TheEffectsofJobDesignon

Employees’KnowledgeContribution

toElectronicRepositories

Introductionofquestion問題介紹Conceptualbackground

概念背景Researchmodelandhypotheses

模型和假設(shè)Researchmethod

研究方法Dataanalysis

數(shù)據(jù)分析Resultsanddiscussion

結(jié)果與討論Implicationsandlimitations啟示和局限性Conclusions結(jié)論提綱IntroductionofquestionElectronicknowledgerepositorieshaveanimportantroleinfacilitatingtheefficientcapturingand

disseminationof

knowledgeinorganizations’knowledgemanagementinitiatives(ArgoteandMiron-Spektor2011).電子知識存儲庫在促進知識的有效獲取和管理傳播組織中的知識方面扮演著重要的角色。Jobdesignhasbeenfoundtoinfluenceintra-organizationalknowledgecontribution.

Jobdesignhasalsobeenfoundtobean

importantdeterminantofemployees’affectivecommitment(Dunhametal.1994).工作設(shè)計可以影響組織內(nèi)工作貢獻，也是員工感情承諾的一個重要的決定因素。QuestionManystudieshave

demonstratedthatenrichingjobdesignbyincreasingjobautonomy,skillvariety,taskfeedback,taskidentity,andtasksignificance(HackmanandOldham1976)improvesemployees’affectivecommitment(e.g.,Dunhametal.1994).Nevertheless,thereisalsoincreasingevidencethatatveryhighlevels,theseaspectsofjobdesignmayoverstimulateemployeesandweakentheiraffectivewellbeing.許多研究已經(jīng)證明，通過增加工作自主性,技能多樣性、任務(wù)反饋、任務(wù)的身份，和任務(wù)重要性來豐富工作設(shè)計可以改善員工感情承諾。然而，也有越來越多的證據(jù)表明，這些方面的工作設(shè)計可能會過度刺激員工,削弱他們的情感福祉。Howdojobdesignandaffectivecommitmentinfluence

employees’knowledgecontributiontoelectronicrepositories?工作設(shè)計和感情承諾如何影響員工知識貢獻的電子存儲庫?ConceptualbackgroundBasedonthesuggestionsofWebsterandWatson(2002)for

conductingliteraturereview,thefactorsidentifiedwerecategorizedconceptuallyintofivecategories：1)

benefitsofknowledgecontribution知識貢獻的的益處2)costsofknowledgecontribution知識貢獻的耗費3)contributor’scharacteristics貢獻者的特性4)

socialandculturalfactors社會和文化因素5)system’scharacteristics系統(tǒng)（組織）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益處可能內(nèi)在或外在的激勵員工貢獻知識存儲庫成本可能導(dǎo)致機會成本(所需的時間和精力,編纂和輸入知識)和實際資源的損失貢獻者年代特征等知識自我效能(Kankanhallietal.2005年)和工作任期(沃森和休伊特2006)對知識的貢獻也有重要影響社會和文化因素的對知識貢獻的文本形式有明顯的影響系統(tǒng)特性也構(gòu)成影響員工知識貢獻的一個重要因素ConceptualbackgroundJobDesignmodel

(HackmanandOldham1976)

Jobautonomy:thedegreetowhichajobprovidessubstantialfreedom,independence,anddiscretiontoanindividualinschedulingworkanddeterminingtheproceduresforcarryingoutwork.工作自主性:在何種程度上一個工作提供大量的自由裁量權(quán),獨立性和個人在工作和確定程序安排開展工作。Skillvariety:thedegreetowhichajobrequiresavarietyofdifferentactivitiesincarryingoutwork,whichinvolvestheuseofanumberofdifferentskillsandtalentsofanindividual.技能多樣性:在何種程度上一個工作需要各種不同的活動執(zhí)行工作,其中涉及使用許多不同的技能和才能的一個個體。

ConceptualbackgroundTask

feedback:thedegreetowhichcarryingouttheworkactivitiesrequiredbyajobresultsinanindividualobtainingdirectandclearinformationabouttheeffectivenessofhisorherperformance.任務(wù)反饋:在何種程度上實施工作活動所需的工作結(jié)果在個體獲得直接和明確的信息的有效性,他或她的性能。Taskidentity:thedegreetowhichajobrequiresthecompletionofa“whole”andidentifiablepieceofwork,thatis,doingajobfrombeginningtoendwithavisibleoutcome.任務(wù)標(biāo)識:在何種程度上一個工作需要完成一個“整體”和可識別的作品,那就是,做一份工作從開始到一個可視的結(jié)果結(jié)束。Tasksignificance:thedegreetowhichajobhasasubstantialimpactonthelivesorworkofotherpeople,whetherwithintheimmediateorganizationorintheexternalenvironment.任務(wù)重要性:工作對別人的生活或工作實質(zhì)性影響程度,無論是在立即組織或外部環(huán)境ConceptualbackgroundWarr’sVitaminModelWarr’svitaminmodelsuggeststhatjobdesigninfluencesemployees’affectivewellbeinginawaythatis

analogoustothenon-lineareffectsthatvitaminshaveonpeople’sphysicalhealth.Warr維生素模型表明,工作設(shè)計影響員工情感幸福的方式類似于維生素的非線性效應(yīng)對人們身體健康的影響。Constanteffectoccurswhenhealthneitherimprovesnordeteriorates.常數(shù)效應(yīng)發(fā)生在健康改善和惡化的時候。Additionaldecrementeffectoccurswhenanoverdosecausesdeclineinhealth.過量導(dǎo)致健康下降時出現(xiàn)附加衰減效應(yīng)。Conceptualbackground

