管理评论 ›› 2021, Vol. 33 ›› Issue (2): 153-163.

• 技术与创新管理 • 上一篇    

知识分享意愿和隐性知识对组织学习绩效的交互影响

董佳敏, 刘人境, 严杰, 杨晶玉   

  1. 西安交通大学管理学院, 西安 710049
  • 收稿日期:2018-01-10 发布日期:2021-03-08
  • 通讯作者: 董佳敏(通讯作者),西安交通大学管理学院博士研究生
  • 作者简介:刘人境,西安交通大学管理学院教授,博士生导师;严杰,西安交通大学管理学院博士研究生;杨晶玉,西安交通大学管理学院副教授,博士生导师。
  • 基金资助:
    国家社会科学基金项目(15XGL001;15BGL082)。

Interactive Effects of Knowledge Sharing Intention and Tacit Knowledge on Organizational Learning Performance

Dong Jiamin, Liu Renjing, Yan Jie, Yang Jingyu   

  1. School of Management, Xi'an Jiaotong University, Xi'an 710049
  • Received:2018-01-10 Published:2021-03-08

摘要: 采用多主体仿真方法,引入组织成员间知识分享意愿的衰减规则,对组织学习领域的经典模型进行拓展,分析了封闭环境和开放环境下知识分享意愿和隐性知识水平对组织学习绩效的交互影响机理。研究结果表明,封闭环境下,较低的知识分享意愿衰减对组织学习绩效的影响不显著,此时隐性知识对组织学习有积极作用;但过快的知识分享意愿衰减对组织学习有消极影响,且这种消极影响会随着隐性知识比例的提高而被进一步放大。存在人员流动时,较低的知识分享意愿衰减下,人员流动只带来消极影响;而较快的知识分享意愿衰减下,适当的人员流动可以提高组织学习绩效。有趣的是,本研究探索并拓展了Miller等(2006)部分结果的作用边界。Miller等研究结果指出,隐性知识对组织学习存在积极效应。而本研究发现,仅有当组织成员之间知识分享意愿衰减较慢时,隐性知识才能够产生积极效应;当知识分享意愿衰减较快时,隐性知识的积极作用转化成消极影响。最后,存在环境扰动时,知识分享意愿的衰减以及隐性知识水平都不是影响组织学习的关键因素,组织应该更多地关注对外部知识的获取来取得更好的表现。

关键词: 知识分享意愿, 隐性知识, 组织学习, 多主体仿真

Abstract: Organizational learning has been regarded as a sustainable competitive advantage of an organization in the rapidly volatile environment. Taking into account the decline phenomena of organization members' knowledge sharing intentions, we extend Miller's (2006) multi-agent simulation to figure out how knowledge sharing intention and tacit knowledge influence the organizational performance within a closed or open system. The simulation results indicate that a slight decline of knowledge sharing intention makes almost no difference to organizational performance in a closed system, while a sharp decline would impede the interpersonal learning, which results in a lower performance. As to an open system with personnel turnover, turnover plays a negative role under the circumstance of a slight decline of knowledge sharing intention. However, an appropriate personnel turnover is beneficial to the organization with a sharp decline of knowledge sharing intention. Intriguingly, our findings indicate that the positive effect of tacit knowledge which was found by Miller (2006) only exists in the closed system with a slight decline of knowledge sharing intention, otherwise, the effects of the tacit knowledge can be negative. Finally, in an open system with environment turbulence, neither the decline of knowledge sharing intention nor the proportion of tacit knowledge is important to the organizational learning. So, it appears that organizations should pay more attention to acquiring external knowledge for achieving better performance.

Key words: knowledge sharing intention, tacit knowledge, organizational learning, multi-agent simulation