员工关系、沟通对其知识共享与知识整合作用的机制研究
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摘要
随着知识经济时代的到来,知识的普及、应用与开发日益成为经济增长、社会发展的关键,由此企业竞争的焦点也逐渐转为知识的获取与利用。其中,获取外部知识固然非常重要,但考虑到获取外部知识的重重困难和高额成本,有效地管理和利用企业内部的知识对构建组织竞争优势显得尤为紧要。在企业内部知识开发与运用中,内部知识管理的两个重要环节——知识共享与知识整合引起了理论界和实践界的极大关注。
中国是一个“关系导向”的社会,关系在中国人社会生活中的重要地位已得到共识。为谋求关系的稳定与发展,中国人还非常注重沟通中的艺术、策略。为了对中国企业内部知识共享与整合提出更具本土契合性的理论指导,本文选择以关系、沟通——这种重要且有特色的中国文化现象为切入点,分析其对企业员工知识共享意愿、知识整合能力的影响。
通过对相关理论研究的回顾,笔者发现以往关系、沟通及知识共享、知识整合研究无法系统地回答以下理论问题:①关系的内在构成是什么?②关系是如何影响员工知识共享与知识整合的?③沟通对知识共享与知识整合存在怎样的作用机理?④知识共享与知识整合之间存在怎样的联系?
围绕上述问题,本文以企业员工为研究对象,沿着“关系→沟通行为→知识共享与知识整合”的逻辑思路,提出具体的研究假设和理论模型,采用问卷调查的方式获取研究数据,利用SPSS 11.5和AMOS 5.0等软件工具,对研究假设和理论模型进行了实证分析。本文的主要研究内容及结论如下:
(1)分析关系的内容与结构、维度。本研究基于国内外关系理论文献的回顾,对我国文化背景下的关系内涵进行了梳理,并依据关系成分特征,将关系划分为三维度,包括义务性关系、情感性关系和工具性关系,其中义务性关系是基于伦理道德约束下的关系,情感性关系是基于真正、发自内心感情的关系,工具性关系是基于物质性目标(利益目标)的关系。在此基础上,本文通过小样本预测及大规模调研,对此关系维度划分的有效性进行了充分验证。从分析结果来看,关系的三个维度是可以清晰区分的,三维度的划分是成立的。同时,研究还发现关系的三个维度之间存在着紧密联系。如义务性关系与情感性关系存在正相关(r=0.244,p=0.000),义务性、情感性关系均与工具性关系呈负相关(r=-0.189,p=0.000;r=-0.166,p=0.000)。从研究模型中关系对沟通及员工知识共享、知识整合的作用方向看,义务性、情感性关系的作用方向也是一致的,如对合作性沟通、员工知识共享和知识整合都有正向作用,对竞争性沟通的作用均是负向的。
(2)剖析员工间关系对员工知识共享与知识整合作用的内在机理。本研究引入合作性沟通、竞争性沟通和回避性沟通,探询关系影响知识共享意愿与整合能力的内在机理,并运用结构方程建模方法就三类沟通行为的作用大小、作用机理加以详细研究。结果显示,关系影响合作性沟通、竞争性沟通和回避性沟通,进而影响知识共享与知识整合的部分中介修正模型拟合优度最佳。其中,在义务性关系、情感性关系和工具性关系对员工知识共享意愿的影响中,合作性沟通、竞争性沟通和回避性沟通共同起着部分中介作用;在义务性关系、工具性关系对员工知识整合能力的影响中,合作性沟通起了部分中介作用;而情感性关系对员工知识整合能力的影响中,合作性沟通则起了完全中介作用。
(3)探讨知识共享对知识整合的影响。知识共享与知识整合作为知识管理的两个重要环节,二者的联系却缺乏深入研究与经验验证。本研究在文献回顾与深度访谈的基础上,提出知识共享会促进知识整合的理论假设,并通过经验研究对这一假设进行了检验。结论表明,员工的知识共享对其知识整合存在显著的积极影响(β=0.384,p<0.001)。
(4)探索影响合作性沟通、竞争性沟通、回避性沟通、知识共享意愿与知识整合能力的其它因素。本研究探讨关系对合作性沟通、竞争性沟通和回避性沟通以及知识共享意愿与知识整合能力的影响,但沟通行为和知识共享意愿、知识整合能力除了会受到关系的作用之外,还会受到其它因素的影响。本研究将员工的性别、年龄、学历、组织工龄、工作部门以及所在企业的规模、性质、行业和地区等因素作为控制变量,以检验其对沟通行为和知识共享与知识整合的影响。研究结果表明,相对于大专、本科和研究生学历的员工,高中学历的员工的知识整合能力较差;相对于其他部门的员工,销售部门的员工的合作性沟通较弱;相对于其他组织工龄较少的员工,组织工龄在7年以上的员工的回避性沟通更强;相对于普通职员和基层经理,高层经理的知识整合能力较高。
本研究以关系为逻辑主线,深入剖析了关系、沟通行为对员工知识共享、知识整合的作用机理,在某种程度上丰富了关系理论、沟通行为理论、知识共享和知识整合理论,并为我国企业内部沟通管理、知识管理提供了本土契合度较高的理论框架。当然,本研究也存在某些不足之处,有待更深入与精细的后续研究。
Knowledge had become the critical factor to economy growth and social development. The nature of firm competition and the sources of competitive advantage have shifted toward knowledge-based resources. The topic of better managing a firm's intellectual assets to achieve competitive advantage has received a great deal of attention in management research. In particular, researchers have argued that the ability to leverage valuable existing knowledge internally is critical to building competitive advantage because of the scarcity of valuable internal knowledge and the difficulty and expense of creating new knowledge. One important way of leveraging existing knowledge is through the sharing and integration of existing firm-specific knowledge among different individuals within the organization. It has been recognized that such intrafirm knowledge sharing and integration is a critical source of competitive advantage, and the key to firm sustainable growth and a driver of firm performance.
