知识链的知识治理机制研究

知识链是新型跨组织合作形式,是知识经济时代单个组织解决知识孤岛问题,整合知识资源、提高竞争力的重要途径。如何提高知识链的知识活动效率是知识链管理的核心问题。本文从制度层面探究知识链的知识治理问题,提出通过知识保护机制、收益分配机制、组织激励机制来制约、规范、引导成员组织间的知识活动,从而提高知识链的知识活动效率。     

基于进化博弈论的组织知识共享分析

隐性知识共享是知识管理的一个关键环节,影响知识共享的因素主要来自于知识共享的双方;知识和知识型员工的行为都会影响到知识共享的效率.在有限理性假设下,运用进化博弈论的模仿者动态模型,分析了组织内隐性知识共享过程中,知识型员工的进化稳定战略.研究发现在共享知识的过程中,知识型员工所获得报酬、同伴行为以及共享知识的对方的行为都会影响到知识员工的行为选择.组织应该为员工共享知识提供积极的氛围和健全的激励机制.     

基于知识转换的人力资本与组织资本的良性互动

人力资本是组织创新的动力源泉;组织资本是人力资本发挥效用的组织保证。通过知识转换,实现知识在人力资本与组织资本之间的传播、利用和创新,一方面可以记录、整合和提升个人的知识和技能,实现人力资本的融合和互补;另一方面能够提高人力资本的使用效用,获取人力资本的规模收益,最终达到提高个人绩效和组织绩效的目的。     

半正式化组织中成员知识共享情境研究

以一个典型的半正式化组织为案例,利用社会网络方法,构建组织的知识共享网络,并对该网络成员间知识共享的结构化特征进行了测度.在此基础上,通过结构化和半结构化访谈,揭示了成员知识共享结构化特征背后的情境因素,进而以半正式化组织和情境学习理论为支撑,揭示了该组织内部知识共享网络“中心性”成员的“身份”与“权力”情境特征、“边缘化”成员的“参与”情境特征以及“知识共享群体”的形成情境特征.由此,从个体情境、组织情境和组织支持3个角度,建立了影响半正式化组织知识共享绩效的概念模型.     

人员流动对组织间隐性知识共享影响研究

促进组织间隐性知识共享是一个企业取得成功的关键.隐性知识和人与人之间传染病的传播途径非常相似,主要是通过人与人之间的直接接触进行传播的.文章受传染病动力学建模思想的启发,针对有人员相互流动的两个组织,并考虑员工的引入和离职,构建了两组织间的隐性知识传播动力学模型,给出区分实现组织间隐性知识共享与否的阈值,并对模型进行数值仿真以验证所得理论结果的正确性.从理论性定量研究的角度说明,在两组织间适当进行人员流动能有效促进组织间隐性知识共享,而如果人员流动不合理则会起到抑制作用.     

知识型企业社会资本与知识获取研究述评

本文首先对知识型企业与企业社会资本的国内外主要研究文献进行了简单回顾;在此基础上,提出了知识型企业社会资本的概念以及度量维度;其次对国际国内关于（知识型）企业社会资本与知识获取间关系的主要研究文献进行了述评,最后对全文进行了简要总结,给出了相应的建议。     

我国知识工作者组织内知识共享问题的研究

知识共享问题正日益受到管理界的重视,但对于组织内知识共享的实证性研究仍然较少。本文通过对我国知识工作者的实际调查与分析发现,个人传播知识的动机主要是成就感,吸收知识的动机主要是对工作的挑战性的追求。在组织文化方面,知识传播主要依赖组织的归属感,知识吸收依赖组织的宽容度、归属感和信任度。具有较高知识传播程度的知识工作者,通常有较高的工作效率;具有较高知识吸收程度的知识工作者,通常有较高的工作效率和较高的工作质量。     

知识积累、知识激活与创新能力关系研究

关于知识与创新间的关系,现有研究多强调不同类型知识对创新总体绩效的影响差异,较少关注同一知识基对创新微观过程的不同阶段是否具有同等影响。针对这一理论缺口,本研究首先建构了知识积累与基于创新微观过程的企业创新能力间关系模型,并利用问卷调查获得的419份国内企业数据、利用层次回归方法进行实证检验。研究发现：企业知识积累对创新能力具有显著提升作用,并且这种积极效应贯穿在创新的整个微观过程中;分别以内、外组织学习为特征的不同知识激活机制在促进知识贡献于创新不同阶段能力提升过程中具有不同影响。本文最后讨论了理论贡献、管理意义及局限。     

知识链视角下开放式创新主体的联盟策略研究

创新联盟是开放式创新的实践基础,选择适宜的合作伙伴缔结创新联盟是组织面对的重要决策问题。本文以组织间知识转移为线索,考虑一个由知识源、知识转化中介与信息服务机构组成的知识链,以知识产权交易为合作机制设计序贯博弈模型,分析了不同的联盟策略对组织的知识创造与创新收益的影响。研究表明:缔结创新联盟能够产生双赢效应,即同时提高联盟内部成员与非联盟成员的知识创造及创新收益;知识链在集中决策时的整体创新收益与知识创造均高于分散决策;由知识源与信息服务机构组建创新联盟是分散决策下知识链的最优联盟策略。研究结论有助于揭示开放式创新的知识转移对组织联盟策略的作用机理。     

