管理研究方法论 工作绩效实证案例

TheEffectsofJobDesignon

Employees’KnowledgeContribution

toElectronicRepositories

Introductionofquestion问题介绍Conceptualbackground

概念背景Researchmodelandhypotheses

模型和假设Researchmethod

研究方法Dataanalysis

数据分析Resultsanddiscussion

结果与讨论Implicationsandlimitations启示和局限性Conclusions结论提纲IntroductionofquestionElectronicknowledgerepositorieshaveanimportantroleinfacilitatingtheefficientcapturingand

disseminationof

knowledgeinorganizations’knowledgemanagementinitiatives(ArgoteandMiron-Spektor2011).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。Jobdesignhasbeenfoundtoinfluenceintra-organizationalknowledgecontribution.

Jobdesignhasalsobeenfoundtobean

importantdeterminantofemployees’affectivecommitment(Dunhametal.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。QuestionManystudieshave

demonstratedthatenrichingjobdesignbyincreasingjobautonomy,skillvariety,taskfeedback,taskidentity,andtasksignificance(HackmanandOldham1976)improvesemployees’affectivecommitment(e.g.,Dunhametal.1994).Nevertheless,thereisalsoincreasingevidencethatatveryhighlevels,theseaspectsofjobdesignmayoverstimulateemployeesandweakentheiraffectivewellbeing.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。Howdojobdesignandaffectivecommitmentinfluence

employees’knowledgecontributiontoelectronicrepositories?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?ConceptualbackgroundBasedonthesuggestionsofWebsterandWatson(2002)for

conductingliteraturereview,thefactorsidentifiedwerecategorizedconceptuallyintofivecategories：1)

benefitsofknowledgecontribution知识贡献的的益处2)costsofknowledgecontribution知识贡献的耗费3)contributor’scharacteristics贡献者的特性4)

socialandculturalfactors社会和文化因素5)system’scharacteristics系统（组织）的特性ConceptualbackgroundBenefitsmaymotivateemployeestocontributeknowledgetorepositoriesintrinsicallyorextrinsically.Costsmayincurintheform

ofopportunitycosts(e.g.,timeandeffortrequiredtocodifyandinputknowledge)andactuallossofresources.Contributor’scharacteristicssuchasknowledgeself-efficacy(Kankanhallietal.2005)andjobtenure(WatsonandHewett2006)also

havesignificantinfluenceonknowledgecontribution.Socialandculturalfactorsshapethecontextofknowledgecontributionandhavebeenshowntohave

significanteffects.Systemcharacteristicsalsoconstituteanimportantcategoryoffactorsinfluencingemployees’knowledge

contributiontoelectronicrepositories.Conceptualbackground益处可能内在或外在的激励员工贡献知识存储库成本可能导致机会成本(所需的时间和精力,编纂和输入知识)和实际资源的损失贡献者年代特征等知识自我效能(Kankanhallietal.2005年)和工作任期(沃森和休伊特2006)对知识的贡献也有重要影响社会和文化因素的对知识贡献的文本形式有明显的影响系统特性也构成影响员工知识贡献的一个重要因素ConceptualbackgroundJobDesignmodel

(HackmanandOldham1976)

Jobautonomy:thedegreetowhichajobprovidessubstantialfreedom,independence,anddiscretiontoanindividualinschedulingworkanddeterminingtheproceduresforcarryingoutwork.工作自主性:在何种程度上一个工作提供大量的自由裁量权,独立性和个人在工作和确定程序安排开展工作。Skillvariety:thedegreetowhichajobrequiresavarietyofdifferentactivitiesincarryingoutwork,whichinvolvestheuseofanumberofdifferentskillsandtalentsofanindividual.技能多样性:在何种程度上一个工作需要各种不同的活动执行工作,其中涉及使用许多不同的技能和才能的一个个体。