There are many factors that influence the willingness of employees' knowledge sharing and the capability of employees' knowledge integration. From the guanxi perspective, the purpose of this research is to explore the function mechanism of employees' guanxi on their willingness of knowledge sharing and capability of knowledge integration and give the firm of China more advices of indigenous compatibility.
According to the investigation of guanxi, communication, knowledge sharing, knowledge integration and other relative literature reviews, the author confirmed some theoretical issues unresolved: What is the construct of guanxi? How does guanxi influence employees' knowledge sharing and knowledge integration? How does communication influence employees' knowledge sharing and knowledge integration? What kinds of relationship exist between knowledge sharing and knowledge integration?
Following the way of "guanxi→communication behavior→knowledge sharing and integration", the author proposed a series of research hypotheses and a theoretical model, and conducted this research with organizational members through questionnaire to resolve the above issues.
A. The construct of guanxi was explored.
Through the literatures review, the paper defined employees' guanxi as a construct characterized by three dimensions based on its component, which includes obligational guanxi, expressive guanxi and instructive guanxi. Obligational guanxi is based on the traditional ethics, expressive guanxi is based on the real affection, and instructive guanxi is based on the material interests. Empirical study showed that these measure scales had good reliability and validity.
At the same time, this research found there are a positive relationship between obligational guanxi and expressive guanxi (r=0.244, p=0.000) , a negative relationship between obligational guanxi and instructive guanxi ( r= -0.189, p=0.000); expressive guanxi and instructive guanxi (r= -0.166, p=0.000) .The same conclusion was also gotten from the influence of guanxi's different dimensions to employees' knowledge sharing and integration. Expressive guanxi as well as obligational guanxi had positive influence upon employees' cooperative communication, knowledge sharing and integration, and negative influence on employees' competitive communication.
B. The mechanism of guanxi on employees' willingness of knowledge sharing and capability of knowledge integration was explored.
