【作者】 付强；

【导师】 洪建中；

【作者基本信息】 华中师范大学 ， 应用心理， 2022， 硕士

【摘要】 知识与信息在组织竞争中的地位日益重要,但组织成员的知识隐藏阻碍着组织内知识与信息的分享和交流,不利于组织实现自身信息优势,现有研究也表明知识隐藏会为组织、团队或个人带来种种负面的影响。知识隐藏是一种隐蔽性行为,组织中难以完全避免其发生。对于这种在组织中难以避免的行为,有必要研究其可能产生的影响及其规律,进而找到控制、降低其负面影响的方法。知识隐藏与知识分享一直是知识管理领域的两个重要研究课题,人们研究知识隐藏的初衷之一就是为了找到知识隐藏的原因,进而“对症下药”减少知识隐藏的发生,提高组织成员的知识分享意愿,促进组织内的知识分享。然而,目前对于知识隐藏与被隐藏者知识分享意愿的关系尚不明确,因此本研究以被隐藏者知识分享意愿的变化为研究对象,探索知识隐藏对于被隐藏者知识分享意愿的影响及其作用规律,进而为组织控制知识隐藏对于被隐藏者知识分享意愿的负面影响提供切实可行的建议。现有研究证实了知识隐藏能够引发隐藏者的负性情绪进而对隐藏者自身组织公民行为产生影响,然而知识隐藏是否影响被隐藏者的负性情绪进而对被隐藏者的知识分享行为产生影响还有待探索。此外,现有知识分享研究已证实了积极互惠信念对于知识分享行为具有正向的调节作用,作为与之对应的消极互惠信念,是否会被知识隐藏行为触发并作用于被隐藏者的知识分享意愿还有待验证。综上所述,为了验证知识隐藏、被隐藏者负性情绪、被隐藏者知识分享意愿、消极互惠信念的关系,本研究以知识隐藏为自变量,被隐藏者知识分享意愿为因变量,引入被隐藏者负性情绪作为中介变量,以被隐藏者的消极互惠信念作为调节因素,探索从知识隐藏发生到被隐藏者知识分享意愿产生变化的过程。本研究采取情景实验,结合问卷调查,编制了5种组织中的知识隐藏情景实验材料(装傻隐藏、敷衍性推脱隐藏、误导性推脱隐藏、合理隐藏、无隐藏)。本研究分两批招募被试,各组初始分别招募了 150名被试,但鉴于各组存在一定数量的无效数据,本研究根据各组实际情况对各组被试进行了相应补充,最终各组被试数量如下:装傻隐藏组167名、敷衍性推脱隐藏166名、误导性推脱隐藏157名、合理隐藏166名、无隐藏108名,最终,各组合计招募到755名有效被试。本研究采用实验组控制组前后测组间设计,被试在接受知识隐藏情景刺激前后,对负性情绪、消极互惠信念、知识分享意愿等进行评估。结果表明,四类知识隐藏都可以通过引发被隐藏者负性情绪提高进而导致被隐藏者知识分享意愿下降,下降程度从高到低排序为:误导性推脱隐藏>敷衍性推脱隐藏>装傻隐藏>合理隐藏,消极互惠信念较强的被隐藏者在受到知识隐藏后产生的知识分享意愿下降程度将更高,但这种调节作用在推脱性隐藏情境中不显著。基于结果,本研究有几点针对性建议:知识隐藏虽然难以在组织中完全杜绝,但可以通过知识隐藏情景游戏使组织成员认识各类知识隐藏带来的负性情绪体验和对知识分享可能带来的危害,抑制高知识分享意愿削弱的知识隐藏类型出现;通过企业文化引导、知识分享专项激励、设立工作互助小组、建立内部知识产权保护制度等途径塑造互助的组织氛围,削弱消极互惠信念对于组织成员知识分享意愿的负面作用;关注员工情绪资源,尤其是对于知识型组织而言,可通过多种手段,如社会性支持、多样化的福利措施等来减少员工负性情绪的产生,减少负性情绪对组织成员知识分享意愿的削弱。更多还原

