师徒制知识共享敌意的演化趋势研究
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摘要
师徒制知识共享作为组织内知识转移,尤其是隐性知识转移的重要方式,却在组织内更多以知识囤积或知识排斥的知识共享敌意形式存在。基于师徒制知识共享敌意的效用分析,采用复制动态的非对称演化博弈刻画了组织内师徒制知识共享敌意的演化趋势。研究发现,当师傅群成员知识囤积的负效用超过其正效用、且徒弟群成员知识排斥的负效用大于其所付出的成本时,才能通过有效降低师徒制知识共享敌意来提高师徒制知识共享对组织的贡献程度;组织采用一定的激励机制对于降低师徒制知识共享敌意的发生效果显著。
As an important way of knowledge transfer within organizations, especially tacit knowledge transfer, the knowledge sharing in the mater-apprentice pattern exists in the form of knowledge sharing hostility, including knowledge hoarding behavior and knowledge rejection behavior. On the analysis of utility of knowledge sharing hostility in the mater-apprentice pattern, we use replicator dynamics of the asymmetric evolutionary game theory to study the development trajectory of knowledge sharing hostility in the mater-apprentice pattern. When the negative utility of the master's knowledge hoarding is greater than the positive utility, the negative utility of the apprentice's knowledge rejecting is greater than the costs, and the organization can get the largest utility from the knowledge sharing in the mater-apprentice pattern, through governing knowledge sharing hostility in the mater-apprentice pattern. Establishing certain incentive mechanism can reduce the knowledge sharing hostility behavior in the mater-apprentice pattern significantly.
As an important way of knowledge transfer within organizations, especially tacit knowledge transfer, the knowledge sharing in the mater-apprentice pattern exists in the form of knowledge sharing hostility, including knowledge hoarding behavior and knowledge rejection behavior. On the analysis of utility of knowledge sharing hostility in the mater-apprentice pattern, we use replicator dynamics of the asymmetric evolutionary game theory to study the development trajectory of knowledge sharing hostility in the mater-apprentice pattern. When the negative utility of the master's knowledge hoarding is greater than the positive utility, the negative utility of the apprentice's knowledge rejecting is greater than the costs, and the organization can get the largest utility from the knowledge sharing in the mater-apprentice pattern, through governing knowledge sharing hostility in the mater-apprentice pattern. Establishing certain incentive mechanism can reduce the knowledge sharing hostility behavior in the mater-apprentice pattern significantly.
引文
[1] 孙玺,李南,付信夺.企业师徒制知识共享与转移的有效性评价[J].情报理论与实践,2013,36(7):76- 80.
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[14] Serdar Durmusoglu,Mark Jacobs,Dilek Zamantili Nayir et al.The quasi-moderating role of organizational culture in the relationship between rewards and knowledge shared and gained[J].Journal of Knowledge Management,2014,18(1):19-37.
[15] Xiao Zhang,Jane Yan Jiang.With whom shall I share my knowledge?a recipient perspective of knowledge sharing[J].Journal of Knowledge Management,2015,19(2):277-295.
[16] 刘丽萍.论企业内部知识共享的成本、效益和激励机制[J].商业研究,2006(8):98-101.
[17] 王瑞花,吕永波.师徒制知识共享敌意的治理机制研究[J].图书馆学研究,2015(21):96-101.
[18] Neeraj Jain.Knowledge hoarding:a bottleneck to organizational success[J].The Indian Journal of Industrial Relations,2012,47(4):750-753.
[19] Christopher Collins J.Knowledge exchange and combination:the role of human resource practices in the performance of high-technology firms[J].Academy of Management Journal,2006,49(3):544-560.
[20] 刘臣,单伟,于晶.组织内部知识共享的类型及进化博弈模型[J].科研管理,2014,35(2):145-153.
[21] Isabel Rechberg,Jawad Syed.Ethical issues in knowledge management:conflict of knowledge ownership[J].Journal of Knowledge Management,2013,17(6):828- 847.
