社会与工程心理学研究室知识库

知识管理是指组织通过建构、创造、传播及应用的过程来对知识进行管理，其目的是提升组织的绩效和创造组织的价值。在执行以上这些知识管理的活动中，最为困难的是知识分享(Knowledge Sharing, KS)。同时，知识分享可以说在整个知识管理活动中扮演了相当基础而重要的角色，在知识的传播和分享的过程中，大幅度地提升了知识的价值，有些学者也主张知识创造的首要条件是知识分享。因而，研究组织及其员工的知识分享行为具有非常重要的现实意义。本文对南京、长沙、珠海、北京等城市9个信息技术企业进行问卷调查，收集了40个团队共636份有效问卷，应用描述统计、相关分析和多层线性模型，从个体和团队两个层面分析企业员工人格、知识分享和职业倦怠三者之间的关系。

研究结果显示:1)个体层面相关矩阵除知识收集、成就感低落对情感衰竭相关不显著外，三变量其他各维度间均两两相关显著，HLM分析显示，大五人格对职业倦怠、知识分享各维度预测均显著。外向性、宜人性、尽责性和开放性负向预测职业倦怠各维度，正向预测知识分享的两个维度，神经质正向预测职业倦怠各维度，负向预测知识分享各维度，知识分享的知识收集维度显著正向预测情感衰竭维度，知识贡献维度显著负向预测职业倦怠各维度，其中知识收集对具有外向性、宜人性、尽责性和神经质人格特质的员工在职业倦怠的情感衰竭水平存在中介效应，知识贡献行为对具有这四个维度的员工在职业倦怠的三个维度上存在中介效应，知识贡献对开放性特质员工在职业倦怠的情感衰竭、玩世不恭维度存在中介效应;2)团队层面的研究发现，团队人格高度的五个维度对职业倦怠玩世不恭水平预测显著，团队开放性异质性显著正向预测知识分享两个维度，团队外向性高度显著负向预测成就感低落，团队尽责性高度和团队神经质高度显著预测情感衰竭，团队宜人性异质性显著负向预测情感衰竭，团队尽责性异质性显著负向预测情感衰竭和玩世不恭。

研究结论:1)个体层面，大五人格可以显著的预测员工的知识分享与职业倦怠，同时，知识分享在人格与职业倦怠之间起到中介作用;2)团队层面，团队人格构成在一定程度上影响知识分享与职业倦怠，但是知识分享并未在团队人格构成与职业倦怠之间起到中介作用。

Knowledge management is a kind of management through the processes of construction, creation, dissemination and application in order to increase the organization performance and to create the organization value. Among the implementations of these knowledge management activitics9 Knowledge Sharing is the most difficult task. At the same time, knowledge sharing plays a fairly basic and important role through the knowledge management activities. The value of knowledge will be greatly improved with the dissemination and sharing of knowledge. Some scholars also advocate knowledge sharing as the primary condition of knowledge creation. Therefore, researching the knowledge sharing behavior in organizations and their employees has important practical significance. This paper conducted a questionnaire survey in 9 information technology companies in Nanjing, Changsha, Zhuhai and Beijing with 40 teams and a total of 636 valid participants. Descriptive statistics, correlation analysis and hierarchical linear model were used to analyze the relationship among employee's personality, knowledge sharing and job burnout from individual and team perspective.

The results showed that 1) in the individual level correlation matrix, dimensions were correlated with each other except knowledge collection, reduced accomplishment and emotional exhaustion. HLM analysis showed the five dimensions of the big five personality have significant prediction on job burnout and knowledge sharing. Extraversion, agreeableness, conscientiousness and openness negatively predicted job burnout, and positively predicted knowledge collection and knowledge contribution. Neuroticism positively predicted three dimensions of job burnout and negatively predicted two dimensions of knowledge sharing. Knowledge collection positively predicted emotional exhaustion; knowledge contribution predicted three dimensions of job burnout negatively.

Knowledge collection mediated the relationship between extraversion, agreeableness, conscientiousness, neuroticism and emotional exhaustion and knowledge contribution mediated the relationship between these four personality and three dimensions of job burnout. Knowledge contribution mediated the relationship between openness and emotional exhaustion and cynicism; 2) Team level analysis found that9 team personality elevation significantly predicted cynicism. Team openness diversity positively predicted knowledge sharing. Team extraversion elevation negatively predicted reduced accomplishment. Team conscientiousness elevation and team neuroticism elevation significantly predicted emotional exhaustion. Team agreeableness diversity negatively predicted emotional exhaustion. Team conscientiousness diversity negatively predicted emotional exhaustion and cynicism.

Research conclusions: 1) In the individual level, big five personality can significantly predict employees knowledge sharing and job burnout. Meanwhile knowledge sharing mediates the relationship between personality and job burnout. 2) In the team level, team personality construction to some extent affects knowledge sharing and job burnout. But knowledge sharing does not mediate the relationship between team personality construction and job burnout.