本文選題：隱性知識　切入點：在線社交網(wǎng)絡(luò)　出處：《北京郵電大學(xué)》2016年博士論文

【摘要】：隨著知識經(jīng)濟時代的到來,知識已取代自然資源、勞動力資源和資本資源等,成為企業(yè)創(chuàng)造并維持其持續(xù)競爭優(yōu)勢的基礎(chǔ)。而知識按照其可呈現(xiàn)程度的不同可分為顯性知識與隱性知識。人類的知識主要足隱性知識,或者是基于隱性的顯性知識。對于企業(yè)組織而言,組織學(xué)習(xí)最重要的問題是知識在企業(yè)組織內(nèi)部和組織之間的有效傳播,尤其是主要體現(xiàn)為隱性知識的“最佳實踐經(jīng)驗”的傳播與共享。因此,如何有效促進組織內(nèi)部和組織之間的隱性知識共享已成為現(xiàn)代企業(yè)管理理論研究和實踐應(yīng)用中亟待解決的重要問題。由于隱性知識存儲在個人的心智之中,高度個性化,難以模仿、轉(zhuǎn)移,因此人員流動是組織間隱性知識共享的重要影響因素。此外,隨著移動互聯(lián)網(wǎng)的廣泛使用,企業(yè)組織中許多雇員開始應(yīng)用微信、MSN等在線社交網(wǎng)絡(luò)進行即時交流和相互學(xué)習(xí),也在很大程度上促進了隱性知識的傳播。近年來,雖然學(xué)者們提出了許多關(guān)于隱性知識共享方面的研究成果,但已有研究還缺乏關(guān)于人員流動和在線社交網(wǎng)絡(luò)等對組織之間及組織中隱性知識共享的影響方面的定性與定量研究,不能充分滿足企業(yè)解決組織內(nèi)部及組織之間知識共享問題的實際需要。因此,研究人員流動對組織間隱性知識共享影響及在線社交網(wǎng)絡(luò)對組織內(nèi)部隱性知識共享的影響,具有重要的理論與現(xiàn)實意義。本文以網(wǎng)絡(luò)傳染病動力學(xué)理論與均勻混合動力學(xué)理論為理論基礎(chǔ),根據(jù)組織內(nèi)部及組織之間隱性知識共享的過程和特征,建立相關(guān)的數(shù)學(xué)模型,并利用計算機進行仿真。通過對模型性態(tài)的分析和計算機仿真來顯示隱性知識傳播的發(fā)展過程,預(yù)測隱性知識傳播的規(guī)律和發(fā)展趨勢,分析隱性知識共享的影響因素,并對影響因素進行敏感性分析,尋求促進隱性知識共享的最優(yōu)決策,為促進組織內(nèi)部及組織之間的隱性知識共享提供理論基礎(chǔ)和數(shù)量依據(jù)。本文首先針對存在人員相互流動的兩個組織,建立了兩組織間的隱性知識傳播模型,給出區(qū)分實現(xiàn)組織間隱性知識共享與否的閾值。研究表明,員工在組織之間按一定比例適當(dāng)流動可以有效促進組織間隱性知識共享,使得兩組織同時實現(xiàn)隱性知識共享;而如果人員流動不合理,則會對兩個組織中的隱性知識傳播同時產(chǎn)生抑制作用。其次,針對某一組織,將組織中使用在線社交網(wǎng)絡(luò)進行交流的員工與員工之間面對面接觸交流都看作無向網(wǎng)絡(luò),考慮利用在線社交網(wǎng)絡(luò)進行隱性知識傳播和通過面對面接觸傳播兩種傳播途徑,建立了均勻混合與復(fù)雜網(wǎng)絡(luò)共存的耦合網(wǎng)絡(luò)隱性知識傳播模型,給出區(qū)分實現(xiàn)組織內(nèi)部成員之間隱性知識共享與否的閾值,分析組織中用戶接觸網(wǎng)絡(luò)的網(wǎng)絡(luò)結(jié)構(gòu)對隱性知識共享產(chǎn)生的影響,得出一個與以往建立在均勻混合網(wǎng)絡(luò)上研究組織隱性知識共享問題具有本質(zhì)差異的結(jié)論:如果用戶接觸網(wǎng)絡(luò)具有足夠高的異質(zhì)性,那么知識傳播閾值會消失。這一結(jié)論顛覆了傳統(tǒng)的有限傳播閾值理論:均勻混合網(wǎng)絡(luò)上始終存在有限閾值。第三,建立了帶有個體意愿的隱性知識網(wǎng)絡(luò)傳播模型,系統(tǒng)分析了個體意愿對組織隱性知識共享產(chǎn)生的影響,給出區(qū)分實現(xiàn)組織內(nèi)部隱性知識共享與否的、帶有意愿影響因素的閾值,得出兩種不同的促進組織隱性知識共享的方法,并通過參數(shù)的敏感性分析比較了兩種方法的有效性。本文對所建立的三個數(shù)學(xué)模型進行數(shù)值仿真驗證了所得結(jié)論的正確性。閾值理論說明,在實現(xiàn)組織內(nèi)部及組之間隱性知識共享過程中,當(dāng)少數(shù)成員個體獲得了某一隱性知識可能不會實現(xiàn)隱性知識的共享,只有當(dāng)獲得隱性知識的成員數(shù)量達到某一臨界值時,知識才會在組織內(nèi)部或組織之間傳播,永不流失。閾值的得出為促進組織內(nèi)部及組織間隱性知識的傳播與共享實現(xiàn)數(shù)量化、系統(tǒng)化管理提供了重要的理論依據(jù)。在研究過程中,本文全面借鑒已有的相關(guān)研究出成果,將網(wǎng)絡(luò)傳染病動力學(xué)理論與均勻混合動力學(xué)理論巧妙地應(yīng)用于組織隱性知識共享研究中,在此基礎(chǔ)上系統(tǒng)地構(gòu)建并分析組織內(nèi)部及組織之間的隱性知識傳播模型,找出關(guān)鍵影響因素,這使得本研究成果對組織隱性知識共享研究具有一定的理論意義和應(yīng)用價值。
[Abstract]:With the advent of knowledge economy, knowledge has replaced the natural resources, labor and capital resources, becomes the enterprise to create and maintain the sustainable competitive advantage and knowledge. According to the present different degree can be divided into explicit knowledge and tacit knowledge. Tacit knowledge is full of human knowledge, explicit knowledge or tacit based on the enterprise organizational learning organization, the most important problem is the effective dissemination of knowledge in the enterprise internal organization and organization, especially the dissemination of tacit knowledge is mainly embodied in "best practices" and sharing. Therefore, how to effectively promote has become an urgent problem of modern enterprise management theory and practical application the tacit knowledge sharing within and between organizations. The tacit knowledge is stored in the individual mind, highly personalized, difficult to imitate, transfer, Therefore, personnel flow is the important influence factors of tacit knowledge sharing between organizations. In addition, with the widespread use of mobile Internet, many employees in enterprise organizations began to use WeChat, MSN and other online social networks in real time exchanges and mutual learning, but also promote the diffusion of tacit knowledge to a great extent. In recent years, scholars put forward a lot of research on the tacit knowledge sharing, but also the lack of existing research on mobility and online social networks on the qualitative and quantitative study on effect of tacit knowledge sharing between organizations and organizations in the area, can not fully meet the actual needs enterprises to solve the problem of knowledge sharing between organizations and organizations. Therefore, the research on personnel flow influence of online social networks and the internal tacit knowledge sharing organization tacit knowledge sharing