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在目前中国经济创新驱动转型的时代,企业对员工个人创新行为的依赖度越来越高。文章基于11家企业184名被试的问卷调查数据,采用结构方程分析方法,探索员工不同的目标取向通过隐性知识共享行为对创新行为的影响机制。研究结果表明,学习目标取向对隐性知识共享行为产生正向影响;绩效证明取向对隐性知识共享行为产生正向影响;绩效回避取向对隐性知识共享行为的影响效果不显著;同时,隐性知识共享行为对员工创新行为有显著影响,目标取向通过隐性知识共享行为对员工创新行为起间接作用。该研究结论进一步拓展了隐性知识共享行为在目标取向和员工创新行为中间接作用的研究领域,也为创新驱动型组织建设提供理论指导依据。
In the current era of China’s economic innovation-driven transformation, enterprises rely more and more on employee innovation. Based on the questionnaire data of 184 subjects in 11 enterprises, the article uses structural equation analysis method to explore the mechanism of employees’ different goal orientation through tacit knowledge sharing behavior on innovation behavior. The results show that the learning goal orientation has a positive impact on the tacit knowledge sharing behavior; the performance proofing orientation has a positive impact on the tacit knowledge sharing behavior; the performance avoidance orientation has no significant effect on the tacit knowledge sharing behavior; meanwhile, The behavior of sexual knowledge sharing has a significant impact on the employee innovation behavior, and the goal orientation plays an indirect role in employee innovation behavior through the tacit knowledge sharing behavior. The conclusion of this research further expands the research field that indirect action of tacit knowledge sharing plays an indirect role in goal orientation and employee innovation behavior, and also provides theoretical guidance for innovation-driven organization construction.