团队性绩效考核对个体知识共享行为影响的实证研究  

Empirical Research on the Influence Model of Team-based Performance Appraisal on Individual Knowledge Sharing

作　　者：赵书松[1] 廖建桥[2] 

机构地区：[1]中南大学公共管理学院,长沙410083 [2]华中科技大学管理学院,武汉430075

出　　处：《图书情报工作》2011年第24期90-96,共7页Library and Information Service

基　　金：国家自然科学基金项目"绩效考核对团队成员知识共享的影响研究"(项目编号:70772054)研究成果之一

摘　　要：认为如何通过组织管理策略有效激发员工知识共享行为是学术界和实践界共同关注的问题。以社会交换理论、组织认同理论和动机理论为基础,采用结构方程建模技术,研究团队性绩效考核对员工知识共享行为的影响。实证结果表明:团队性绩效反馈对员工知识共享行为具有显著正向作用,并通过规则服从、集体情感与责任动机的完全中介作用间接促进员工知识共享行为;没有发现个体工作控制源对团队性绩效考核、知识共享动机和知识共享行为之间的关系具有显著调节效应。最后讨论研究结果的理论价值和管理启示。How to motivate employee to share their knowledge is an important theoretical and practical issue. Based on social exchange theory, organizational identification theory and motivation theory, the influence of team-based performance appraisal on employees＇ knowledge sharing is studied by means of Structural Equation Modeling. The result indicates that team-based performance appraisal has positive impact on employees＇ knowledge sharing fully mediated by the motivations of submission to rules, attachment and responsibility for collectivity. The moderator effects of work locus of control on the relationship between team-based performance appraisal and knowledge sharing has not been found. In the end, the conclusions, theoretical contribution and management enlightenment are discussed.

关 键 词：团队性绩效考核 知识共享 动机 工作控制点 

分 类 号：F272.92[经济管理—企业管理] F224[经济管理—国民经济]