团队内部知识转移的过程机制与影响因素研究

【作者】 疏礼兵；

【导师】 贾生华；

【作者基本信息】 浙江大学 ， 企业管理， 2006， 博士

【副题名】以企业研发团队为例

【摘要】 随着知识经济在全球范围内的兴起,知识管理日益成为企业管理的主题,知识生产要素在企业成长中的地位和作用得到了广泛认可。作为知识管理活动过程的重要一环,知识转移正成为许多组织构筑竞争优势的关键基础。以往学者对于知识转移的研究总体上沿着组织内部知识转移和组织间知识转移两条基本线索。虽然组织间知识转移是学者们长期关注的焦点,但是近来却有越来越多的学者将研究目光转向组织内部,如何妥善开发和利用蕴藏在企业内部庞大的无形知识资产,促进知识在不同部门和人员之间转移将成为竞争致胜的关键。团队内部知识转移是组织内部知识转移的一个缩影,其绩效不仅具有基础地位,而且还会影响到组织或部门间知识转移。然而,如何改善团队内部的知识转移仍是许多企业持续面临的困惑。本文以企业研发团队为例,试图回答两个基本问题:第一,研发团队内部的技术知识是如何实现转移的?第二,哪些因素影响到研发团队内部技术知识转移绩效的提升?它们的相对影响程度如何?围绕上述两个问题,论文采用理论分析和实证研究相结合的研究方法,对上述两个基本问题进行了较为深入的研究。 论文的研究工作主要包括以下四个方面:①在文献研究与实地访谈的基础上,揭示了企业研发团队内部知识转移的过程机理,归纳出知识转移的两类典型机制;②以知识转移过程观为背景,从知识转移基础结构视角构建了团队内部知识转移绩效影响因素模型,结合20家企业35人次的实地访谈修正了概念模型;③以信息产业、医药化工业和传统制造业企业研发团队为实证调查对象,在北京、上海、江苏、浙江和安徽五省(市)范围内选择11个城市进行问卷调查,共计发放调查问卷267份,获取有效问卷127份;④利用SPSS11.5统计软件分析企业研发团队内部知识转移的实际状况,并检验实证资料对研究假设的支持程度。 经过上述研究工作,论文的主要研究结论有: (1) 企业研发团队内部知识转移的核心是通过团队成员之间知识的传递和吸收促进知识的学习和新知识创造。企业研发团队内部知识转移是团队成员双方互动,并通过多种途径与方式实现的结果。知识转移过程并不仅仅是知识的简单流动和传递,更为重要的是知识接收者的知识吸收、整合,并重构其自身的知识基。企业研发团队在整体上可以视作一个知识的输入和输出转化系统,团队成员之间的密切联系和频繁互动构成了研发团队内部知识转移的主要通路,个人向团队贡献知识与从团队中获取知识则是个人知识与集体知识之间的转换过程。持续的知识学习贯穿于研发团队内部知识转移的全过程,新知识的创造作为研发团队内部知识转移过程的副产品,为知识循环过程提供了必要的新知识来源和补充。更多还原

