【摘要】：隨著知識(shí)經(jīng)濟(jì)的到來和全球一體化進(jìn)程的加快,中國企業(yè)將不斷承受來自全球挑戰(zhàn)的巨大壓力,為了生存和發(fā)展,其迫切需要加強(qiáng)自身知識(shí)結(jié)構(gòu)的建設(shè)和利用,尤其是知識(shí)轉(zhuǎn)移和整合的能力。眾所周知,隨著知識(shí)的指數(shù)型發(fā)展,企業(yè)之間的競(jìng)爭(zhēng)正向知識(shí)競(jìng)爭(zhēng)的方向轉(zhuǎn)變,而知識(shí)競(jìng)爭(zhēng)的優(yōu)勢(shì)源于企業(yè)內(nèi)部知識(shí)轉(zhuǎn)移及其系統(tǒng)整合的效果,尤其是個(gè)人知識(shí)組織化的效果。因此,作為知識(shí)的主要載體,企業(yè)需要激發(fā)員工的知識(shí)轉(zhuǎn)移意愿,通過個(gè)人知識(shí)組織化將個(gè)人競(jìng)爭(zhēng)優(yōu)勢(shì)轉(zhuǎn)化為組織層面的競(jìng)爭(zhēng)優(yōu)勢(shì),在發(fā)揮員工潛力的同時(shí)有效提升企業(yè)整體的知識(shí)內(nèi)部化績效,為企業(yè)發(fā)展提供持續(xù)不斷的動(dòng)力。當(dāng)然,員工的知識(shí)轉(zhuǎn)移意愿會(huì)受到很多因素的影響,其中高層管理者的認(rèn)知結(jié)構(gòu)和認(rèn)知過程是最為顯著的驅(qū)動(dòng)因素。最新的研究表明,高層管理者認(rèn)知、個(gè)人知識(shí)組織化意愿和個(gè)人知識(shí)組織化績效之間存在較為密切的聯(lián)系,對(duì)三者之間關(guān)系進(jìn)行研究對(duì)于促進(jìn)個(gè)人知識(shí)組織化績效和提高企業(yè)整體競(jìng)爭(zhēng)力有較為重要的理論和現(xiàn)實(shí)意義。本文正是基于以上背景提出的,在梳理了高層管理者認(rèn)知、個(gè)人知識(shí)組織化意愿和個(gè)人知識(shí)組織化績效相關(guān)理論基礎(chǔ)上,構(gòu)建了以個(gè)人知識(shí)組織化意愿為中介變量,以高層管理者認(rèn)知對(duì)企業(yè)個(gè)人知識(shí)組織化績效的影響為核心的研究模型,并提出相關(guān)假設(shè)。通過實(shí)地調(diào)研和數(shù)據(jù)分析,得出如下結(jié)論:(1)高層管理者認(rèn)知對(duì)個(gè)人知識(shí)組織化績效有直接的正向影響;(2)高層管理者認(rèn)知對(duì)個(gè)人知識(shí)組織化意愿有直接的正向影響;(3)高層管理者認(rèn)知通過個(gè)人知識(shí)組織化意愿對(duì)個(gè)人知識(shí)組織化績效有間接的正向影響。
[Abstract]:With the advent of the knowledge economy and the acceleration of the process of global integration, Chinese enterprises will continue to bear tremendous pressure from global challenges. In order to survive and develop, they urgently need to strengthen the construction and utilization of their own knowledge structure. Especially the ability of knowledge transfer and integration. As we all know, with the exponential development of knowledge, the competition between enterprises is changing to the direction of knowledge competition. The advantage of knowledge competition is due to the effect of internal knowledge transfer and system integration, especially the effect of individual knowledge organization. Therefore, as the main carrier of knowledge, enterprises need to stimulate employees' willingness to transfer knowledge and transform individual competitive advantage into organizational competitive advantage through individual knowledge organization. While giving full play to the employees' potential, it can effectively promote the overall knowledge internalization performance of the enterprise, and provide a continuous impetus for the development of the enterprise. Of course, employees' willingness to transfer knowledge will be affected by many factors, among which the cognitive structure and cognitive process of senior managers are the most significant drivers. The latest research shows that there is a close relationship between the cognition of senior managers, the willingness to organize personal knowledge and the performance of organizational performance of personal knowledge. The research on the relationship among them is of great theoretical and practical significance in promoting the organizational performance of personal knowledge and improving the overall competitiveness of enterprises. This paper is based on the above background, and based on combing the related theories of high-level managers' cognition, personal knowledge organization intention and personal knowledge organization performance, this paper constructs an intermediary variable based on personal knowledge organization intention, which is called "personal knowledge organization intention" and "personal knowledge organization intention" as an intermediary variable. The research model focuses on the influence of senior managers' cognition on the organizational performance of enterprises' personal knowledge, and puts forward the relevant hypotheses. Through field research and data analysis, the following conclusions are drawn: (1) the cognition of senior managers has a direct positive impact on the organizational performance of personal knowledge; (2) the cognition of senior managers has a direct positive impact on the organizational intention of personal knowledge; (3) the cognition of senior managers has an indirect positive effect on the organizational performance of personal knowledge through their willingness to organize their personal knowledge.
【學(xué)位授予單位】：浙江工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.91;F272

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