中小企业中组织人际信任、知识分享与员工创新的关系与路径研究

本文探讨了中小企业中组织人际信任、知识共享以及员工创新三者之间的关系,并以云南省中小企业内的员工为调查对象进行实证研究。研究结果表明,组织中的人际信任尤其是同事之间的横向信任,对员工创新和知识分享有着显著影响,而知识分享尤其是隐性知识分享能显著促进员工创新,并且知识分享在组织人际信任和创新之间起到了部分中介的作用。知识分享为相关企业和组织提高工作效率,营造创新氛围,改善领导方式以及文化多样性提供了一定的参考依据。     

组织内人际信任和知识共享关系的理论研究

知识共享已成为组织获取核心竞争力、保持长期竞争优势的重要途径。在回顾人际信任与知识共享关系的基础上,引入知识共享意愿作为中介变量,着重探讨认知信任与情感信任能否通过知识共享意愿对知识共享行为产生影响。研究表明,人际信任通过知识共享意愿对知识共享行为产生积极影响。     

团队内社会网络质量、工作竞争对团队成员知识转移的影响研究

本研究以团队为对象,考察了在正式的工作关系背景下,当团队成员间存在工作竞争时,团队内社会网络对知识转移的影响.研究认为,反映社会网络质量的网络信任会促进团队内知识转移,而网络认知信任和网络情感信任对团队内知识转移具有不同的作用,其中网络情感信任的影响要强于网络认知信任.工作竞争具有调节这种影响的作用,并且对网络认知信任和情感信任的调节程度会有所不同.研究对所提假设进行了实证检验,并对结果进行了进一步解释,旨在进一步剖析知识活动的规律,从而为企业有效的管理知识提供指导.     

情绪变量对人际信任判断的影响作用

当前人际信任的作用变得尤为突出,人际信任问题的研究也成为社会各界关注的课题。分析影响人际信任的因素,探讨情绪对人际信任的影响,通过理论研究具体情绪对个体人际信任判断的影响,具有不同效价和控制评价的情绪在信任判断中的影响差异,情绪的控制评价、情绪源的显著性以及信任者对受信任者的熟悉程度在情绪对信任判断的影响过程中起到的调节作用。     

团队社会资本与知识转移关系的实证研究:交互记忆系统的中介作用

团队社会资本被认为是促进团队知识转移的关键因素,但已有研究对社会资本如何影响团队知识转移的作用机理还缺乏系统的理论分析和实证研究。本文引入交互记忆系统作为中介变量,对社会资本是否通过交互记忆系统对团队知识转移产生影响进行实证研究。基于对23家软件外包承接企业的93个项目团队的问卷调查数据,通过结构方程模型方法发现,交互记忆系统在社会资本与团队知识转移的关系中发挥显著的完全中介作用,团队通过社会资本促进交互记忆系统的形成,是提高知识转移绩效的有效途径。     

信任的作用:基于组织中人力资源不同层次的系统分析

新型人力资源管理中以信任来应对人的不确定性,这是当前的研究热点.人力资源管理中的信任主要有四个方面的作用,即形成内生控制、提高激励水平、增进沟通效果以及推动互利合作,据此对信任的类型进行了划分,并就四种类型的信任在董事层、管理层和员工层中的作用进行了系统的分析,并结合实际情况就不同类型信任的构建给出了对策建议.     

联盟控制方式对伙伴知识获取的影响研究:来自我国医院间联盟的证据

越来越多的组织依赖于战略联盟作为知识获取的平台,但理论研究对于不同类型的联盟控制方式如何影响伙伴知识获取仍然关注不足。本文采用一般组织理论分析方法,探讨正式的契约控制和非正式的信任机制对伙伴知识获取的直接与交互作用。来自国内190家联盟医院的数据分析表明,善意信任、能力信任促进了伙伴的知识获取,而契约控制与知识获取间呈现先增强后减弱的非线性关系。此外,有关交互效应的统计结果表明,善意信任与契约控制在促进伙伴知识获取的过程中相互替代,而能力信任与契约控制则互为补充。     

区域创新网络中的交互学习与信任演化研究

本文在对区域创新网络中交互学习的特征进行分析的基础上,基于博弈理论框架探讨了组织间信任演化的过程及影响因素,提出了交互学习与信任演化的关系模型。结果发现,交互学习和信任演化两者之间呈现出一种"共生效应"的相互作用关系,当两者协同效果一致时,将会显著提升创新网络的知识转移效率与运行绩效;反之,将会降低创新网络的知识转移效率与运行绩效。     