This research took cooperative communication, competitive communication and avoiding communication as the mediators to explore the intrinsic mechanism of guanxi on employees' willingness of knowledge sharing and capability of knowledge integration, and using the SEM (structural equation modeling), the research also compared the influences and effect mechanisms of three kinds of communication behaviors. The outcomes of the test showed that the modified semi-mediation model had best fitness, i.e. Guanxi affected knowledge sharing and knowledge integration through the mediation of cooperative communication, competitive communication and avoiding communication partially. The results also revealed that cooperative communication, competitive communication and avoiding communication were the semi-mediators between guanxi and willingness of knowledge sharing. Cooperative communication was the semi-mediator between obligational guanxi and capability of knowledge integration, the full-mediator between expressive guanxi and capability of knowledge integration, the semi-mediator between instructive guanxi and capability of knowledge integration.
C. The influential effect of willingness of knowledge sharing on capability of knowledge integration was tested.
Based on literature review and depth interview, this study discussed the effect of willingness of knowledge sharing on capability of knowledge integration, and the empirical research found that willingness of knowledge sharing had significant effect on capability of knowledge integration (β=0.384、p<0.001).
D. Other factors that influence cooperative communication, competitive communication, avoiding communication, willingness of knowledge sharing and capability of knowledge integration were identified.
Cooperative communication, competitive communication and avoiding communication were the mediator variables; knowledge sharing and integration were the dependent variables in the theoretical model. There are many other factors that influence these variables. The paper took employees' individual variables such as sex, age, educational background, working time in the organization, department, and organizational variables such as the firm property, sector and size et al., as control variables, and analyzed their influence on the mediator variables and the dependent variables. The ANOVA results showed that the employees with senior high school education background had less capability of knowledge integration than other having higher education background; the employees in marketing department had lower scores on cooperative communication than others; compared with common staffs and front-line manager, top manager had higher scores on capability of knowledge integration; the employees whose working time in the organization more than seven years had higher scores on avoiding communication than the other.
Through exploring the mechanism of guanxi on willingness of knowledge sharing and capability of knowledge integration, this paper enriched theories of guanxi, communication, knowledge sharing and integration. Finally, the theoretical progresses and practical implications were discussed, as well as the research limitations and future study directions.
中国是一个“关系导向”的社会,关系在中国人社会生活中的重要地位已得到共识。为谋求关系的稳定与发展,中国人还非常注重沟通中的艺术、策略。为了对中国企业内部知识共享与整合提出更具本土契合性的理论指导,本文选择以关系、沟通——这种重要且有特色的中国文化现象为切入点,分析其对企业员工知识共享意愿、知识整合能力的影响。
通过对相关理论研究的回顾,笔者发现以往关系、沟通及知识共享、知识整合研究无法系统地回答以下理论问题:①关系的内在构成是什么?②关系是如何影响员工知识共享与知识整合的?③沟通对知识共享与知识整合存在怎样的作用机理?④知识共享与知识整合之间存在怎样的联系?
