分为五个子问题:(1)社会资本变量的划分及各变量的相互作用关系:(2)社会资本对知识分享效果的影响:(3)社会资本的前因;(4)在社会资本各变量对知识分享效果影响中,知识隐性程度的调节效应;(5)社会资本对知识分享作用关系随知识型团队性质不同而发生的变化。
论文以企业研发团队和高校学术团队中的成员为样本。通过实证研究,得到以下结论:
1.社会资本各变量具有相互作用关系。本文在Nahapiet&Ghoshal(1998)、Tsai&Ghoshal(1998)对社会资本构成维度讨论的基础上,实证研究了社会资本结构变量(网络中心性)、关系变量(人际信任)和认知变量(团队认知)的关系。不同于前人单独以网络结构或信任定义社会资本,本研究通过将社会资本划分为三个变量的方式,更为全面的反映了社会资本的内涵。
在此基础上,本文对社会资本变量间的作用关系进行研究和比较。Tsai&Ghoshal(1998)发现,网络中心性、团队认知对信任具有正向影响,而网络中心性对团队认知的影响不具有统计意义上的显著性。然而,Tsai和Ghoshal的研究仅仅针对同一组织中15个部门而得出结论。本文在大样本的基础上发现,网络中心性、团队认知正向影响人际信任,而网络中心性对团队认知的正向影响在统计意义上是显著的。本结论在证伪了Tsai&Ghoshal(1998)相关结论的同时,证实了Levin&Cross(2003)和罗家德等(2007)的观点,从而为这一问题的争论提供了新的证据。
2.社会资本变量显著影响知识分享效果。学者们(Ibarra,1993;Hansen,2002;Seokwoo Song,et al.,2007;Holste&Fields,2003;Szulanski,et al.,2004;Mooradian,et al.,2007;Tsai&Ghoshal,1998;罗家德等,2007;柯江林等,2007;谢荷锋,2007)发现,社会资本结构变量、关系变量对知识分享效果均具有正向影响。而Tsai&Ghoshal(1998)、罗家德等(2007)发现,团队认知对知识分享效果不产生显著的直接影响,而是通过信任产生间接影响。本研究在证实上述关于结构变量、关系变量对知识分享效果具有正向影响的观点外,更发现团队认知显著影响知识分享效果。该结论说明,基于共同价值观、共同语言的团队认知是成员获得知识分享效果的基础,它对知识分享效果具有直接影响作用。
研究同时发现,作为一个整体概念,社会资本能够解释知识型团队知识分享效果的71.2%:而就其下属三个变量而言,对知识型团队知识分享效果的影响强度,按照回归系数由大到小依次是:人际信任(0.307)、团队认知(0.283)、网络中心性(0.279)。此结论证实了运用社会资本理论解释知识分享效果的合理性,并得到社会资本各变量与知识分享效果之间的作用大小。
结合上述两点的结论,本研究认为,社会资本各变量对知识分享效果均具有显著的正向影响,且各变量间存在相互作用关系。其中,以网络中心性为代表的结构变量是社会资本最基础的内容,它正向影响成员的知识分享效果,并有效推动关系变量、认知变量的形成;以团队认知为代表的认知变量是社会资本不可或缺的内容,共同价值观、共同语言是成员有效学习的保障,它推动成员建立普遍的信任关系:以人际信任为代表的关系变量则是社会资本变量中最核心的内容,人际信任来源于网络中心性和团队认知,它始终是成员获得知识分享效果的关键因素。
3.个体因素、组织因素影响成员社会资本的形成。本研究把影响成员社会资本形成的因素分为个体因素和组织因素,通过实证发现:①自我监控的人格特征对网络中心性具有显著的正向影响;②善良的人格特征对人际信任具有显著的正向影响;③个体能力对网络中心性具有显著的正向影响;④个体能力对人际信任具有显著的正向影响;⑤团队沟通对团队认知具有显著的正向影响;⑥团队沟通对人际信任的影响在统计上不显著。
4.不同性质的知识型团队,其社会资本各变量的相互作用关系存在差异。前人研究知识型团队中社会资本与知识分享的关系,绝大多数以来自企业的R&D团队、知识部门、专业社群为对象,少有文献运用社会资本理论关注高校中知识型团队的知识分享现象,更是鲜有文献对不同性质的知识型团队当中,成员社会资本与知识分享的作用机制进行比较和探讨。本文为弥补这一缺失,将知识型团队分为高校学术团队和企业研发团队,并关注不同的团队性质给社会资本与知识分享效果的作用机制带来的影响。
分类研究发现,在两类知识型团队中,社会资本各变量之间的作用关系存在差异,而其余假设的检验结果保持一致。对于高校学术团队而言,网络中心性对人际信任的影响程度、网络中心性对团队认知的影响程度、团队认知对人际信任的影响程度要显著高于企业研发团队。该结论表明,尽管网络中心性正向影响人际信任、网络中心性正向影响团队认知、团队认知正向影响人际信任,但这些影响具有团队差异性。社会资本各变量的相互作用关系随着团队性质的不同而不同。本研究的经验说明,在研究知识网络中的知识分享时,必须关注网络性质对知识分享的影响。
5.知识隐性程度在社会资本对知识分享效果的影响中具有调节效应。本文比知识分享二元层次的基础上更进一步,探讨了基于知识型团队形成的知识网络背景下,知识隐性程度的调节效应。实证结果发现,在网络中心性、人际信任对知识分享效果的影响中,知识隐性程度具有调节效应。此结论和Levin&Cross(2003)和Seokwoo Song,et al.(2007)的结论保持一致。此外,本文创新性的发现,知识隐性程度在团队认知对知识分享效果的影响过程中也存在调节作用。
During knowledge era, knowledge has been replacing financial capital and natural resources to be the most important production for an organization. The management level of knowledge is just the factor that determines whether an organization can increase its knowledge value and finally to enhance its core competency. As the foundation and core, knowledge sharing is the premise for the other procedures in knowledge management. Only by knowledge sharing among individuals, an organization can improve its knowledge management and obtain its economic and competing value. At the same time, many knowledge-based teams are founded to manage those knowledge-based employees. Therefore, the rules of knowledge flowing and sharing in knowledge-based teams have become an important theme, attracting attentions from both practical and theoretical world.
