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A relational study of the knowledge sharing behavior and organizational commitment of engineers.

机译：工程师的知识共享行为和组织承诺的关系研究。

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摘要

The constructs of knowledge sharing and individual organizational commitment have been studied in the literature and are well-known in the workforce. Knowledge sharing behaviors such as knowledge donating and knowledge collecting are viewed as valuable behaviors by engineering managers since organizational knowledge can be viewed as intellectual capital. Technical organizations, in particular, need this intellectual capital to preserve their core competencies and to help differentiate themselves from their competition.;Organizations are constantly looking for ways to encourage their employees to share knowledge within the organization. Aside from the implementation of costly information and knowledge sharing systems, managers have few ways to encourage their employees to share their knowledge, especially if their organizations do not have a culture that rewards knowledge sharing. If a relationship could be found between knowledge sharing behaviors and another construct, perhaps within the culture, then organizations would have another way to encourage and facilitate knowledge sharing among their employees.;The purpose of this dissertation was to look for evidence to support a relationship between knowledge sharing behaviors and organizational commitment. This dissertation surveyed 302 engineers and engineering managers about their knowledge sharing behaviors and individual levels of organizational commitment. Data was analyzed using two subgroups, dependent on the location where the survey instrument was completed.;Statistically significant, negative relationships were found between Knowledge Donating and Continuance Commitment (rho = -0.188) and Knowledge Collecting and Continuance Commitment (rho = -0.156) for the Symposia-centric subgroup. Statistically significant, positive relationships were found between Knowledge Donating and Affective Commitment (rho = 0.33), Knowledge Donating and Normative Commitment (rho = 0.30), and Knowledge Collecting and Affective Commitment (rho = 0.20) for the Work-centric subgroup. Furthermore, results showed differences in levels of organizational commitment that depended on the location where the survey was completed.
机译：知识共享和个人组织承诺的结构已在文献中进行了研究，并在员工队伍中广为人知。由于组织知识可以视为智力资本，因此工程管理人员将诸如知识捐赠和知识收集之类的知识共享行为视为有价值的行为。尤其是技术组织，需要这种智力资本来保持其核心竞争力，并帮助他们从竞争中脱颖而出。；组织一直在寻找鼓励员工在组织内共享知识的方法。除了实施昂贵的信息和知识共享系统外，管理人员几乎没有办法鼓励员工共享知识，尤其是如果他们的组织没有奖励知识共享的文化。如果可以在知识共享行为和另一种构造之间找到一种关系，也许是在文化中，那么组织将有另一种方式来鼓励和促进员工之间的知识共享。本论文的目的是寻找支持关系的证据在知识共享行为和组织承诺之间。本文对302名工程师和工程经理的知识共享行为和个人组织承诺水平进行了调查。根据调查工具的完成位置，使用两个子组对数据进行了分析;在知识捐赠和持续承诺（rho = -0.188）与知识收集和持续承诺（rho = -0.156）之间发现具有统计意义的负相关关系以研讨会为中心的小组。在以工作为中心的亚组中，在知识捐赠与情感承诺（rho = 0.33），知识捐赠与规范承诺（rho = 0.30）以及知识收集与情感承诺（rho = 0.20）之间发现了具有统计意义的正向关系。此外，结果显示组织承诺水平的差异取决于调查完成的位置。

著录项

  • 作者

    Howell, Deborah Anne.;

  • 作者单位

    The University of Alabama in Huntsville.;

  • 授予单位 The University of Alabama in Huntsville.;
  • 学科 Business Administration Management.;Engineering Industrial.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 182 p.
  • 总页数 182
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 TS97-4;
  • 关键词

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