围绕上述问题,本文以企业员工为研究对象,沿着“关系→沟通行为→知识共享与知识整合”的逻辑思路,提出具体的研究假设和理论模型,采用问卷调查的方式获取研究数据,利用SPSS 11.5和AMOS 5.0等软件工具,对研究假设和理论模型进行了实证分析。本文的主要研究内容及结论如下:
(1)分析关系的内容与结构、维度。本研究基于国内外关系理论文献的回顾,对我国文化背景下的关系内涵进行了梳理,并依据关系成分特征,将关系划分为三维度,包括义务性关系、情感性关系和工具性关系,其中义务性关系是基于伦理道德约束下的关系,情感性关系是基于真正、发自内心感情的关系,工具性关系是基于物质性目标(利益目标)的关系。在此基础上,本文通过小样本预测及大规模调研,对此关系维度划分的有效性进行了充分验证。从分析结果来看,关系的三个维度是可以清晰区分的,三维度的划分是成立的。同时,研究还发现关系的三个维度之间存在着紧密联系。如义务性关系与情感性关系存在正相关(r=0.244,p=0.000),义务性、情感性关系均与工具性关系呈负相关(r=-0.189,p=0.000;r=-0.166,p=0.000)。从研究模型中关系对沟通及员工知识共享、知识整合的作用方向看,义务性、情感性关系的作用方向也是一致的,如对合作性沟通、员工知识共享和知识整合都有正向作用,对竞争性沟通的作用均是负向的。
(2)剖析员工间关系对员工知识共享与知识整合作用的内在机理。本研究引入合作性沟通、竞争性沟通和回避性沟通,探询关系影响知识共享意愿与整合能力的内在机理,并运用结构方程建模方法就三类沟通行为的作用大小、作用机理加以详细研究。结果显示,关系影响合作性沟通、竞争性沟通和回避性沟通,进而影响知识共享与知识整合的部分中介修正模型拟合优度最佳。其中,在义务性关系、情感性关系和工具性关系对员工知识共享意愿的影响中,合作性沟通、竞争性沟通和回避性沟通共同起着部分中介作用;在义务性关系、工具性关系对员工知识整合能力的影响中,合作性沟通起了部分中介作用;而情感性关系对员工知识整合能力的影响中,合作性沟通则起了完全中介作用。
(3)探讨知识共享对知识整合的影响。知识共享与知识整合作为知识管理的两个重要环节,二者的联系却缺乏深入研究与经验验证。本研究在文献回顾与深度访谈的基础上,提出知识共享会促进知识整合的理论假设,并通过经验研究对这一假设进行了检验。结论表明,员工的知识共享对其知识整合存在显著的积极影响(β=0.384,p<0.001)。
(4)探索影响合作性沟通、竞争性沟通、回避性沟通、知识共享意愿与知识整合能力的其它因素。本研究探讨关系对合作性沟通、竞争性沟通和回避性沟通以及知识共享意愿与知识整合能力的影响,但沟通行为和知识共享意愿、知识整合能力除了会受到关系的作用之外,还会受到其它因素的影响。本研究将员工的性别、年龄、学历、组织工龄、工作部门以及所在企业的规模、性质、行业和地区等因素作为控制变量,以检验其对沟通行为和知识共享与知识整合的影响。研究结果表明,相对于大专、本科和研究生学历的员工,高中学历的员工的知识整合能力较差;相对于其他部门的员工,销售部门的员工的合作性沟通较弱;相对于其他组织工龄较少的员工,组织工龄在7年以上的员工的回避性沟通更强;相对于普通职员和基层经理,高层经理的知识整合能力较高。
本研究以关系为逻辑主线,深入剖析了关系、沟通行为对员工知识共享、知识整合的作用机理,在某种程度上丰富了关系理论、沟通行为理论、知识共享和知识整合理论,并为我国企业内部沟通管理、知识管理提供了本土契合度较高的理论框架。当然,本研究也存在某些不足之处,有待更深入与精细的后续研究。
Knowledge had become the critical factor to economy growth and social development. The nature of firm competition and the sources of competitive advantage have shifted toward knowledge-based resources. The topic of better managing a firm's intellectual assets to achieve competitive advantage has received a great deal of attention in management research. In particular, researchers have argued that the ability to leverage valuable existing knowledge internally is critical to building competitive advantage because of the scarcity of valuable internal knowledge and the difficulty and expense of creating new knowledge. One important way of leveraging existing knowledge is through the sharing and integration of existing firm-specific knowledge among different individuals within the organization. It has been recognized that such intrafirm knowledge sharing and integration is a critical source of competitive advantage, and the key to firm sustainable growth and a driver of firm performance.
There are many factors that influence the willingness of employees' knowledge sharing and the capability of employees' knowledge integration. From the guanxi perspective, the purpose of this research is to explore the function mechanism of employees' guanxi on their willingness of knowledge sharing and capability of knowledge integration and give the firm of China more advices of indigenous compatibility.