Within the peer-to-peer framework of knowledge sharing, scholars suggest that the context should be emphasized. That is to say, the procedures and effects of knowledge sharing can be explained better by the structure, relationship, and cognition formed in certain network. In line with this, researches on knowledge sharing based on social capital theory have emerged as a kind of trend. The present dissertation focuses on the influence mechanism of internal social capital formed by members within knowledge-based team on the knowledge sharing effect, with theories of social capital as the foundation.
Based on the literatures, the topic of this dissertation is divided into five sub-topics: (1) the division of the variable of social capital, and the inter-relationships among the sub variables; (2) the influence of social capital on knowledge sharing effect; (3) the antecedents of social capital; (4) the mediating role of knowledge tacit on the relationship between social capital variables and knowledge sharing effect; (5) the influence of social capital on knowledge sharing changes along with the different character of knowledge-based team.
R&D teams from enterprises and academic teams from universities are taken as the subjects of this dissertation. Conclusions from empirical study on these teams are as following.
1. There are inter-relationships among the variables of social capital. Based on the discussion on the dimensions of social capital made by Nahapiet & Ghoshal(1998), Tsai & Ghoshal(1998), empirical study is conducted on the relationships among the structural variable (network centrality), the relational variable (interpersonal trust), and the cognitive variable (team cognition). By dividing the social capital variable into three sub variables, the essence of social capital is reflected more detailed. Such paradigm is different from the previous studies.
Tsai & Ghoshal(1998) suggested that network centrality and team cognition have positive effect on trust, while the influence of network centrality on team cognition is not significant. But such conclusions were made only from 15 departments in one organization. Based on large scale of samples, this dissertation reveals that both network centrality and team cognition have positive effect on interpersonal trust, and network centrality has significant positive effect on team cognition. Being different from Tsai & Ghoshal(1998), the conclusions here support the views of Levin & Cross (2003), and Luo J.D, et al. (2007), which provides new evidence for this controversy.
