本文關(guān)鍵詞：基于組織行為的知識(shí)傳播模型研究　出處：《大連理工大學(xué)》2011年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 知識(shí)傳播 組織行為 元胞自動(dòng)機(jī) 任務(wù)需求 跨部門團(tuán)隊(duì)

【摘要】：隨著知識(shí)經(jīng)濟(jì)的興起和全球化競(jìng)爭(zhēng)的日益激烈,知識(shí)已經(jīng)上升成為組織的首要資源,也是組織獲取和保持持續(xù)競(jìng)爭(zhēng)優(yōu)勢(shì)的主要源泉。知識(shí)傳播是組織獲取知識(shí),提高自身知識(shí)存量,并進(jìn)行知識(shí)創(chuàng)新和知識(shí)有效利用的前提和重要手段之一,已經(jīng)越來越受到知識(shí)管理者的重視。大量實(shí)證研究結(jié)果表明,有效地進(jìn)行知識(shí)傳播有利于組織的生存和發(fā)展。因此,研究知識(shí)傳播的內(nèi)在規(guī)律及其影響因素,無(wú)論是對(duì)學(xué)術(shù)界還是對(duì)企業(yè)界都具有重要的意義。 從本質(zhì)上講,知識(shí)傳播是知識(shí)主體之間進(jìn)行知識(shí)交流的一種組織行為,必然會(huì)受到組織行為因素的影響。因此,在深入分析知識(shí)、知識(shí)主體、知識(shí)傳播過程及知識(shí)傳播環(huán)境復(fù)雜性的基礎(chǔ)上,我們結(jié)合組織行為的相關(guān)理論,分別對(duì)個(gè)體及團(tuán)隊(duì)兩種不同知識(shí)主體及傳播層次下的知識(shí)傳播規(guī)律及其影響因素作了研究。 首先,立足于組織內(nèi)個(gè)體之間的知識(shí)獲取與互傳播,考慮個(gè)體在知識(shí)交流過程中相互影響會(huì)產(chǎn)生學(xué)習(xí)態(tài)度、行為及知識(shí)存量的改變。在此基礎(chǔ)上,建立了基于狀態(tài)轉(zhuǎn)換和知識(shí)傳播雙層規(guī)則的元胞自動(dòng)機(jī)知識(shí)傳播模型。研究發(fā)現(xiàn),組織內(nèi)人員微觀層次上的局部交互行為在宏觀上表現(xiàn)出自組織的復(fù)雜特性；組織平均知識(shí)存量的增長(zhǎng)速度隨著初始主動(dòng)學(xué)習(xí)率的提高而加快；人員移動(dòng)和專家機(jī)制的引入能夠提高組織內(nèi)部知識(shí)傳播的效率和知識(shí)存量；此外還發(fā)現(xiàn)組織平均知識(shí)存量的增長(zhǎng)速度與人員的自主學(xué)習(xí)能力成正相關(guān)。 其次,從組織內(nèi)攻關(guān)任務(wù)的多種知識(shí)需求出發(fā),考慮跨部門團(tuán)隊(duì)成員在完成任務(wù)過程中的知識(shí)交流與共享行為,構(gòu)建了基于任務(wù)需求——團(tuán)隊(duì)知識(shí)相匹配的知識(shí)傳播模型。模型中定義了任務(wù)知識(shí)需求矩陣、團(tuán)隊(duì)成員知識(shí)傳播規(guī)則、知識(shí)協(xié)同生成規(guī)則以及任務(wù)需求與團(tuán)隊(duì)知識(shí)匹配規(guī)則,并通過計(jì)算機(jī)仿真的方法考察了不同知識(shí)交流策略對(duì)團(tuán)隊(duì)內(nèi)部知識(shí)傳播與任務(wù)完成效果的影響。仿真結(jié)果表明,基于關(guān)系的知識(shí)交流策略有利于知識(shí)在團(tuán)隊(duì)內(nèi)部的快速傳播,但不利于知識(shí)的廣泛傳播,在后期容易產(chǎn)生傳播停滯現(xiàn)象,而基于知識(shí)的交流策略則具有明顯的后發(fā)優(yōu)勢(shì)。相應(yīng)的管理策略是任務(wù)初期宜采用基于關(guān)系的知識(shí)交流策略,而在后期,采取基于知識(shí)的交流策略有助于團(tuán)隊(duì)順利、有效地完成任務(wù)。 最后,對(duì)研究工作做了全面總結(jié),并就組織內(nèi)的知識(shí)傳播給予一定的建議,以期為組織進(jìn)行有效地知識(shí)傳播、制定合理的知識(shí)管理策略提供理論指導(dǎo)。
[Abstract]:With the rise of knowledge economy and the fierce competition of globalization, knowledge has become the primary resource of the organization, and it is also the main source for the organization to acquire and maintain the sustainable competitive advantage. Knowledge dissemination is the organization to acquire knowledge. The premise and one of the important means to improve the knowledge stock and carry on the knowledge innovation and the knowledge effective utilization has been paid more and more attention by the knowledge manager. A large number of empirical research results show that. Effective knowledge dissemination is beneficial to the survival and development of an organization. Therefore, it is of great significance to study the inherent law of knowledge communication and its influencing factors for both academia and business circles. In essence, knowledge dissemination is an organizational behavior of knowledge exchange between knowledge subjects, which is bound to be affected by organizational behavior factors. Therefore, in-depth analysis of knowledge, knowledge subject. On the basis of the complexity of the process of knowledge dissemination and the complexity of the environment of knowledge dissemination, we combine the relevant theories of organizational behavior. This paper studies the law of knowledge transmission and its influencing factors under two different knowledge subjects and communication levels: individual and team. First of all, based on the knowledge acquisition and transmission among individuals in the organization, considering the individual interaction in the process of knowledge exchange will produce learning attitude, behavior and knowledge stock changes. On this basis. A cellular automata knowledge transmission model based on state transition and knowledge propagation rules is established. It is found that the local interaction behavior at the micro level in the organization shows the complex characteristics of the organization at the macro level. The growth rate of the average knowledge stock of the organization is accelerated with the increase of the initial active learning rate. Staff mobility and the introduction of expert mechanisms can improve the efficiency and knowledge stock of knowledge dissemination within the organization; It is also found that the growth rate of organizational average knowledge stock is positively related to autonomous learning ability. Secondly, considering the multi-knowledge needs of the task in the organization, considering the cross-departmental team members in the process of completing the task of knowledge exchange and sharing behavior. A knowledge propagation model based on task requirements-team knowledge matching is constructed, in which task knowledge requirement matrix and team members knowledge propagation rules are defined. Knowledge collaborative generation rules and task requirements and team knowledge matching rules. The effects of different knowledge exchange strategies on the effect of knowledge transmission and task completion are investigated by computer simulation. The simulation results show that. The strategy of knowledge exchange based on relationship is beneficial to the rapid spread of knowledge within the team, but it is not conducive to the widespread dissemination of knowledge, and it is easy to produce the phenomenon of communication stagnation in the later period. The corresponding management strategy is that the relationship based knowledge exchange strategy should be adopted at the beginning of the task, but in the later stage. Adopting a knowledge-based communication strategy will help the team to accomplish the task smoothly and effectively. Finally, this paper summarizes the research work and gives some suggestions on the knowledge dissemination in the organization, in order to provide theoretical guidance for the organization to spread knowledge effectively and formulate reasonable knowledge management strategies.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2011
【分類號(hào)】：C936

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