ConceptualbackgroundTask

feedback:thedegreetowhichcarryingouttheworkactivitiesrequiredbyajobresultsinanindividualobtainingdirectandclearinformationabouttheeffectivenessofhisorherperformance.任务反馈:在何种程度上实施工作活动所需的工作结果在个体获得直接和明确的信息的有效性,他或她的性能。Taskidentity:thedegreetowhichajobrequiresthecompletionofa“whole”andidentifiablepieceofwork,thatis,doingajobfrombeginningtoendwithavisibleoutcome.任务标识:在何种程度上一个工作需要完成一个“整体”和可识别的作品,那就是,做一份工作从开始到一个可视的结果结束。Tasksignificance:thedegreetowhichajobhasasubstantialimpactonthelivesorworkofotherpeople,whetherwithintheimmediateorganizationorintheexternalenvironment.任务重要性:工作对别人的生活或工作实质性影响程度,无论是在立即组织或外部环境ConceptualbackgroundWarr’sVitaminModelWarr’svitaminmodelsuggeststhatjobdesigninfluencesemployees’affectivewellbeinginawaythatis

analogoustothenon-lineareffectsthatvitaminshaveonpeople’sphysicalhealth.Warr维生素模型表明,工作设计影响员工情感幸福的方式类似于维生素的非线性效应对人们身体健康的影响。Constanteffectoccurswhenhealthneitherimprovesnordeteriorates.常数效应发生在健康改善和恶化的时候。Additionaldecrementeffectoccurswhenanoverdosecausesdeclineinhealth.过量导致健康下降时出现附加衰减效应。Conceptualbackground

Affectivewellbeinghasbeenconceptualizedintermsoffatigue,jobrelated-anxiety,job-relatedstrain,jobsatisfaction,organizationalcommitment,etc.情感健康已经概念化为疲劳、工作相关的焦虑,与工作相关的负担、工作满意度、组织承诺等方面。Affectivecommitmentreferstoanemployee’semotionalattachmentto,identificationwith,andinvolvementintheorganization.感情认同是指员工的情感依恋,认同和参与该组织Researchmodelandhypotheses

Hypothesizingthatjob

autonomy,skillvariety,taskfeedback,andtaskidentityhavean∩-shapedrelationshipwithaffective

commitmentwhiletasksignificanceispositivelyrelatedtoaffectivecommitment.Affectivecommitment,

inturn,isexpectedtobepositivelyrelatedtoemployees’knowledgecontributiontoelectronic

repositories.Theeffectsofage,education,gender,jobposition,andorganizationtenurewillbecontrolled

forindataanalysis.Researchmodelandhypotheses

假设工作自主权、技能多样性、任务反馈、身份和任务与情感承诺有一个倒U形关系，而任务重要性与情感承诺正相关。反过来，情感承诺将与员工知识贡献正相关。年龄的影响、教育、性别、职位和组织的任期在数据分析时作为控制变量。Researchmodelandhypotheses

H1:Whenthelevelofjobautonomyisloworhigh,employees’affectivecommitmentislowerthanwhen

jobautonomyismoderate.H2:Whenthelevelofskillvarietyisloworhigh,employees’affectivecommitmentislowerthanwhen

skillvarietyismoderate.H3:Whentheleveloftaskfeedbackisloworhigh,employees’affectivecommitmentislowerthanwhen

taskfeedbackismoderate.H4:Whentheleveloftaskidentityisloworhigh,employees’affectivecommitmentislowerthanwhen

taskidentityismoderate.H5:Tasksignificanceispositivelyrelatedtoemployees’affectivecommitmentH6:Employees’affectivecommitmentispositivelyrelatedtotheirknowledgecontributiontoelectronic

repositories.研究模型和假设假设1：工作自主性水平较低或高时的员工感情承诺低于工作自主性中等时。假设2：技能多样性水平较低或高时的员工情感承诺低于技能多样性适中时。假设3：任务反馈水平较低或高时的员工感情承诺低于任务反馈中等时。假设4：任务同一性水平较低或高时的员工感情承诺低于任务身份是适中时。假设5：任务重要性与员工感情承诺正相关。假设6：员工情感承诺与员工对电子储存库知识贡献正相关。ResearchMethodDataforassessingtheproposedmodelwascollectedinasurvey.Surveyof600professionalsworkingasdoctors,engineers,andlawyers.Allconstructsweremeasuredwithitemsvalidatedinpriorstudies,onaseven-pointLikertscale.163responses(27.1%)werereceived.Mostoftherespondentswereemployedasengineers(67respondents,41.1percent),followedbylawyers(55respondents,33.7percent)anddoctors(41respondents,25.2percent).Thesamplecomprisedof80.4

