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在知识经济时代,提升员工间的知识共享行为已成为影响企业核心竞争力的关键问题。本文以企业员工的知识共享行为为研究对象,在系统梳理国内外相关文献的基础上构建人际信任影响员工知识共享行为的理论模型,探讨组织认同感、组织冲突在此模型中的作用,建立人际信任对员工知识共享行为的影响机制。通过对该影响机制的分析可知,人际信任能增强员工的组织认同感和减少员工间的组织冲突,从而促进员工的知识共享行为,当员工贡献知识时,若能从别处获得知识补偿,则会激发该名员工的知识贡献行为。
In the era of knowledge economy, enhancing the knowledge sharing among employees has become a key issue affecting the core competitiveness of enterprises. Based on the systematic review of relevant literature at home and abroad, this paper constructs a theoretical model of interpersonal trust affecting employees’ knowledge-sharing behavior, discusses the role of organizational identity, organizational conflict in this model, and establishes the interpersonal The Influence Mechanism of Trust on Employees’ Knowledge-sharing Behavior. Through the analysis of the impact mechanism, interpersonal trust can enhance employees ’organizational identity and reduce organizational conflicts among employees so as to promote employees’ knowledge sharing behavior. When employees contribute knowledge, if knowledge compensation can be obtained from elsewhere, Stimulate the employee’s knowledge contribution behavior.