between organizations, has the important theory and Practical significance. This paper takes the network epidemic dynamics theory and uniform mixing dynamics theory, according to the process and characteristics of tacit knowledge sharing between organizations and organizations, establish relevant mathematical model, and simulated using computer. To show the development process of tacit knowledge transfer through analysis and computer simulation of the model. The prediction rule and development trend of the dissemination of tacit knowledge, analysis of influence factors of tacit knowledge sharing, and analyze the sensitivity of factors, seeking to promote the optimal decision of tacit knowledge sharing, and provide a theoretical basis for promoting tacit knowledge sharing based on the number of internal organization and organization between the two organizations. In this paper, there is mutual flow of personnel established, tacit knowledge communication model between the two organizations, are distinguished and achieve the threshold of tacit knowledge sharing between organizations Value. The study shows that the staff in the organization according to a certain proportion between the appropriate flow can effectively promote the tacit knowledge sharing among organizations, the organization and implementation of the two tacit knowledge sharing; and if the flow of personnel is not reasonable, it will also inhibit the dissemination of tacit knowledge in two organizations. Secondly, according to an organization, between employees with the staff in the organization to communicate with online social network face to face contact as an undirected network, considering the dissemination of tacit knowledge through face-to-face contact and communication two communication ways of using online social network, established coupled network tacit knowledge propagation model mixed with complex networks coexist, and realize the threshold are distinguished whether or not the tacit knowledge sharing among organization members, network user analysis organization contact network sharing the influence of tacit knowledge, too A contrast to the past based on mixed research organization tacit knowledge sharing network has essential difference to the conclusion: if the user has the contact network heterogeneity is high enough, then the knowledge propagation threshold will disappear. This conclusion is to subvert the traditional theory of finite propagation threshold: finite threshold there is always mixed network. Third the establishment of the tacit knowledge, network transmission model with the wishes of the individual, the individual will share system analysis on the impact of organizational tacit knowledge, given the distinction between realizing organization tacit knowledge sharing or not, with threshold factors will influence that two kinds of different methods of promoting tacit knowledge sharing in the organization, and compare the effectiveness two methods of sensitivity analysis by parameters. The correctness of the three models in this paper are verified by numerical simulation results. The threshold theory, in between organization and group of tacit knowledge sharing in the process, when a few members of the individual was not sharing tacit knowledge a tacit knowledge, only when the number of members of the tacit knowledge reaches a critical value, the knowledge will spread in the internal organization or threshold are never lost. That in order to promote the organization and inter organization tacit knowledge sharing and quantity, provides an important theoretical basis for system management. In the process of research, this paper draw on existing research results, the network epidemic dynamics theory and hybrid dynamics theory skillfully applied to tacit knowledge sharing of uniform on this basis, the system construction and analysis of tacit knowledge communication model between within the organization and organization, find out the key factors, which makes the The results of this study have some theoretical significance and application value for the study of organizational tacit knowledge sharing.

【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2016
【分類號】：F272;F272.92

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