【Abstract】 Knowledge and information play an increasingly important role in organizational competition,existing studies also illustrate that knowledge hiding will bring a variety of negative effects on organizations,teams and individuals.The knowledge hiding activities of organizational members hinder the flow of knowledge and information within the organization,which is not conducive to the organization’s realization of its own information advantages.However,knowledge hiding is a kind of hidden behavior,which cannot be completely avoided in the organization.For this kind of behavior that is unavoidable in the organization,it is necessary to study its subsequent influence law,and then control and reduce its negative influence.Knowledge hiding and knowledge sharing have always been two important research topics in the field of knowledge management.One of the original intentions of people to study knowledge hiding is to find the reason for knowledge hiding,and then "prescribe the right medicine" to reduce the occurrence of knowledge hiding and improve the willingness of members to share knowledge,so as to facilitate knowledge sharing within the organization.However,the relationship between knowledge hiding and the willingness to share knowledge of the target is still unclear.This study aims to explore the influence of knowledge hiding on the willingness of knowledge hiding to be shared and its rules,so as to provide practical suggestions for organizations to control the negative effects of knowledge hiding.Existing research has confirmed that knowledge hiding can trigger the negative emotions of the hiders and then have an impact on the hiders’ own organizational citizenship behavior.However,whether knowledge hiding can affect the negative emotions of the targets and then affect certain behaviors of the targets.It remains to be explored.In addition,existing knowledge sharing studies have confirmed that positive reciprocal beliefs have a positive moderating effect on knowledge sharing behaviors.As the corresponding negative reciprocal beliefs,whether they can be triggered by knowledge hiding and impair on those who are hidden the willingness of knowledge sharing remains to be verified.To sum up,in order to verify the relationship between knowledge hiding,the negative emotions of the hidden,the willingness of the targets to share knowledge,and the negative reciprocity beliefs,this study takes knowledge hiding as the independent variable,the knowledge sharing willingness of the targets(the one who be concealed during the knowledge hiding activities,similarly hereinafter)as the dependent variable,introduces the negative emotion of the targets as the mediating variable,and uses the targets’ negative reciprocity belief as the independent variable.As a moderating factor,explore the process from the occurrence of knowledge hiding to the change of the knowledge sharing willingness of the targets.This study adopts the scenario simulation method as the experimental operation method,using questionnaires as the carrier.According to the definitions of various types of knowledge hiding by Connelly et al.and the previous research suggestions,five experimental materials for knowledge hiding scenarios in organizations were compiled(Playing dump,Perfunctory evasive hiding,Misleading evasive hiding,and Rationalized hiding,No hiding).In this study,the subjects were recruited in two batches.150 subjects were initially recruited in each group.There is a certain amount of invalid data,this study made corresponding supplements to the subjects in each group according to the actual situation of each group.The final number of subjects in each group is as follows:167 for the Playing dump,166 for the Perfunctory evasive hiding,157 for the Misleading evasive hiding,and 166 for the Rationalized hiding,108 for the No hiding,In the end,a total of 755 valid subjects were recruited in each group.this study,the experimental group,the control group,and the pre and post test and inter-group design were used.Before and after receiving the knowledge hiding situational stimulus,the subjects evaluated negative emotions,negative reciprocity beliefs,and knowledge sharing willingness.Finally,this study found the relationship between various types of knowledge hiding and the willingness to share knowledge.All four types of knowledge hiding can lead to a decrease in the willingness to share knowledge of the concealed by increasing the negative emotions of the concealed.The degree of decline is ranked from high to low:Misleading evasive hiding,Perfunctory evasive hiding,Playing dump and Rationalized hiding,the targets with strong negative reciprocity belief will have a higher degree of decrease in knowledge sharing willingness after knowledge hiding,nevertheless,under the background of Perfunctory evasive hiding,the moderating effect not significant.Based on the research results,the author has several suggestions:Although knowled ge hiding is difficult to completely eliminate in an organization,it is possible to make org anizational members aware of the negative emotional experience brought about by variou s knowledge hiding and the possible harm to knowledge sharing through knowledge hidin g situational games,so as to inhibit the type of Knowledge hiding,the type of high weake ning knowledge sharing willingness;through the guidance of corporate culture,etc.,creat e a mutually helpful organizational atmosphere,and weaken the negative effect of negativ e reciprocity beliefs on the willingness of organizational members to share knowledge;pa y attention to employee emotional resources,Especially for knowledge-based organizatio ns,the negative emotions of employees can be reduced by various means,such as social s upport and diversified welfare measures.更多还原