False foe? When and how code switching practices can support knowledge sharing in multinational corporations

The operating environment of multinational corporations (MNC) is multilingual, adding significant complexity to knowledge-sharing interactions between employees. In this paper, we explore how knowledge sharing in MNCs is influenced by code switching, or shifting between languages during interaction. Previous international business research has mostly described code switching as a behavior that has a negative impact on knowledge sharing by creating distrust and exclusion. Our case study of a major Finnish MNC from the perspective of faultline theory shows that in situations where organizational norms and routines help limit the potential impacts of code switching on subgroup formation and inter-subgroup animosity, it can also aid knowledge sharing by (i) supporting the development and maintenance of key technical vocabulary, (ii) enhancing inclusion in knowledge-sharing interactions, and (iii) supporting knowledge contextualization processes. Thus, code switching is not necessarily just a form of linguistic interference, but it can also be intended—and often functions—as a strategic behavior that draws on multiple languages to build efficient and successful knowledge-sharing interactions.     

公司隐性知识共享的经济学分析

知识共享尤其是隐性知识的共享在公司竞争优势的形成中发挥着重要作用。分析了隐性知识共享的障碍和条件,并从博弈论的视角阐述了隐性知识共享的微观机理;通过一个案例探讨了隐性知识共享的效用。最后,设计了公司隐性知识共享的机制。     

From Global Knowledge Management to Internal Electronic Fences: Contradictory Outcomes of Intranet Development

This paper considers the adoption of intranet technology as a vehicle for encouraging organization-wide knowledge sharing within a large, global bank. Ironically, the outcome of intranet adoption was that, rather than integrate individuals across this particular organization, the intranet actually helped to reinforce the existing functional and national boundaries with 'electronic fences'. This could be partly explained by the historical emphasis on decentralization within the bank, which shaped and limited the use of the intranet as a centralizing, organization-wide tool. This is possible because the intranet can be described as an interactive and decentred technology, which therefore has the potential for multiple interpretations and effects. Thus, while the intranet is often promoted as a technology that enables processes of communication, collaboration and social coordination it also has the potential to disable such processes. Moreover, it is argued that to develop an intranet for knowledge-sharing requires a focus on three distinctive facets of development. These different facets may require very different, sometimes contradictory, sets of strategies for blending the technology and the organization, thus making it extremely difficult for a project team to work effectively on all three facets simultaneously. This was evidenced by the fact that none of the independent intranet-implementation projects considered actually managed to encourage knowledge-sharing as intended, even within the relatively homogeneous group for which it was designed. Broader knowledge-sharing across the wider organizational context simply did not occur even among those who were working on what were defined as 'knowledge management' projects. A paradox is that knowledge-sharing via intranet technologies may be most difficult to achieve in contexts where knowledge management is the key objective.     

一种面向知识共享的虚拟社区模型框架

首先在分析知识共享影响因素的基础上,指出了虚拟社区是实现知识共享的有效方式之一;然后通过分析虚拟社区的内涵及其组织结构,进一步给出了一种面向知识共享的虚拟社区模型框架,并分析了该模型框架中表示层、应用层和存储层3个层面的组成部件及其功能;最后给出了实现虚拟社区的措施。所给出的虚拟社区模型框架,对于构建虚拟社区和实现有效的知识共享具有借鉴指导意义。     

对员工发展投入值得吗?——发展型人力资源实践对员工知识共享行为及离职意愿的影响

为解决中国企业对员工发展投入的两难困境,本文对中国72家企业的632名知识型员工进行调查,分析了对员工的发展投入与员工的知识共享行为以及离职意向的关系。实证研究表明,知识型企业对员工发展投入的顾虑是多余的,由职业发展、培训机会以及绩效评价构成的发展型人力资源实践不仅可以增加知识型员工的知识共享行为,且不会导致高的离职率,反而能够有效降低员工的离职倾向。研究也发现,组织支持感在发展型人力资源实践与员工知识共享行为和离职意向关系中起部分中介作用。同时,揭示了对员工发展投入与员工行为之间的作用机制,启示我国知识型企业要消除顾虑,积极对员工发展进行投入。     

组织学习中群体间知识共享行为影响因素分析

以组织学习中群体间知识共享行为为研究对象,应用演化博弈方法,构建了群体间知识共享行为的演化博弈模型,分析了群体间知识共享行为的影响因素,得出了群体知识水平、吸收转化能力以及知识共享风险与群体间知识共享行为的相互关系.     

