防御定向、动机氛围对组织中知识隐藏的影响研究

Knowledge hiding is an intentional attempt by an individual to withhold or conceal knowledge that has been requested by another person, although the report rate is low but generally exists in the organization. It initiates the cycle of not trust among the employees, and stifles innovation and weakens the organizational performance. The fundamental motivation of hiding knowledge is to protect their own interests, especially to those employees with prevention focus that pay attention to safety and risk aversion, controlling and retaining knowledge can maintain their own advantages.Motivational climate is the common views on success criteria by employees, divided into mastery climate and performance climate. Mastery climate emphasizes learning, cooperation and common interest, will reduce the knowledge hidding intention even to employees with prevention focus; and in the competitive performance climate, employees will not contribute knowledge for the fulfillment of their own.The previous knowledge sharing research mostly assumed knowledge output is effective, but this study overthrow previous hypothesis, from the source to reveal the nature of knowledge sharing failure and motivation of knowledge hiding. Put the knowledge hiding as the dependent variable , the prevention focus as the independent variable, mastery climate and performance climate as adjusting variable, build a new research model. In this study, we analyze mechanism and dimensions of knowledge hidding, using empirical and case study method, obtain the new interpretation to knowledge hiding mechanism and influence factors. We research the influence factors to prevention focus and the formation mechanism of mastery climate, and put forth the mitigation strategies and methods of knowledge hiding.

知识隐藏是组织中个体面对知识请求时的故意隐瞒行为，虽报告率低但在组织中普遍存在，引发员工间不信任循环，抑制创新并削弱组织绩效。隐藏知识的根本动机是保护自身利益，尤其对注重安全和风险厌恶的防御定向员工来说，控制与保留知识可以维持自身优势。动机氛围是员工对成败标准的共同看法，分为掌控氛围和绩效氛围。掌控氛围强调学习、合作和共同利益，即使对防御定向员工也会降低其知识隐藏意愿；而在重视竞争的绩效氛围下，员工为成就自身而不愿贡献知识。已有知识分享研究大多假定知识输出有效，本研究颠覆前人假设，从源头上查找知识分享失败的原因，揭示员工隐藏知识的本质动机，以组织中知识隐藏为因变量，防御定向为自变量，掌控氛围和绩效氛围为调节变量，构建新研究模型。剖析知识隐藏机理和维度，采用实证和案例研究方法，得出对知识隐藏机理及影响因素的新解释。研究防御定向激发因素和掌控氛围形成机理，提出缓解知识隐藏行为的策略和方法。

研究有三个主要发现：（1）研究验证了防御定向对企业中知识隐藏具有促进作用，绩效氛围能够增强防御定向对知识隐藏的影响，且弱绩效氛围和强绩效氛围起的调节效果随防御定向变化而改变。掌控氛围削弱了防御定向对知识隐藏的影响，当防御定向较低时强掌控氛围起到更大的调节作用，当防御定向较高时弱掌控氛围作用更明显。绩效氛围和掌控氛围有相互抵消的倾向，组织中同时存在两种动机氛围时，各自的作用都会减弱。（2）研究发现了团队知识隐藏会对交互记忆系统产生不利影响，尤其不利于交互记忆系统可信维度和协调维度的形成，团队知识隐藏不利于成员之间建立良好的情感信任关系，交互记忆系统的可信维度对团队情感信任和协调维度会产生积极的正向影响，团队情感信任对交互记忆系统协调维度会产生积极的正向影响，可信维度和团队情感信任在团队知识隐藏影响协调维度的关系中分别起中介作用，团队情感信任在可信维度影响协调维度的关系中起到了中介作用。（3）研究发现了团队正念对交互记忆系统有显著的正向影响，团队知识隐藏部分中介了团队正念对交互记忆系统的影响，维持导向的人力资源子系统对团队正念与团队知识隐藏关系调节效应显著，维持导向的人力资源子系统对以在团队知识隐藏为中介机制的团队正念与交互记忆系统关系中调节效应显著。