健康与遗传心理学研究室知识库

进入知识经济时代，知识被看作企业或组织的资本，企业或组织为了追求产出，就不得不将员工个人持有的知识资本视为企业的资源。分享知识与获得知识一样十分不易，知识分享包括新知识的分享和己有知识的分享两维度，因其对组织绩效的重要影响而引起研究者的重视，人的因素是知识分享影响机制研究中的重点和难点。一些研究者开始从个体特质和团队特质角度解释团队成员知识分享，企业中个体人格差异和团队人格特征是否影响知识分享将是本研究的核心问题。以下是本研究要探讨的主要问题:

1、个体水平，大五人格与新知识、己有知识分享存在怎样的关系?

2、团队水平，团队人格特质和团队人格异质性与新知识、己有知识分享之间关系如何?二者关系是否与其在个体水平有所不同?

3、团队人格特质和团队人格异质性五维度在大五人格与知识分享的关系中是 否起到调节作用?

本研究从北京、南京、珠海、长沙等城市收取有效数据为636例，分别来自9个不同的信息技术企业，共计40个团队。采用44题简版大五人格问卷(BFI)和知识分享问卷，通过对数据的描述分析、相关分析、回归分析及hILM分析得出如下结果:

(1)个体水平，大五人格中宜人性维度对己有知识分享有显著影响作用，外向性对新知识分享有显著正向影响作用。(2)团队水平，人格高度中宜人性对己有知识分享有显著正向预测作用，团队人格异质性中开放性对己有知识分享有显著正向预测作用。(3)HLM分析的结果显示，宜人性对已有知识分享的正向预测作用显著，并且在不同团队中显著性有所不同，这一结果受到团队外向性高度的负向调节作用;外向性和宜人性对新知识分享的预测在不同团队间显著性有所不同，并且团队责任心异质性正向调节外向性对新知识分享、一负向调节宜人性对新知识分享的预测作用。

研究结论:(1)在人员选拔和安置时，对于创新型知识的需求较多的部门，需要更多较外向的员工，知识的流通会相对较快一些;而对于注重已有知识的部门，则更需要更多宜人性高的员工。(2)宜人性好的人愿意分享己有知识，但是如果团队中外向平均水平高的话，会减弱这一预测趋势;较外向的人愿意分享新知识，责任心差异程度大的团队能增加这一预测趋势;但团队成员间责任心差异也不是越大越好，责任心差异大会减弱宜人性高的人的新知识分享水平。

Entering the age of "knowledge-based economy", knowledge has become the capital of companies and organizations. Companies and organizations employ staffs with professional knowledge. Knowledge is the main factor of production in the economical development. Sharing knowledge is as difficult as acquiring knowledge,and knowledge sharing which contains new knowledge sharing and existing knowledge sharing, has been studied much by the a0esearchers because of its important effects on organizational per0formance. Researchers identified personal factor0s as being of great importance. Some researchers had tried to explain knowledge sharing behaviors from the perspectives of individual and team characteristics. As a result, this paper focused on the relationship of personality --in personal level and team level一一and knowledge sharing behavior. 'This paper tried to answer questions as follow:

1、How does the relationship between big five personality and knowledge sharing in personal level?

2、How does the relationship between team personality charactenstlcs and knowledge sharing in team level?

3、Does the team personality characteristics rncdiate the relationship between big five personality and knowledge sharing behavior?

In this paper, the samples au0e 636 employees of 9 information and technology companies from 5 cities such as Beijing, }Tanjing, }huhai and Changsha. The 44-items scale of the Big Five Inventory (BFD a.nd knowledge sharing behavior inventory are used in this research. Using description analysis, correlation analysis, regression analysis and HLM analysis, the results show that:

(1)In personal level, agreeableness significantly affects on existing knowledge sharing, and exti0aversion has effect on new knowledge sharing. (2) In team level agreeableness of team personality elevation (TPE) is i0elativc. to existing knowledge sharing; opcnness of team personality diversity (TPD) is relative to existing knowledge sharing positively.(3) The recsults of HLM analysis show that: agreeableness has positive effects on existing knowledge shai0ing, and the results are mediated by team extraversion elevation negatively; exta0avcrsion and agreeableness have different effects on new knowledge sharing among the teams, and team conscientiousness diversity mediates the relationship between extravcrsion and new knowledge sharing positively, mediates the relationship between agreeableness and new knowledge sharing. Conclusion: (1) when we employ someone, the more departents need new knowledge, the more extraversion employees they need. At the same time, the departments which need existing knowledge, they had better engage more agreeable employees. (2) A person of agreeableness prefers to share existing knowledge, but the trend will be weaker if team has high extraversion elevation. An extravert wants to share new knowledge, and high team conscientiousness diversity will add this tread.However, the highest team conscientiousness diversity is not the best, for it will affect agreeableness people to share their new knowledge.