虚拟企业中知识流动与组织间学习的研究

虚拟企业既是知识转移和组织间相互学习的有效模式,也是组织获取外部新知识的重要源泉。文章不仅对虚拟企业中的知识流动规律和组织间学习机制进行了深入研究,而且对丰田知识联盟中影响知识流动与组织间学习的四个因素进行了实证分析。     

基于知识的组织结构模型

本文在分析企业组织结构发展历程的基础上,深入研究了知识与组织之间的内在联系,提出了一种基于知识并面向任务的三维立体组织结构,以智能化的模型分析方法为现代制造企业经营业务过程分析与企业重组提供先进的组织管理模式,对提高企业组织系统的核心竞争能力将发挥积极的促进作用。     

企业环境下个人获取知识和输出知识能力对组织公民行为影响的研究

很多研究者关注企业组织环境下个体如何获取和输出知识、以及个体获取和输出知识与其前因和结果的关系,但是,这些研究至少在以下两方面有待进一步完善:一是未考察个体获取和输出知识对组织公民行为的作用机制,二是鲜有研究将获取知识和输出知识同时纳入研究范畴中。本研究的目的正是希望针对以上问题,考察企业环境中个体获取知识能力和输出知识能力对于组织公民行为的影响机制。对216个样本的实证研究结果表明,个人获取知识能力能够提升个人组织公民行为,而且这种影响是通过输出知识能力的完全中介作用实现的。本研究结果不仅丰富了个体学习和组织学习的相关理论,而且为企业推动组织学习提供了新的思路:企业管理实践中,只有在组织中对人们"获取知识"和"输出知识"齐抓共管,才能更好地促进个体组织公民行为,更好地建设学习型组织,推动组织的可持续生存和健康和谐发展。     

组织网络隐性知识扩散及学习策略分析

知识主要以显性知识和隐性知识两种方式存在,隐性知识是组织获得竞争优势的主要源泉.隐性知识为组织个体所拥有,这种私有性的特征使其在组织内部的扩散需要通过组织个体之间的交互才能完成.组织网络连接强度对扩散具有影响,可利用具有边权重的组织网络研究隐性知识的扩散行为.在分析隐性知识和相关扩散特点的基础上,基于组织成员之间的关系网络和小世界网络模型,建立组织网络上的知识扩散模型.根据认识论的观点,提出个体3种知识学习策略,结合知识扩散模型进行计算仿真实验.仿真结果显示,综合考虑关系和知识差别的知识学习策略最有效,不考虑连接强度下的各种策略都具有较快的知识学习速率,并且连接强度对组织内隐性知识扩散具有明显的作用.     

Uncertainty,pluralism, and the knowledge-based theory of the firm: From J.-C. Spender’s contribution to a socio-cognitive approach

J.-C. Spender’s award-winning, knowledge-based theory of the firm is based on four premises: (1) The firm can be sufficiently understood as a system of knowledge, (2) explicit and implicit knowing can be clearly dissociated, (3) organizations are conceived as cognizing entities, and (4) intuition shaped by shared cultural practices is a superior source of managerial knowledge. This line of reasoning represents a social constructionist view of the enactment, transfer, and storage of knowledge according to which managerial knowledge is largely tacitly shaped by industry recipes and the firm’s socio-cultural conventions and other social processes. Although comprehensive in scope, we argue that a knowledge-based theory of the firm needs to integrate a cognitivist approach that includes the synergetic production of tacit and explicit knowledge, the role of reflective thinking in resolving strategic uncertainties, and the interaction between the individual and the social. This socio-cognitive theory of the firm posits that sustained competitive advantage of a firm is founded on the ability to align knowledge internally within the firm as well as externally with its stakeholders through the individual sense-making of feedback from other individuals.     

Perception of learning culture and concerns about the innovation on its use: a question of level of analysis.

The purpose of this study was to determine the relationship between organizational members' perception of learning culture and the concerns about the innovation, and the influence of these factors on the use of one innovation (ISO 9000) in the Malaysian public sector. This study was guided by the Concerns-Based Adoption Model (CBAM) (Hall and Hord 1987) and the dimensions of the learning organization (Watkins and Marsick 1993, 1996b). The study involved 628 people from eleven government agencies that had been using the new system for at least a year. The study provided a model for operationalizing the assertions and theories of both organizational development and learning organization scholars especially that a more adaptive learning-oriented culture would facilitate the implementation of change. The examination of learning culture facilitated the understanding of how members within the organization perceived their learning culture, and subsequently its relationship to their use of the innovation. The analysis of concerns illustrated the fit between the innovation and feelings and perceptions of the individual members about the innovation. On an individual organizational basis, the regression analyses showed that the model was able to explain the variance in use of innovation in each organization. However, a comparison of regression weights across the organizations told a very different story. The results showed that the combination of variables that explained the use of innovation varied radically from organization to organization. The findings raised questions about appropriate levels of analyses for such studies. The study suggests that theories that try to explain organizational innovation implementation be tested across organizations and take into account organizational context. Otherwise, they could lead to inaccurate conclusions.     