【Abstract】 Along with the rising of knowledge-based economy in the world, the knowledge management gradually became the theme of enterprise management. The status and function of knowledge in the process of firm growth has been widely realized. As an important link of knowledge management process, the knowledge transfer becomes the essential foundation of many organizations to construct the competitive advantage. The former researches of knowledge transfer went along two basic clues of intra- and inter-organizational units. Although inter-organizational knowledge transfer is the focal point heretofore, more and more scholars have moved their eyes to intra-organizational knowledge transfer recently. It’s the key to obtain competitive advantage by properly developing the huge invisible knowledge property inside organization and promoting knowledge transfer between different departments and employees. The knowledge transfer within group is a miniature of intra-organizational transfer. And its achievements not only have the foundation status, but also can affect the transfer performance among different organizations or departments. However, how to improve knowledge transfer within group is still faced with great confusion. This paper attempts to answer two basic questions by taking the enterprise research and development unit as an example. Firstly, how does the technological knowledge within the R&D unit transfer? Secondly, which factors affect the promotion of knowledge transfer performance? And what is their relative influence? Two methods of theoretical analysis and empirical research has been adopted to answer the above two basic questions.The research work mainly included following four aspects. (1)The knowledge transfer process within R&D unit has been revealed through literature review and field interview. And two kinds of typical transfer mechanisms were summed up. (2)The model of influence factors of knowledge transfer performance was constructed from the perspective of knowledge transfer components by taking process concept as the background. And the conceptual model was revised based on large quantity of field interview with about 20 enterprises and 35 employees. (3)The R&D units of information technology industry, medicine chemical industry and traditional manufacturing industry were taken as investigation object. The questionnaire survey was carried out in Beijing, Shanghai, Jiangsu, Zhejiang and Anhui five provinces or cities. 267 questionnaires were distributed to different enterprises, and 127 effectivequestionnaires were received finally. (4)The SPSS 11.5 statistics software was used to analyze the actual condition of knowledge transfer within R&D unit, and to examine the hypotheses been supported or not.After the above research work, the main research conclusions are listed as following.(1) The core of knowledge transfer within R&D unit was to promote knowledge learning and new knowledge creation through knowledge transmission and absorption between members. The knowledge transfer within R&D unit was the results of members’ interaction through different ways and paths. The knowledge transfer process was certainly not merely to deliver knowledge, but more importantly to absorb, integrate, and reconstruct knowledge base. The enterprise’s R&D unit can be regarded as a knowledge input and output transformation system in the whole. The close relation and frequent interaction constituted the main circuit of knowledge transfer within R&D unit. The knowledge acquisition and sharing was a conversing process between individual knowledge and collective knowledge. Continuous knowledge learning passed through the entire process of knowledge transfer within R&D unit. As the byproduct of knowledge transfer process, the creation of new knowledge has provided essential source and supplement of new knowledge for the knowledge cyclic process.(2) The technological knowledge within R&D unit can be transferred by two kinds of typical mechanisms, which were documents exchange and interpersonal interaction. On the foundation of systematical summarization of relative transfer styles, the path framework of knowledge transfer within R&D unit has been designed by drawing the theoretical model thought of Nonaka & Takeuchi (1995). That was externalization and internalization of technological knowledge of members and externalization/combination and internalization/socialization of R&D unit. The fundamental styles of effective knowledge transfer include document materials, technological reports, database, visit, mentorship, communication, on-the-job training and so on. And all these styles may be refined to documents exchange and interpersonal interaction in the overall. In the practice the R&D unit was primarily taken one kind of knowledge transfer mechanism, and the other as supplement and support.(3) The differences of knowledge transfer among different industry, different R&D intensity, and different knowledge stock R&D units were partially significant. The cognition differences of different tenure were also partially existed. Theexamination results of ANOVA or independent sample t test indicated that the knowledge transfer differences of different industry were only significant on knowledge stock and distant. The significant differences of different R&D intensity were existed in transfer willingness, trust, absorptive capability, stock, systematic knowledge, and transfer performance. The R&D unit with high knowledge stock also has good condition of knowledge transfer expect attributes of knowledge transferred. The significant differences of knowledge transfer for different tenure individuals were only existed in transfer ability and knowledge distance.(4) The direct influence of knowledge transfer performance within R&D unit was come from the knowledge attributes, transfer willingness, transfer ability, trust, knowledge distance, and absorptive capability. And the knowledge transfer mechanism moderated the above influence relations. Among them, the degree of satisfaction of members in R&D unit was influenced by trust, transfer willingness, absorptive capability, and transfer ability. The technological knowledge learning was affected by absorptive capability, trust, transfer willingness, systematic knowledge, and knowledge distance. The absorptive capability, tacitness and system of knowledge, and transfer ability have corresponding promotion or hindrance function. Specially, the transfer performance can be remarkably promoted by matching the knowledge attributes with transfer mechanisms. Other group variables, such as industrial category, R&D intensity and knowledge stock, have also affected the R&D unit’s knowledge transfer performance in certain degree.The above research conclusion may provide some beneficial practical implications for knowledge management and organizational learning. Firstly, some positive measures should be taken to drive the intra- organizational knowledge transfer. Secondly, the independent innovation capability can be cultivated by trapping and digging the organization’s knowledge resources through knowledge transfer within R&D unit. And some concrete measures were provided, such as building the knowledge innovation network, constructing and maintaining the technological knowledge reservoir, encouraging to set up and to participate in communities of technical knowledge, moderately increasing the R&D expenditures and so on. Thirdly, some countermeasures to promote knowledge transfer performance can be designed from the perspective of knowledge transfer components, which include raising member’s knowledge absorptive capability, optimizing R&D unit member’s constitution, constructing trust atmosphere, and choosing appropriate knowledge transfer mechanism. Fourthly, the knowledge learning of members shouldestablish the collective achievements concept. Everyone in the R&D unit initiatively works as dual roles of good teacher and student.The innovation ideas mainly concentrated in following three aspects.(1) The process mechanism of knowledge transfer has been revealed by taking the R&D unit as analysis object. Most existed researches are based on four levels or organizational level analysis. However, how to transfer knowledge within R&D unit was still not clear. The transfer process was analyzed from the perspective of knowledge transfer component. Two kinds of knowledge transfer mechanisms were refined based on systematically inspecting on transfer styles within R&D unit.(2) The conceptual model of influence factors of knowledge transfer performance was designed from the perspective of knowledge transfer component. It was different with other study on research object and level for taking the R&D unit as the basic analysis unit. From four aspects of knowledge transfer main body, content, context and media, nine main variables were chosen to construct the conceptual model, which were tacitness, complexity, system, transfer willingness, transfer ability, trust, knowledge distance, absorptive capability, and transfer mechanism.(3) The influence factors of knowledge transfer performance and their relative degree were analyzed by the empirical data from R&D units of three industries and five provinces or cities. The paper took the group as analysis level to explore knowledge transfer question of members as knowledge main carrier. The major influence factors and their relative influence were identified by regression analysis of questionnaire survey data.The research on knowledge transfer question in domestic is still very young. This paper merely carried out some preliminary explorations, and the future research need to continually consummate the knowledge transfer theory system. Some valuable directions can go along inter-unit knowledge transfer, comparison analysis of different units within organization, relationship between intra-unit knowledge transfer and knowledge creation and organization competitive advantage, and so on.更多还原