管理研究方法论 工作绩效实证案例.pptVIP

Page ? * The Effects of Job Design onEmployees’ Knowledge Contributionto Electronic Repositories Introduction of question 问题介绍 Conceptual background 概念背景 Research model and hypotheses 模型和假设 Research method 研究方法 Data analysis 数据分析 Results and discussion 结果与讨论 Implications and limitations 启示和局限性 Conclusions 结论 提纲 Introduction of question Electronic knowledge repositories have an important role in facilitating the efficient capturing and dissemination of knowledge in organizations’ knowledge management initiatives (Argote and Miron-Spektor 2011). 电子知识存储库在促进知识的有效获取和管理传播组织中的知识方面扮演着重要的角色。 Job design has been found to influence intra-organizational knowledge contribution. Job design has also been found to be an important determinant of employees’ affective commitment (Dunham et al. 1994). 工作设计可以影响组织内工作贡献，也是员工感情承诺的一个重要的决定因素。 Question Many studies have demonstrated that enriching job design by increasing job autonomy, skill variety, task feedback, task identity, and task significance (Hackman and Oldham 1976) improves employees’ affective commitment(e.g., Dunham et al. 1994). Nevertheless, there is also increasing evidence that at very high levels, theseaspects of job design may over stimulate employees and weaken their affective wellbeing. 许多研究已经证明，通过增加工作自主性,技能多样性、任务反馈、任务的身份，和任务重要性来丰富工作设计可以改善员工感情承诺。然而，也有越来越多的证据表明，这些方面的工作设计可能会过度刺激员工,削弱他们的情感福祉。 How do job design and affective commitment influence employees’ knowledge contribution to electronic repositories? 工作设计和感情承诺如何影响员工知识贡献的电子存储库? Conceptual background Based on the suggestions of Webster and Watson (2002) for conducting literature review, the factors identified were categorized conceptually into five categories： 1) benefits of knowledge contribution 知识贡献的的益处 2) costs of knowledge contribution 知识贡献的耗费 3) contributor’s characteristics 贡献者的特性 4) social and cultural factors 社会和文化因素 5) system’s characteristics 系统（组织）的特性 Conceptual background Benefits may motivate employees to contribute knowledge to reposito