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Managerial Knowledge Sharing: The Role of Individual, Interpersonal, and Organizational Factors

Published online by Cambridge University Press:  02 February 2015

Lin Lu ,
Kwok Leung  and
Pamela Tremain Koch
Translated by
路琳  and
梁觉
Lin Lu
Affiliation:
Antai School of Management, P.R., China
Kwok Leung
Affiliation:
City University of Hong Kong
Pamela Tremain Koch
Affiliation:
Nanyang Technological University, Singapore
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Abstract

This paper describes two studies conducted in the People's Republic of China aimed at improving understanding of knowledge sharing among managers. Study 1 found evidence for the role of two individual factors: greed which reduced knowledge sharing, and self-efficacy which increased it. In addition, co-worker collegiality has an indirect influence on knowledge sharing by lowering greed and raising self-efficacy. Study 2 replicated the key findings of Study 1 and also identified the influence of organizational support on knowledge sharing. Organizational support led to higher utilization of information and communication technologies, resulting in more knowledge sharing, especially for explicit as opposed to implicit knowledge.

摘要

摘要

本文在中国大陆就管理人员的知识共享进行了两项实证研究。研究一结果发现个人层面两种因素的作用：个人的自私贪欲心理会阻碍知识共享，而自我功效感则会促进知识共享行为。此外，同事之间的合作与信任可以降低个人贪欲心、提髙功效感，从而间接推动知识共享。研究二进一步验证了研究一的主要发现，并提出组织对知识共享的支持提高了信息沟通技术的使用率，从而推动知识共享。研究的结果还表明，较之隐性知识，这种影响对显性知识的影响更为显著。

Keywords

知识共享贪欲心自我功效感组织情境
Type
Articles
Information
Management and Organization Review , Volume 2 , Issue 1 , March 2006 , pp. 15 - 41
Copyright
Copyright © International Association for Chinese Management Research 2006

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