企业跨部门心理安全、知识分享与组织绩效间关系的实证研究

知识分享是组织学习研究领域中的一个热点话题,本研究旨在探讨跨部门心理安全对组织内部知识分享以及组织绩效的影响机制。本文实证研究发现,组织跨部门心理安全与组织知识分享、组织绩效之间均存在"倒U"关系,而知识分享会对组织绩效的提升产生正向影响,知识分享在跨部门心理安全对组织绩效的作用中扮演中介角色。研究发现有助于加深我们对跨部门心理安全与组织知识分享、组织绩效间作用关系的深入了解,为企业管理实践提供有益的借鉴和启示。     

基于知识结构的顾客知识共享激励机制研究

文章从知识结构的视角构建了基于委托——代理理论的顾客知识共享激励机制模型,创新性地分析了在信息对称和信息不对称情况下,共享知识中显性知识和隐性知识比例的变化对顾客知识共享努力水平及收益分配系数的影响,并运用MATLAB软件对该模型进行了仿真分析。研究结果表明（1）顾客的努力水平与共享知识的组成结构有关,且当显性知识和隐性知识比例均为0.5时努力水平达到最大值;（2）当知识组成结构相同时,信息不对称情况下的努力水平低于信息对称情况下的努力水平;（3）收益分配系数与共享知识的组成结构有关,且当隐性知识比例为1时收益分配系数达到最大值;（4）收益共享比例与风险规避程度成反比。基于此,提出了企业应制定基于共享知识结构的顾客知识共享评价机制和利益分配机制,并根据顾客的风险规避程度对收益分配系数进行调整,为企业知识共享激励机制的制定与实施提供了理论指导。     

网状式企业集群中知识共享关系演化的仿真分析

采用社会网络分析方法,建立了企业集群中企业间的知识共享关系网络模型;在提取企业个体特征的基础上,分析了网状式集群企业网络中企业间知识共享关系演化的动态特征,建立了企业间知识共享关系状态转移方程;研究了各种影响因素对企业间知识共享关系产生作用的机理。     

Ethical leadership and employee knowledge sharing: Exploring dual-mediation paths

Drawing on social learning and self-determination theories, this study investigates the mediating effects of controlled motivation for knowledge sharing and moral identity in the relationship between ethical leadership and employee knowledge sharing. We conducted a field study with 337 full-time employees to test our hypotheses. Results supported the mediating effects of both controlled motivation and moral identity in accounting for the relationship between ethical leadership and employee knowledge sharing. Our study is among the first to examine whether and why ethical leadership predicts employee knowledge sharing. Theoretical and practical implications are discussed.     

基于隐形契约的集群企业知识共享伙伴选择研究

产业集群中隐性契约的存在抑制了集群合作中机会主义行为的产生,使得集群企业间的知识共享合作比一般企业更具有稳定性。本文基于产业集群隐形契约约束,根据Hotelling博弈模型,分阶段对集群企业间知识共享伙伴的选择机制进行研究。研究表明,早期建立更为广泛的知识共享伙伴合作关系对集群企业的长远发展较为有利,集群企业总是更愿意与网络权力较大的企业形成知识共享关系,隐形契约的约束有利于产业集群建立更为稳定的知识共享关系网络,提升集群企业知识收益,有助于产业集群的良性发展。     

Knowledge sharing for innovation performance improvement in micro/SMEs: an insight from the creative sector

Abstract

As economies become more reliant on innovative, knowledge-intensive firms, understanding the interaction between knowledge and improving innovation performance is increasingly important. Although most UK businesses are micro, small or medium-sized enterprises (micro/SMEs), knowledge management research has tended to focus on large companies Knowledge sharing can be critical for innovation performance, especially for smaller players with limited resources. Our study presents an insight from micro/SMEs operating in the highly knowledge-intensive and innovative games/entertainment software development sector. Using a mixed method approach, we investigate knowledge sharing and its contribution to firm innovation performance improvements. Our findings suggest that micro/SMEs are at the forefront of the creative sector precisely because of their smaller size. Our study reveals evidence of knowledge donation but limited evidence of knowledge collection in the knowledge sharing process. We develop a model highlighting the importance of industry context, individual knowledge and organizational size in knowledge sharing for innovation performance.     

基于Ontology的跨组织知识整合方法研究

从知识整合的实际需求和研究现状出发,给出了跨组织环境下基于Ontology技术的知识整合流程,并结合语义网技术实现了知识集的闭包、查询与标准化同构等算法,开发了跨组织知识整合的原型系统。通过一个钢铁企业跨组织知识整合案例展示了原型系统的功能,说明知识的整合可以达到语义增值的效果;通过两个实验给出了原型系统的性能。     

集聚情景下网络惯例对绿色供应链异质性知识共享的影响——以生态工业园为例

产业集聚情景下的绿色供应链呈现显著的网络化特征，使得成员间的绿色知识流动和共享过程也有其特殊性。文章基于集聚情景考察绿色供应链网络惯例创建的逻辑以及对绿色知识共享的作用机制，构建绿色供应链的知识异质性—网络惯例—知识共享的概念模型，多维度定量剖析了网络惯例对异质性知识共享的影响。选取我国国家生态工业园460份问卷数据对其进行实证检验和仿真模拟，结论表明：绿色供应链成员之间的异质性绿色知识决定联盟绿色合作过程中能否建立起稳定可靠的网络惯例，其中，绿色异质性知识的稀缺性与不可模仿性对网络惯例的建立正向影响较大。集聚情景正向调节绿色供应链异质性知识—网络惯例(规范认同)—知识共享的关系链。为此，应充分发挥集聚的知识溢出和扩散效应，将绿色供应链平台嵌入到产业集群中，积极探索产业集聚融合下的绿色供应链异质性知识管理模式。     