基于知识型团队知识共享的信任机制的构建——以三种类型的信任为基础

伴随知识时代的来临,知识型团队成为了企业的重要创新力量,知识已成为企业竞争的核心软实力,而知识共享是知识管理的重要组成部分,共享的前提是信任,信任机制的构建是促进知识型团队知识共享的有效方式。本文以关系型信任、利益型信任、成就型信任等三种不同类型的信任为基础,提出了基于知识型团队信任机制构建的有效途径。     

人际和谐取向对知识共享行为的影响研究

本文聚焦人际关系中的和谐取向对组织内部知识共享行为的影响,根据个体员工在人际和谐取向上的差异,将和谐取向细分为价值观型、工具型以及否定型三种类型,并研究不同的和谐取向对知识共享行为的影响作用。研究还进一步加入组织公民行为和沟通作为中介变量,建立和谐取向对知识共享行为影响的理论模型,据此开展问卷调查,在不同的企业中上司与下属配对收集了168套问卷,验证了理论模型中的路径关系。     

Trust in management and knowledge sharing: The mediating effects of fear and knowledge documentation

Knowledge sharing within and between teams is of vital importance for organizations. The influence of interpersonal trust in general and trust in management in particular on knowledge sharing is evident. However, it is not clear how the relationship between interpersonal trust and knowledge sharing works. This study provides a better understanding of that relationship by demonstrating that fear of losing one's unique value and knowledge documentation have a mediating effect on the relationship between trust in management and knowledge sharing. Specifically, trust in management increases knowledge sharing through reducing fear of losing one's unique value and improving willingness to document knowledge. These findings have important implications at both a managerial and theoretical level. For managers, this paper emphasizes the individual's central role in the knowledge sharing process in terms of knowledge documentation and fear of losing one's unique value. On the theoretical level, this study provides empirical evidence for two mechanisms that help explain the effect of trust in management on knowledge sharing. In future research, this study could be extended to include other psychosocial phenomena that enable knowledge sharing in organizations.     

Building and Leveraging Interpersonal Trust Within and Across MNE Subsidiaries: A Social Exchange Perspective

To understand how multinational enterprises (MNEs) can make the most of an integrated global workforce, we draw upon social exchange theory to examine the antecedents and consequences of interpersonal trust among co-located and cross-border employees. With data from employees of three Greater China subsidiaries of an MNE, we assess the effects of (1) social exchange variables on two forms of interpersonal trust, (2) interpersonal trust on organizational citizenship behaviors (OCBs), and (3) individualism/collectivism as a moderator. Reflecting the complex nature of interpersonal trust, our results offer mixed support for our hypotheses. On one hand, a majority of our hypotheses support our contention regarding the positive influence of social exchange in the development of interpersonal trust, and further, in the enactment of OCBs. On the other hand, some of our hypotheses were either not supported or were counter-intuitive to our propositions. With an interesting mix of results, our study highlights the complexity of the trust construct. Furthermore, in the clarification of social exchange–interpersonal trust–citizenship relationships, our study highlights the importance of individualism/collectivism as an important boundary condition.     

Cooperation and Knowledge Transfer within Buyer–Supplier Relationships: The Moderating Properties of Trust,Relationship Duration and Supplier Performance*

This paper examines the effect of relational factors on knowledge transfer within strategic buyer–supplier exchange. Prior research examining inter‐firm knowledge transfer has focused almost exclusively on horizontal forms of governance such as strategic alliances and joint ventures, whilst research on vertical forms, such as buyer–supplier relationships, is limited. We test the effect of four important relational properties: cooperation, trust, relationship duration and supplier performance. Quantitative data, gathered from 104 UK manufacturing firms in eight industry sectors, are used to analyse the hypothesized relationships through a moderated hierarchical regression model. Our study provides support for the importance of considering relational factors in the transfer of knowledge at the inter‐organizational level. In particular, the results indicate that knowledge transfer is positively influenced by the extent of cooperation, but that this relationship is moderated by the level of trust and the performance of the supplier firm. Managerial implications for these findings and future directions for research are then offered.     

