工商管理学院知识库

  在快速变化的商业环境中，知识管理已经成为知识经济背景下企业管理的一个越来越重要的问题。知识共享是实施知识管理的一个重要举措，员工作为企业发展的核心力量应当促进个人知识流入组织，并通过组织内的知识共享迅速增加组织的知识资源库，提升组织绩效。然而往往人们会受到思想局限性的影响，不愿主动在组织中进行知识共享，所以对企业进行引导，使员工在知识共享活动中展现出更多的积极性，对于企业向更正确、更好的方向发展至关重要。个人-组织匹配已被多数学者证明可以影响员工的行为，本文在此学术基础上研究了个人-组织匹配是否会影响员工的知识共享行为，以及这种影响机制将会怎样发挥作用。

  本文在全面阅读国内和国外文献的基础上梳理了个人-组织匹配、角色宽度自我效能感、内部人身份感知、员工知识共享行为四个相关变量的文献综述，结合社会认知理论和社会交换理论，分析影响员工知识共享行为不同维度的因素，建立理论模型、提出研究假设，选用成熟量表进行问卷调研，采用SPSS和AMOS软件检验与分析变量之间的假设。实证结果表明:（1）个人-组织匹配正向影响员工知识共享行为；(2) 个人-组织匹配正向影响角色宽度自我效能感；（3）角色宽度自我效能感正向影响员工知识共享行为；（4）角色宽度自我效能感在个人-组织匹配与员工知识共享行为之间起中介作用；（5）内部人身份感知正向调节个人-组织匹配与员工知识共享行为之间的关系；（6）内部人身份感知正向调节了角色宽度自我效能感与员工知识共享行为之间的关系。

  最后本文根据研究结果提出了相关方面的建议：管理者要提高个人-组织匹配的意识、重视角色宽度自我效能感的培育、提升员工内部人身份感知的认知水平等，为提升员工知识共享行为提供了合理指导。

  In a rapidly changing business environment, knowledge management has become an increasingly important issue in enterprise management in the context of the knowledge economy. Knowledge sharing is an important initiative in the implementation of knowledge management. Employees, as the core force of enterprise development should facilitate the flow of personal knowledge into the organisation and rapidly increase the organisation's knowledge resource base and enhance organisational performance through knowledge sharing within the organisation. Often, however, people are influenced by ideological limitations and are reluctant to take the initiative to share knowledge in the organisation, so it is vital to guide the organisation so that employees show more initiative in knowledge sharing activities in order to develop the organisation in a more correct and better direction. This paper builds on the academic foundation of individual-organisational matching, which has been shown by most scholars to influence employee behaviour, to examine whether individual-organisational matching affects employees' knowledge sharing behaviour and how this influence mechanism will work.

  Based on a comprehensive reading of domestic and foreign literature, this paper composes a literature review of four relevant variables: individual-organisational match, role breadth self-efficacy, insider identity perception, and employee knowledge sharing behaviour, combines social cognitive theory and social exchange theory, analyses the factors affecting different dimensions of employee knowledge sharing behaviour, develops a theoretical model, proposes research hypotheses, and selects a mature scale for questionnaire research. SPSS and AMOS software were used to test and analyse the hypotheses between the variables. The empirical results showed that: (1) personal-organisational matching positively influenced employees' knowledge sharing behaviour; (2) personal-organisational matching positively influenced role width self-efficacy; (3) role width self-efficacy positively influenced employees' knowledge sharing behaviour; (4) role width self-efficacy mediated between personal-organisational matching and employees' knowledge sharing behaviour; (5) insider identity perception positively moderated (5) insider identity perception positively moderates the relationship between individual-organizational matching and employee knowledge sharing behavior; (6) insider identity perception positively moderates the relationship between role breadth self-efficacy and employee knowledge sharing behavior.

  Finally, based on the findings of the study, the paper proposes recommendations in related aspects: managers should raise awareness of personal-organisational matching, attach importance to the cultivation of role-width self-efficacy, and enhance the cognitive level of employees' insider identity perception, which provide reasonable guidance for enhancing employees' knowledge-sharing behaviour.