Motivating knowledge sharing through a knowledge management system

Based on both economic and sociological theory, the effects of supervisory control and organizational support on the frequency and effort of individuals in contributing their personally held valuable knowledge to a “best practices-lessons learned, repository-based” knowledge management system (KMS) were compared. Supervisory control, as expected, had significant impact on frequency, but it also had unexpectedly significant influence on effort. When system variables—usefulness and ease of use—were controlled for, the organizational support measure had little effect on either outcome. These results provide greater support for economic-agency-theory motivators of knowledge sharing and lesser support for organizational support motivators than has been previously believed. They also emphasize the important impact of systems variables in motivating KMS use. Since the study was conducted in a government (joint civilian–military) organization, the organizational type may significantly influence the results. However, since the result is contrary to the conventional wisdom that suggests that a “knowledge-sharing culture” is all-important, at the very least, this study shows that the nature of the organization may moderate the relationship between the motivational approach and the outcomes.     

组织文化和领导风格对知识管理的影响

组织文化是组织知识管理的推动力,知识支持型和知识共享型的组织文化会对组织中的知识管理具有正面影响;金字塔形的组织文化会对组织中的知识管理具有负面影响。领导风格既直接作用于组织的知识管理,又通过影响组织文化的形成和组织文化的内容对知识管理产生间接影响。研究发现,领导风格对于在组织中建立知识支持型文化具有十分重要的作用,鼓励和支持知识管理的领导需要拥有更多的专家权利,并推崇参与型管理风格;领导的支持行为将有助于知识支持型组织文化的形成和发展,并有利于组织中的知识管理活动。     

From blind spots to hotspots: How knowledge services clusters develop and attract foreign investment

This paper explores local and global dynamics underlying the development of knowledge services clusters, which we define as new geographic concentrations of technical talent and service providers offering upstream technical and knowledge-intensive business services to regional and global clients. Taking a co-evolutionary perspective on the development of knowledge services clusters in Latin America, based on data from the Offshoring Research Network (ORN), we find that cluster growth results from intersecting trajectories: the emergence of local talent pools and capabilities initially serving local and regional demand; broadening global search for talent and expertise by multinational corporations; and internationalization strategies of service providers competing to serve global clients. Findings suggest that increasing commoditization of knowledge services opens up windows of opportunity for new clusters, but also involves challenges for sustainable growth. Results may stimulate future research on global sourcing and cluster development.     

虚拟社区知识共享之于消费者购买意向的研究

随着互联网的普及,虚拟社区知识共享已经开始影响消费者的购买行为.本研究从共享主体的视角出发,探索了虚拟社区知识共享对消费者购买意向的作用机制.研究表明:共享主体可以通过信息发送者的专业能力、信息接收者的专业能力、信息接收者搜寻信息的主动性、关系强度和社区活跃度这五个纬度来表达.其中前三个纬度通过信任显著影响购买意向,后...     

Human resource development practice: the paradox of empowerment and individualization

The main objective of the current paper is to point to the dualistic nature of HRD practice: employee empowerment strategy juxtaposed with high levels of individualization. HRD practice contributes to a series of dualities in organizations such as flexibility vs. loyalty, commitment vs. individualization and responsibility vs. alienation. The paper will argue that current HRD strategies have an individualistic role rather than an interactive and interpersonal influence for better knowledge sharing and organizational learning. The research implies that HRD should change its interventions in terms of how the individual is conceptualized to make knowledge actionable in social contexts to create favourable conditions for knowledge sharing and organizational learning.     

‘Employees response to corporate social responsibility: Exploring the role of employees’ collectivist orientation’

Since the extant literature largely ignores the conditions that moderate the impact of CSR on employees’ related outcomes, we examine the moderating effect of employees’ collectivist orientation on the relationship of CSR. Most specifically, this study explores how individual employee differences moderate the influence of CSR on employee behavior. Using self-reports of 378 employees we examined how employees’ collectivist orientation moderates the relationship of CSR on knowledge sharing behavior through organizational identification. Three of the four components (i.e., community, employees, and consumers) of CSR positively affect employees’ organizational identification and knowledge-sharing behavior. However, while the effects of community-related CSR actions on the employees’ outcomes are stronger for individualistic employees, the effect of employee-related CSR actions on organizational identification is stronger for collectivist employees. The findings are unique in the sense that we show empirically that different employees are influenced by different types of CSR actions. The study therefore suggests that the internal affects of CSR activities depend on the nature of the employees witnessing them.