因人而異的知識分享：對自己人偏私的調節效果

It Depends on Who and Whom, Knowledge Sharing in Workgroup: The Moderating Effect of Favoring Ingroups

姜定宇(Ding-Yu Jiang) ； 葛玉璇(Yuhsuan Gur)

《人力資源管理學報》 18卷2期 (2018/12) Pp. 1-30

https://doi.org/10.6147/JHRM.201812_18(2).0001

摘要

團體內的知識分享可以區分成一般性知識分享與隱匿性知識分享兩類，而團體內不同的次團體，可能會影響團體內的知識分享。在華人企業組織中的團體—主管自己人部屬與外人部屬，是最為突顯的二個次團體。本研究從內團體偏私與團體認同的觀點，探討成員次團體身分與接受其他成員一般性與隱匿性知識分享之間的關聯性，同時檢視偏私自己人的調節效果。本研究蒐集台灣企業組織中64套工作團體問卷，主要結果為：（1）知覺自己人程度愈高，受到自己人部屬分享一般性與隱匿性知識的程度愈高；（2）知覺自己人程度與隱匿性知識分享之間的關聯性，會隨著偏私自己人的程度愈高時，關聯性愈強。最後探討本研究的貢獻與限制，並說明未來研究方向以及實務意涵。

關鍵字

差序式領導 ； 知識分享 ； 知識隱藏 ； 華人組織管理 ； 自己人與外人

並列摘要

Knowledge sharing could be distinguished into general knowledge and concealed knowledge in investing the phenomena of knowledge sharing among workgroup members and various subgroups in workgroup could have influence on knowledge sharing process. In the Chinese organization context, supervisors' ingroup subordinates (ingroups) and outgroup subordinates (outgroups) should be the two most important subgroups in workgroups. Sixty-four group survey questionnaire were collected from various Taiwanese business groups. The results showed that (1) perceived ingroup status positively correlated with received general and concealed knowledge sharing from other ingroup members; and (2) differential leadership moderated the relationship between perceived ingoup status and received concealed knowledge sharing from other ingroup members and the positive relationship will be stronger when the extent of favoring ingroups is high in contrast to low. Limitations and contributions were discussed.

並列關鍵字

differential leadership ； knowledge sharing ； knowledge hiding ； management in Chinese context ； ingroups and outgroups

參考文獻

Jiang, D.-Y., & Lin, P.-H. (2013). Knowledge sharing as a means to relationship building: The role of expected relationship improvement in knowledge sharing. Journal of Human Resource Management, 13(1), 61-79. doi:10.6147/JHRM.2013.1301.03

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