Knowledge Accession and Knowledge Acquisition in Strategic Alliances: The Impact of Supplementary and Complementary Dimensions

This paper advances the concepts of knowledge accession and knowledge acquisition in strategic alliances by identifying supplementary and complementary dimensions to these knowledge transfer modes. Complementary knowledge transfer reflects the similarity of knowledge that the partners have and is conducted in pursuit of higher efficiency and productivity to enhance partner firms' existing competitiveness. Supplementary knowledge transfer occurs when partners each possess distinctive core competences and the information that is acquired or accessed increases the business scope of partners. As knowledge accession entails knowledge amalgamation that does not involve organizational learning, costs associated with the transfer process are lower and trust is easier to establish than in the case of knowledge acquisition. The paper reviews the implications of these transfer modes on trust building in alliances and their costs implications and presents a number of propositions for further exploration.     

IT外包中企业绩效的影响因素实证研究

在已有文献的基础上,识别了关系治理的三个维度：良好冲突处理、相互依赖和关系规范,并从关系治理角度出发,构建了IT外包企业绩效影响因素的概念模型。通过对北京、上海和西安三地20多家外包企业进行问卷调查,利用结构方程模型进行实证分析。实证结果表明：信任、承诺和知识共享对企业绩效有显著的正向影响,其中信任和承诺对企业绩效的影响既有直接的影响又有间接的影响,知识共享对企业绩效有直接的影响;信任、承诺和知识共享具有很强的中介作用,良好冲突处理和相互依赖以信任、承诺和知识共享为中间变量间接影响企业绩效,关系规范以承诺和知识共享为中间变量间接影响企业绩效。     

Subsidiary power,cultural intelligence and interpersonal knowledge transfer between subsidiaries within the multinational enterprise

We propose that individual-level knowledge transfer between subsidiaries within a multinational enterprise depends on the perceived relative power of the subsidiary and the cultural intelligence of individuals. Using a sample of 333 research and development (R&D) subsidiary employees of foreign Multinational Enterprises (MNEs) in India, we find that the perceived subsidiary power has a direct positive significant effect on knowledge sharing, and an indirect significant effect, through organizational identification, on knowledge seeking. Further, cultural intelligence moderates the effect of organizational identification on knowledge seeking, and the indirect effect of the perceived subsidiary power on it. The findings highlight the role of organizational identification and cultural intelligence in explaining the impact of the perceived subsidiary power on interpersonal knowledge transfer within the MNE.     

临时团队中知识共享对快速信任与绩效关系的调节作用研究

在已有文献基础上,提出临时团队的组建、快速信任、知识共享与临时团队绩效之间相关关系的理论框架,运用实证方法,研究临时团队中知识共享对快速信任与绩效关系的调节作用。设计了由临时团队组建因素量表、快速信任量表、知识共享量表、绩效量表等构成的调查问卷,用SPSS11．5对收集到的数据进行分析。分析结果表明,临时团队的组建因素分别与知识共享、快速信任呈显著正相关,临时团队的知识共享分别与快速信任、绩效呈显著正相关;知识共享具有调节作用,对临时团队的快速信任和绩效都有显著增强效果;     

Intervening Effects of Knowledge, Morality, Trust, and Benefits on Support for Animal and Plant Biotechnology Applications

Data from a regional Southwest telephone survey in the United States (N= 432) were used to examine the intervening effects of knowledge, morality, trust, and benefits on support for animal and plant biotechnology applications. Results showed that perceptions of agricultural biotechnologies varied by the two applications-animals and plants. Respondents reported higher opposition to the genetic modification of animals, which is consistent with prior research. Results also indicated that morality and perceived benefits directly affected support for both animal and plant applications, but trust and knowledge only had indirect effects. Morality and perceived benefits accounted for most of the variance explained among the intervening variables. The effects of trust were mediated through perceived benefits. The effects of knowledge on support were mediated primarily through trust. The influence of sociodemographic and consumer behavior variables varied by application. Results lend support to several theoretical notions. First, the significance of perceived benefits supports that there is an inverse relationship between benefits and risks. Second, moral objections may outweigh perceived benefits for specific applications, and the genetic modification of animals is deemed to be more morally unacceptable than the genetic modification of plants. These findings demonstrate the need to understand more thoroughly the moral and ethical issues surrounding novel technologies. Third, this research supports the claim that trust is not a powerful predictor of perceptions of technological products, which is contrary to most risk perception research.