人力资源管理实践对知识共享行为影响实证研究

发布时间：2018-02-21 12:29

本文关键词： 人力资源管理实践竞值架构知识共享行为中介效应　出处：《沈阳工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：经济全球化以及信息技术等高新技术化纷至沓来,知识经济时代也接踵而至。现如今企业组织的核心竞争力早已变成企业知识以及核心技术,信息技术的发展使企业高速运转,更是深刻影响着管理手段以及途径的变迁,企业知识管理早已成为国内外企业管理者们新一轮的探究课题。面对企业发掘、识别、传递以及运用知识使其在短时间内充实丰富企业知识体系提升绩效利益的需求,国内外学者以及企业管理者们认为知识共享行为无疑是最具快捷、有效以及简易等特点的方法手段。本研究主要关注在知识经济时代,在快速更替的变迁中,如何通过企业人力资源管理实践的营造出信任、互惠等知识共享情境,进而促进企业知识共享行为达到竞争优势以及企业利益的增加。本文在Cabrera提出的知识共享动力模型的基础之上,运用竞值架构思维以及心理学相关知识推演提炼出四种知识共享企业情境。基于相关理论研究的归纳与分析,提出人力资源管理实践通过共享情境影响知识共享行为的理论模型。设计出调查试问卷后,运用SPSS20.0对预测试问卷数据进行探索性因素分析,得到内容效度和结构效度良好的正式问卷,随后运用AMOS21.0对调查数据进行验证性因子分析以及结构方程拟合模型进行假设检验以得出研究结论。实证检验结果表明本文的理论模型基本上得到了验证,并且提出的33条假设中,有24条得到了证实。证实了人力资源管理实践对知识共享行为具有积极影响的同时,也验证了由竞值架构所推演出的知识共享情境在不同人力资源管理实践影响知识共享行为过程中所起到完全中介效应,以及人力资源管理实践通过信任、互惠、自我效能以及认可等不同的知识共享情境进而影响知识共享行为的差异。结果表明,绩效考评与认可情境对知识共享行为的促进作用不如其他HRMP活动与情境。
[Abstract]:Economic globalization, information technology and other high and new technologies are coming in, and so is the era of knowledge economy. Nowadays, the core competitiveness of enterprise organizations has already become enterprise knowledge and core technology, and the development of information technology has enabled enterprises to run at high speed. It also deeply influences the changes of management means and approaches. Enterprise knowledge management has already become a new round of research topic for managers at home and abroad. Transfer and use of knowledge to enrich the knowledge system in a short period of time to enhance the performance of the interests of the demand, domestic and foreign scholars and business managers believe that knowledge-sharing behavior is undoubtedly the most rapid. This study focuses on how to create a knowledge sharing situation such as trust and reciprocity through the practice of enterprise human resource management in the era of knowledge economy and the rapid change of human resources management. And then promote the enterprise knowledge sharing behavior to reach the competitive advantage and the increase of enterprise interests. This paper based on the knowledge sharing dynamic model proposed by Cabrera, This paper deduces four kinds of knowledge sharing enterprise situations by using competitive value structure thinking and psychology related knowledge, and induces and analyzes them based on relevant theoretical research. This paper puts forward a theoretical model that human resource management practices influence the behavior of knowledge sharing through sharing situation. After designing the questionnaire, the author makes an exploratory factor analysis of the predicted test paper data by using SPSS20.0. A formal questionnaire with good content validity and structural validity was obtained. Then we use AMOS21.0 to verify the data of the investigation and test the hypothesis of the structural equation fitting model to get the conclusion. The empirical test results show that the theoretical model of this paper has been basically verified. And of the 33 hypotheses proposed, 24 have been confirmed. It is confirmed that human resource management practices have a positive impact on knowledge-sharing behavior at the same time, It also verifies that the knowledge sharing situation derived from the competitive value structure plays a complete intermediary effect in the process of different human resource management practices affecting the knowledge sharing behavior, and the human resources management practice through trust, reciprocity, Different knowledge sharing situations such as self-efficacy and recognition affect the differences of knowledge sharing behaviors. The results show that performance appraisal and recognition context can not promote knowledge sharing behaviors as much as other HRMP activities and situations.
【学位授予单位】：沈阳工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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