According to the investigation of guanxi, communication, knowledge sharing, knowledge integration and other relative literature reviews, the author confirmed some theoretical issues unresolved: What is the construct of guanxi? How does guanxi influence employees' knowledge sharing and knowledge integration? How does communication influence employees' knowledge sharing and knowledge integration? What kinds of relationship exist between knowledge sharing and knowledge integration?
Following the way of "guanxi→communication behavior→knowledge sharing and integration", the author proposed a series of research hypotheses and a theoretical model, and conducted this research with organizational members through questionnaire to resolve the above issues.
A. The construct of guanxi was explored.
Through the literatures review, the paper defined employees' guanxi as a construct characterized by three dimensions based on its component, which includes obligational guanxi, expressive guanxi and instructive guanxi. Obligational guanxi is based on the traditional ethics, expressive guanxi is based on the real affection, and instructive guanxi is based on the material interests. Empirical study showed that these measure scales had good reliability and validity.
At the same time, this research found there are a positive relationship between obligational guanxi and expressive guanxi (r=0.244, p=0.000) , a negative relationship between obligational guanxi and instructive guanxi ( r= -0.189, p=0.000); expressive guanxi and instructive guanxi (r= -0.166, p=0.000) .The same conclusion was also gotten from the influence of guanxi's different dimensions to employees' knowledge sharing and integration. Expressive guanxi as well as obligational guanxi had positive influence upon employees' cooperative communication, knowledge sharing and integration, and negative influence on employees' competitive communication.
B. The mechanism of guanxi on employees' willingness of knowledge sharing and capability of knowledge integration was explored.
This research took cooperative communication, competitive communication and avoiding communication as the mediators to explore the intrinsic mechanism of guanxi on employees' willingness of knowledge sharing and capability of knowledge integration, and using the SEM (structural equation modeling), the research also compared the influences and effect mechanisms of three kinds of communication behaviors. The outcomes of the test showed that the modified semi-mediation model had best fitness, i.e. Guanxi affected knowledge sharing and knowledge integration through the mediation of cooperative communication, competitive communication and avoiding communication partially. The results also revealed that cooperative communication, competitive communication and avoiding communication were the semi-mediators between guanxi and willingness of knowledge sharing. Cooperative communication was the semi-mediator between obligational guanxi and capability of knowledge integration, the full-mediator between expressive guanxi and capability of knowledge integration, the semi-mediator between instructive guanxi and capability of knowledge integration.
C. The influential effect of willingness of knowledge sharing on capability of knowledge integration was tested.
Based on literature review and depth interview, this study discussed the effect of willingness of knowledge sharing on capability of knowledge integration, and the empirical research found that willingness of knowledge sharing had significant effect on capability of knowledge integration (β=0.384、p<0.001).
D. Other factors that influence cooperative communication, competitive communication, avoiding communication, willingness of knowledge sharing and capability of knowledge integration were identified.
Cooperative communication, competitive communication and avoiding communication were the mediator variables; knowledge sharing and integration were the dependent variables in the theoretical model. There are many other factors that influence these variables. The paper took employees' individual variables such as sex, age, educational background, working time in the organization, department, and organizational variables such as the firm property, sector and size et al., as control variables, and analyzed their influence on the mediator variables and the dependent variables. The ANOVA results showed that the employees with senior high school education background had less capability of knowledge integration than other having higher education background; the employees in marketing department had lower scores on cooperative communication than others; compared with common staffs and front-line manager, top manager had higher scores on capability of knowledge integration; the employees whose working time in the organization more than seven years had higher scores on avoiding communication than the other.
Through exploring the mechanism of guanxi on willingness of knowledge sharing and capability of knowledge integration, this paper enriched theories of guanxi, communication, knowledge sharing and integration. Finally, the theoretical progresses and practical implications were discussed, as well as the research limitations and future study directions.
引文
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