2. Social capital has significant influence on knowledge sharing effect. A large body of literature(Ibarra, 1993; Hansen, 2002; Seokwoo Song, et al., 2007; Holste & Fields, 2003; Szulanski, et al., 2004; Mooradian, et al., 2007; Tsai & Ghoshal, 1998; Luo J.D., 2007; Ke J.L., 2007; Xie H.F., 2007)reveals that both the structural variable and relational variable have positive influence on knowledge sharing effect. Contrasting to these studies, Tsai & Ghoshal(1998) and Luo(2007)found that there was no significant influence of team cognition on knowledge sharing effect, but the indirect influence mediating by trust existed. This dissertation not only confirms the positive influence of both the structural variable and the relational variable on knowledge sharing effect, but also finds team cognition has positive influence on knowledge sharing effect. Such conclusions suggest that, the team cognition based on shared valuation, and shared language is the foundation of knowledge sharing effect, and has its direct influence on knowledge sharing effect.
It is found that social capital can explain 71.2% of knowledge sharing effect of knowledge-based team as a whole concept. The ranking of influencing power from high to low is: interpersonal trust (0.307), team cognition (0.283), and network centrality (0.279). This result confirms the rationality of using social capital theory to explain knowledge sharing effect, with obtaining the influencing power of sub variables of social capital on knowledge sharing effect.
This dissertation suggests that social capital variables all have significantly positive influence on knowledge sharing effect, and there are interrelationships among these sub variables. As the representative of structural variable, network centrality is the foundation of social capital, which has positive influence on the knowledge sharing effect, and enhances the formation of the relational variable and the cognitive variable. The cognitive variable is the necessary content of social capital. Besides this, the cognitive variable enhances the formulation of interpersonal trust relationships among team members. The interpersonal trust is a exemplar of the relational variable, and it is the core of social capital. Deriving from network centrality and team cognition, interpersonal trust is always the key element for the team members to acquire knowledge sharing effect.
3. The individual and organizational factors influence the form of the team members' social capital. Dividing the form factors of the team members' social capital into individual and organizational factors, the empirical study in this dissertation reveals the following conclusions.①The personality of self-monitor has positive influence on network centrality;②The personality of benevolence has positive influence on interpersonal trust;③The individual ability has positive influence on network centrality;④The interpersonal trust is positively influenced by individual ability;⑤The team communication loads positive effect on team cognition;⑥There is not statically significant influence of team communication on interpersonal trust.
4. The interrelationships of the sub variables of social capital change along with the character of knowledge-based team. The R&D team, knowledge department, and professional community are often used to research the relationship between social capital and knowledge sharing in knowledge-based team, while little effort is put on the knowledge sharing in university knowledge-based team from the perspective of social capital, not to say the comparison research on the influencing mechanism of social capital on knowledge sharing in different knowledge-based team. This dissertation makes up this absence by dividing knowledge based team into R&D team in enterprises and academic team in universities, and focuses on the team character's impact on the influencing mechanism of social capital on knowledge sharing effect.
The group research finds that the verification results of all hypotheses are congruent in the two types of knowledge based team, except for the interrelationships of the sub variables of social capital. Compared to R&D team in enterprises, network centrality has significantly higher impact on interpersonal trust and team cognition in academic teams in universities. So does the influence of team cognition on interpersonal trust. These results suggest that the positive influence of network centrality on interpersonal trust is dependent on the team character, as well as the influence of network centrality on team cognition and team cognition on interpersonal trust.
5. The knowledge tacit mediates the impact of social capital on knowledge sharing effect. The dissertation takes further steps than the binary hierarchy of knowledge sharing to discuss the mediating role of knowledge tacit against the background of knowledge network formed in knowledge-based team. The empirical study reveals that the knowledge tacit mediates the impact of network centrality and interpersonal trust on knowledge sharing effect. This result is identical to Levin & Cross(2003), Seokwoo Song, et al. (2007). Besides of these, the other innovative conclusion of this dissertation is the mediating role of knowledge tacit on the influencing process of team cognition on knowledge sharing effect.
引文
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