Affectivewellbeinghasbeenconceptualizedintermsoffatigue,jobrelated-anxiety,job-relatedstrain,jobsatisfaction,organizationalcommitment,etc.情感健康已經(jīng)概念化為疲勞、工作相關(guān)的焦慮,與工作相關(guān)的負擔(dān)、工作滿意度、組織承諾等方面。Affectivecommitmentreferstoanemployee’semotionalattachmentto,identificationwith,andinvolvementintheorganization.感情認同是指員工的情感依戀,認同和參與該組織Researchmodelandhypotheses

Hypothesizingthatjob

autonomy,skillvariety,taskfeedback,andtaskidentityhavean∩-shapedrelationshipwithaffective

commitmentwhiletasksignificanceispositivelyrelatedtoaffectivecommitment.Affectivecommitment,

inturn,isexpectedtobepositivelyrelatedtoemployees’knowledgecontributiontoelectronic

repositories.Theeffectsofage,education,gender,jobposition,andorganizationtenurewillbecontrolled

forindataanalysis.Researchmodelandhypotheses

假設(shè)工作自主權(quán)、技能多樣性、任務(wù)反饋、身份和任務(wù)與情感承諾有一個倒U形關(guān)系，而任務(wù)重要性與情感承諾正相關(guān)。反過來，情感承諾將與員工知識貢獻正相關(guān)。年齡的影響、教育、性別、職位和組織的任期在數(shù)據(jù)分析時作為控制變量。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.研究模型和假設(shè)假設(shè)1：工作自主性水平較低或高時的員工感情承諾低于工作自主性中等時。假設(shè)2：技能多樣性水平較低或高時的員工情感承諾低于技能多樣性適中時。假設(shè)3：任務(wù)反饋水平較低或高時的員工感情承諾低于任務(wù)反饋中等時。假設(shè)4：任務(wù)同一性水平較低或高時的員工感情承諾低于任務(wù)身份是適中時。假設(shè)5：任務(wù)重要性與員工感情承諾正相關(guān)。假設(shè)6：員工情感承諾與員工對電子儲存庫知識貢獻正相關(guān)。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.研究方法通過一份問卷調(diào)查來收集評估該模型的數(shù)據(jù)，所有的結(jié)構(gòu)都與項目驗證測量在先前的研究中,僅有七級李克特量表。調(diào)查包含600個專業(yè)從事醫(yī)生、工程師和律師工作的人群。大多數(shù)的受訪者聘為工程師(67人,41.1%)，其次是律師(55人，33.7%)和醫(yī)生(41人，25.2%)。樣本包括80.4%的男性(131人)和19.6%的女性受訪者(32)。所有受訪者中，36.8%(60人)獲得博士學(xué)位，其余擁有學(xué)士或碩士學(xué)位。受訪者的平均年齡是35歲到40歲之間，平均組織任期4年。Dataanalysis

數(shù)據(jù)分析Thesurveyinstrumentwastestedforreliability,convergentvalidity,anddiscriminantvalidity.ReliabilityofeachconstructwasassessedwithCronbach’salphacoefficient(seeTable3).Allconstructsachievedscoresabovetherecommended0.70(Hairetal.2009).Convergentvaliditywasassessedbyexaminingcompositereliabilityandaveragevarianceextracted(AVE)byeachconstruct(seeTable3).假設(shè)檢驗的結(jié)果假設(shè)檢驗的結(jié)果技能多樣性(H2)、任務(wù)完整性(H4)都對感情承諾有曲線影響。任務(wù)重要性(H5)是感情承諾正相關(guān)。感情承諾對員工知識貢獻的電子存儲庫是正相關(guān)的(H6)。工作自主性的曲線的影響(H1)和任務(wù)反饋(H4)是不重要的。工作自主性已經(jīng)顯著正線性影響感情承諾。感情承諾調(diào)節(jié)在KCER工作設(shè)計的影響效果。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

我們發(fā)現(xiàn)不同的工作特性有不同的影響。提高技能多樣性、任務(wù)完整性水平可以提高感情承諾但當(dāng)?shù)竭_最高水平時，其影響逐漸減少。這是第一個以知識貢獻的形式對工作特性的影響曲線進行的研究。Warr模型曾對這些工作特點提出了倒U形曲線的結(jié)論，本文的探究印證了這一點。與技能多樣性和任務(wù)的身份不同的是,我們發(fā)現(xiàn)任務(wù)重要性與情感承諾成正相關(guān)，即便是在一個較高的水平。這也支持Warr模型,并為進一步的研究提供正向的線性效應(yīng)。而與假設(shè)相反的是，工作自主性和任務(wù)反饋的影響并不重要。ImplicationsandlimitationsImplications：Thisstudyadvancestheoreticaldevelopmentinknowledgemanagementingeneralandknowledge

contributiontoelectronicrepositoriesinparticular.Ourfindingssuggestthatincreasingthelevelsofjobautonomyandtasksignificancecanmotivate

employeestocontributeknowledgetoelectronicrepositoriesthroughimprovingtheiraffective

commitment.limitations：didnotdistinguishbetweenpositiveandnegativetaskfeedbackweakcurvilineareffectsmighthavegoneundetected.doesnotconsiderindividualandsocialcharacteristicsMorestudiesusingalongitudinaldesigntocollectdatafromothersamplesan