360度绩效反馈对个体知识共享的作用机制  

The Influence Mechanism of 360-degree Performance Feedback to Individual Knowledge Sharing

作　　者：赵书松[1] 

机构地区：[1]中南大学公共管理学院,长沙410083

出　　处：《情报杂志》2012年第6期116-124,共9页Journal of Intelligence

基　　金：教育部人文社会科学研究项目"社会转型期员工弱势心理的影响因素;形成机制与干预策略"(编号:11YJC630296);"信息伦理与绩效考核交互作用的影响机制及应用研究"(编号:09YJA630045);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"(编号:70772054)

摘　　要：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。以社会交换理论和组织支持理论为基础,采用结构方程建模技术,研究360度绩效反馈对员工知识共享行为的影响。实证结果表明,360度绩效反馈对员工知识共享行为具有显著正向作用,并通过成就感知、个人兴趣、集体情感与责任动机的部分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360度绩效反馈、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。最后讨论了研究结果的理论价值和管理启示。Based on social exchange theory and organizational support theory, the influence of 360-degree performance feedback to em- ployees＇knowledge sharing is studied by means of Structural Equation Modeling. The result indicates that 360-degree performance feed- hack has a positive effect on employees＇knowledge sharing. 360-degree feedback indirectly motives the knowledge sharing among employ- ees by affecting the achievement perception, individual interest, attachment for collectivity and motivation of responsibility. No evident moderator effect of work locus of control on the relationship between 360-degree performance feedback and knowledge sharing has been found. In the end, the conclusions, theoretical contribution and management enlightenment are discussed

关 键 词：360度绩效反馈 知识共享 知识共享动机 工作控制点 

分 类 号：F224[经济管理—国民经济]