[22] 王振源,王燕榕,赵琛徽.中国企业实施导师制的挑战与对策研究——基于IBM最佳实践的启示[J].当代财经,2011(8):73- 81.
[2] Vilma Vuori ,Jussi Okkonen.Knowledge sharing motivational factors of using an intra-organizational social media platform[J].Journal of Knowledge Management.2012,16(4):592- 603.
[3] Alton Chua ,Wing Lam.Why KM projects fail:a multi-case analysis[J].Journal of Knowledge Management,2005,9(3):6-17.
[4] Heng-Li Yang,Ted Wu C T.Knowledge sharing in an organization[J].Technological Forecasting & Social Change,2008(75):1128-1156.
[5] 关涛,胡峰.知识共享行为与后并购整合的失败:基于知识储藏与拒绝的研究[J].图书情报工作,2007,51(10):80- 83.
[6] Snejina Michailova,Kenneth Husted.Knowledge-sharing hostility in russian firms[J].California Management Review,2003,45(3):59-75.
[7] 张笑峰,席酉民.伦理型领导对员工知识隐藏的影响机制研究[J].软科学,2016,30(10):96-99.
[8] GaHee Shin,Sunhwa Kwag.The relationship between knowledge hiding and knowledge sharing:through determinants of knowledge hiding and knowledge sharing[J].Knowledge Management Review,2017,18(2):129-159.
[9] Kenneth Husted,Snejina Michailova.Diagnosing and fighting knowledge sharing hostility[J].Organizational Dynamics,2002,31(1):60-73.
[10] Kenneth Husted,Snejina Michailova,Dana B.Minbaeva et al.Knowledge-sharing hostility and governance mechanisms:an empirical test[J].Journal of Knowledge Management,2012,16(5):754-773.
[11] Catherine Connelly E,David Zweig,Jane Webster,John Trougakos P.Knowledge hiding in organizations[J].Journal of Organizational Behavior,2012,33:64- 88.
[12] Dorothy Leonard.How to prevent experts from hoarding knowledge[J].Harvard business review,2014(9):2- 4.
[13] Vincenzo Cavaliere,Sara Lombardi,Luca Giustiniano.Knowledge sharing in knowledge-intensive manufacturing firms.an empirical study of its enablers[J].Journal of Knowledge Management,2015,19(6):1124-1145.
[14] Serdar Durmusoglu,Mark Jacobs,Dilek Zamantili Nayir et al.The quasi-moderating role of organizational culture in the relationship between rewards and knowledge shared and gained[J].Journal of Knowledge Management,2014,18(1):19-37.
[15] Xiao Zhang,Jane Yan Jiang.With whom shall I share my knowledge?a recipient perspective of knowledge sharing[J].Journal of Knowledge Management,2015,19(2):277-295.
[16] 刘丽萍.论企业内部知识共享的成本、效益和激励机制[J].商业研究,2006(8):98-101.
[17] 王瑞花,吕永波.师徒制知识共享敌意的治理机制研究[J].图书馆学研究,2015(21):96-101.
[18] Neeraj Jain.Knowledge hoarding:a bottleneck to organizational success[J].The Indian Journal of Industrial Relations,2012,47(4):750-753.
[19] Christopher Collins J.Knowledge exchange and combination:the role of human resource practices in the performance of high-technology firms[J].Academy of Management Journal,2006,49(3):544-560.
[20] 刘臣,单伟,于晶.组织内部知识共享的类型及进化博弈模型[J].科研管理,2014,35(2):145-153.
[21] Isabel Rechberg,Jawad Syed.Ethical issues in knowledge management:conflict of knowledge ownership[J].Journal of Knowledge Management,2013,17(6):828- 847.
[22] 王振源,王燕榕,赵琛徽.中国企业实施导师制的挑战与对策研究——基于IBM最佳实践的启示[J].当代财经,2011(8):73- 81.