Path(ological) Dependency? Core Competencies from an Organizational Perspective

The development of the 'resource-based theory of the firm' has helped to reorient the field of strategic management towards a focus on the organizational processes and structures which produce 'core competencies'. By challenging previous assumptions of market determinism this approach seems to open up the prospect of a greater dialogue with the theories and concerns of organization studies. This paper aims to determine the scope of such a dialogue by developing an appreciation and critique of the core competencies framework from an organizational perspective. In this context, the key feature of resource-based theories is seen to be their focus on organizational knowledge rather than decision-making processes as the engine of competitive performance. This focus has a powerful resonance with studies of knowledge in organizations, particularly those forms of knowledge which are linked to product and process design.
However, despite the important shift towards a knowledge-based view of competition, the core competencies approach fails to follow the logic of its own argument as far as the organizational appropriation of knowledge is concerned. In their pursuit of an ontological model of competitive performance –defining the essential causes of firm competitiveness – resource-based approaches neglect the socially embedded qualities of organizational knowledge. As a result, the social construction of knowledge, encompassing the dilemmas posed by the employment relationship and the pitfalls of institutionalization, is neglected. Instead, a smoothly linear model is developed linking skills, competence and competitiveness. This mechanistic view is further reinforced by reliance on a command and control model of the management process. Organizational knowledge is not a biddable resource at the disposal of top management.     

学习型组织的过程模型、本质特征和设计原则

本文提出了更系统完整的学习型组织的过程模型(6P- 1B模型),认为要使组织从整体上具有学习和自我更新的行为能力,必须在组织的运作中具备发现、发明、选择、执行、推广、反馈六个过程以及知识库。基于该模型,提出了学习型组织 7个方面的设计原则。本文还提出了反映学习型组织本质特征的七大比喻,即灵敏多波段收音机(发现)、人类大脑(发明)、筛子(选择)、军队(执行)、水中涟漪(推广)、飞机驾驶系统(反馈)、及水库(知识库),目的是为了让人们更加形象而深刻地理解学习型组织。     

“造山”:以知识和学习为基础的企业的新逻辑

在知识经济时代经营的企业需有不同于以往任何时代的企业的新逻辑 .本文将这一新逻辑概括为以知识和学习为基础 ,并以地质史上的“造山运动”作比 ,对新企业观进行了全面框架性的研究 .新企业观的理论基础是知识与学习理论 ,新企业组织的典型模式是团队型组织 ,管理的实质在于通过知识的转化和联合获得能力提升 ,经营逻辑追求知识超越 ,从而全面回答了以知识和学习为基础的企业的主要特征     

Supporting temporary agency workers’ affective commitments: exploring the role of opportunities for competence development

Nowadays, many organizations employ parts of their workforce via employment agencies and, as such, temporary agency workers (TAWs) are important for our economies. Increasingly, research is conducted to explore the relationships among the three parties involved – the TAW, the client organization and employment agency – and how this relationship can be strengthened by HR instruments. This study adds to this stream of literature by studying to what extent TAWs’ affective commitment (AC) towards the client organization and employment agency relates to their expectations and their fulfilled expectations regarding offered opportunities for competence development (OfCD) by both organizations, and by exploring to what extent TAWs regard both employment organizations responsible for offering them OfCD. A cross-sectional survey study was conducted among TAWs in the Netherlands (n = 449), including quantitative and qualitative analyses. All results of this study together revealed that TAWs tend to be focused on the client organization with regard to OfCD. This is the organization to which they feel most affectively committed, that they regard responsible for organizing their OfCD, and where they ask for OfCD. This study indicated that TAWs do not yet profit maximally from the triangular employment relationship, and have a rather traditional view on TAW constructions.     

Rethinking Knowledge: A Bergsonian Critique of the Notion of Tacit Knowledge*

The recent focus on the intangible resources of the organization in general, and specifically the notion of knowledge, has problematized the notion of organization. Rather than seeing organizations as systems that integrate the use of all kinds of physical, financial and human resources, the knowledge‐based view (KBV) of the firm and knowledge management literature emphasize the organization as a site for the development, use of and dissemination of knowledge and other forms of intellectual resources and assets. KBV and knowledge management literature also address the notion of knowledge as such; is knowledge what can be represented by concepts, figures, and statistics, or are there qualities inherent in knowledge that cannot easily be described, disseminated, or procured? The notion of tacit knowledge has been used to denote all forms of knowledge that cannot be represented: knowledge that cannot be fully articulated, expressed in formulas or described in documents. This paper aims to provide a critique of the notion of tacit knowledge as it is used in KBV and knowledge management literature. It examines the notion of tacit knowledge through the philosophy of Henri Bergson and concludes that the notion of tacit knowledge is little more than an umbrella term for unrepresentable knowledge. Thus, the notion of tacit knowledge should be used with care rather than being a residual category of knowledge.