本文關(guān)鍵詞： 知識(shí)分享 神經(jīng)質(zhì) 外向性 盡責(zé)性 團(tuán)隊(duì)成員地位　出處：《河北大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著社會(huì)經(jīng)濟(jì)的發(fā)展和變化,人類已經(jīng)步入了知識(shí)經(jīng)濟(jì)的時(shí)代,知識(shí)意味著競(jìng)爭(zhēng)力和財(cái)富。知識(shí)經(jīng)濟(jì)時(shí)代的來臨,要求我們通過諸多途徑來促進(jìn)知識(shí)的產(chǎn)生,傳播與獲得。企業(yè)與組織越來越重視知識(shí)管理,知識(shí)分享則是知識(shí)管理的一個(gè)關(guān)鍵階段。關(guān)于知識(shí)分享的研究十分豐富,然而研究者出于不同視角及不同研究目的,對(duì)知識(shí)分享的定義不盡相同。關(guān)于影響員工知識(shí)分享行為的因素,國(guó)內(nèi)外學(xué)者已經(jīng)從組織情境、人際和團(tuán)隊(duì)特征、文化特征等方面做了大量的探索。本研究以154名在校大學(xué)生為研究樣本,探索了大五人格特質(zhì)中神經(jīng)質(zhì)、外向性及盡責(zé)性對(duì)知識(shí)分享行為的影響,并進(jìn)一步探討了個(gè)體地位在兩者之間的調(diào)節(jié)效應(yīng)。從知識(shí)市場(chǎng)的角度,以社會(huì)交換理論為指導(dǎo)建立了本研究的理論模型,并采用實(shí)驗(yàn)法和問卷法收集數(shù)據(jù),進(jìn)而運(yùn)用SPSS和Amos統(tǒng)計(jì)軟件進(jìn)行數(shù)據(jù)分析,包括方差分析,信效度檢驗(yàn),相關(guān)分析,回歸分析等。因而,本研究得出以下結(jié)論:(1)知識(shí)分享在人口學(xué)變量性別上不存在顯著差異,男性與女性并不會(huì)因?yàn)樾詣e差異產(chǎn)生知識(shí)分享行為上的不同。知識(shí)分享與自我效能感、合作動(dòng)機(jī)、互惠動(dòng)機(jī)均存在顯著正向相關(guān)關(guān)系;即自我效能感越高,知識(shí)分享越多;合作動(dòng)機(jī)越強(qiáng),知識(shí)分享越多;互惠動(dòng)機(jī)越強(qiáng),知識(shí)分享越多。(2)大五人格特質(zhì)中的神經(jīng)質(zhì)與盡責(zé)性均對(duì)知識(shí)分享有顯著影響,表現(xiàn)為神經(jīng)質(zhì)對(duì)知識(shí)分享具有顯著的負(fù)向影響,即神經(jīng)質(zhì)得分越高,知識(shí)分享越少;盡責(zé)性對(duì)知識(shí)分享具有顯著正向影響,即盡責(zé)性得分越高,知識(shí)分享越多;而大五人格特質(zhì)中得外向性對(duì)知識(shí)分享并無顯著影響。(3)團(tuán)隊(duì)成員地位在神經(jīng)質(zhì)對(duì)知識(shí)分享的影響中具有顯著的正向調(diào)節(jié)效應(yīng),即高個(gè)體地位對(duì)神經(jīng)質(zhì)與知識(shí)分享關(guān)系的影響大于低地位個(gè)體對(duì)神經(jīng)質(zhì)與知識(shí)分享關(guān)系的影響。團(tuán)隊(duì)成員地位在盡責(zé)性對(duì)知識(shí)分享的影響中不存在顯著的調(diào)節(jié)效應(yīng)。本研究從個(gè)體與組織的層面分析了知識(shí)分享行為背后的內(nèi)部因素。由本研究的結(jié)果提出了相應(yīng)的知識(shí)管理啟示,探討了未來研究方向。
[Abstract]:With the development and change of social economy, mankind has entered the era of knowledge economy, knowledge means competitiveness and wealth. The coming of knowledge economy requires us to promote the generation of knowledge through many ways. Enterprises and organizations pay more and more attention to knowledge management, and knowledge sharing is a key stage of knowledge management. However, for different perspectives and different research purposes, the definition of knowledge sharing is not the same. As to the factors that affect employees' knowledge sharing behavior, scholars at home and abroad have been based on organizational situation, interpersonal and team characteristics. In this study, 154 college students were selected as samples to explore the effects of neuroticism, extroversion and due diligence on knowledge-sharing behavior in Big five personality traits. From the point of view of knowledge market, the theoretical model of this study is established under the guidance of social exchange theory, and the data are collected by means of experimental method and questionnaire method. And then use SPSS and Amos statistical software for data analysis, including variance analysis, reliability and validity test, correlation analysis, regression analysis and so on. This study draws the following conclusion: (1) Knowledge-sharing has no significant difference between sexes in demographic variables. There are significant positive correlation between knowledge sharing and self-efficacy, cooperation motivation and reciprocity motivation. That is, the higher the sense of self-efficacy, the more knowledge sharing; The stronger the motivation of cooperation, the more knowledge sharing; The stronger the motivation of reciprocity, the more knowledge sharing. 2) the neuroticism and due diligence in Big five personality traits have significant influence on knowledge sharing, which shows that neuroticism has a significant negative effect on knowledge sharing. That is, the higher the score of neuroticism, the less knowledge sharing; Due diligence has a significant positive impact on knowledge sharing, that is, the higher the score of due diligence, the more knowledge sharing; However, extroversion has no significant effect on knowledge sharing among the personality traits of Big five.) team member status has significant positive regulation effect in the influence of neuroticism on knowledge sharing. That is, the influence of high status on neuroticism and knowledge sharing is greater than that of low status individuals on the relationship between neuroticism and knowledge sharing. Team member status has no significant regulatory effect in the effect of due diligence on knowledge sharing. This study analyzes the internal factors behind the knowledge sharing behavior from the individual and organizational levels, and puts forward the corresponding knowledge management inspiration from the results of this study. The future research direction is discussed.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：B848

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