percentmales(131respondents)and19.6percentfemales(32respondents).Oftherespondents,36.8percent(60respondents)attainedadoctoraldegreeandtheremainingpossessedabachelorormaster

degree.Themedianageoftherespondentswasbetween35to40yearsoldwithaverageorganization

tenureof4years.研究方法通过一份问卷调查来收集评估该模型的数据，所有的结构都与项目验证测量在先前的研究中,仅有七级李克特量表。调查包含600个专业从事医生、工程师和律师工作的人群。大多数的受访者聘为工程师(67人,41.1%)，其次是律师(55人，33.7%)和医生(41人，25.2%)。样本包括80.4%的男性(131人)和19.6%的女性受访者(32)。所有受访者中，36.8%(60人)获得博士学位，其余拥有学士或硕士学位。受访者的平均年龄是35岁到40岁之间，平均组织任期4年。Dataanalysis

数据分析Thesurveyinstrumentwastestedforreliability,convergentvalidity,anddiscriminantvalidity.ReliabilityofeachconstructwasassessedwithCronbach’salphacoefficient(seeTable3).Allconstructsachievedscoresabovetherecommended0.70(Hairetal.2009).Convergentvaliditywasassessedbyexaminingcompositereliabilityandaveragevarianceextracted(AVE)byeachconstruct(seeTable3).假设检验的结果假设检验的结果技能多样性(H2)、任务完整性(H4)都对感情承诺有曲线影响。任务重要性(H5)是感情承诺正相关。感情承诺对员工知识贡献的电子存储库是正相关的(H6)。工作自主性的曲线的影响(H1)和任务反馈(H4)是不重要的。工作自主性已经显著正线性影响感情承诺。感情承诺调节在KCER工作设计的影响效果。Resultsanddiscussion

Wefoundthatdifferentjob

characteristicshavedifferenteffects.Forskillvarietyandtaskidentity,increasingtheirlevelsinitially

improvesaffectivecommitmentbuttheireffectstaperoffathighlevels.Thisisthefirststudytoexamine

thecurvilineareffectsofthesejobcharacteristicsinthecontextofknowledgecontribution.Thefindings

supportWarr’s(1994)modelwherethesejobcharacteristicsareproposedtohave∩-shapedcurvilinear

effects.Unlikeskillvarietyandtaskidentity,wefoundthattasksignificancewaspositivelyrelatedto

affectivecommitment,evenateveryhighlevel.ThisalsosupportsWarr’s(1994)modelandprovides

furtherevidenceforthepositivelineareffectoftasksignificancefoundinpriorstudies(e.g.,Thatcheret

al.2002).Contrarytohypotheses,thecurvilineareffectsofjobautonomyandtaskfeedbackwerefoundto

benotsignificantResultsanddiscussion

我们发现不同的工作特性有不同的影响。提高技能多样性、任务完整性水平可以提高感情承诺但当到达最高水平时，其影响逐渐减少。这是第一个以知识贡献的形式对工作特性的影响曲线进行的研究。Warr模型曾对这些工作特点提出了倒U形曲线的结论，本文的探究印证了这一点。与技能多样性和任务的身份不同的是,我们发现任务重要性与情感承诺成正相关，即便是在一个较高的水平。这也支持Warr模型,并为进一步的研究提供正向的线性效应。而与假设相反的是，工作自主性和任务反馈的影响并不重要。ImplicationsandlimitationsImplications：Thisstudyadvancestheoreticaldevelopmentinknowledgemanagementingeneralandknowledge

contributiontoelectronicrepositoriesinparticular.Ourfindingssuggestthatincreasingthelevelsofjobautonomyandtasksignificancecanmotivate

employeestocontributeknowledgetoelectronicrepositoriesthroughimprovingtheiraffective

commitment.limitations：didnotdistinguishbetweenpositiveandnegativetaskfeedbackweakcurvilineareffectsmighthavegoneundetected.doesnotconsiderindividualandsocialcharacteristicsMorestudiesusingalongitudinaldesigntocollectdatafromothersamplesan