绩效考核干预下个体成就目标导向对知识共享意愿的影响研究
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摘要
成就目标导向作为成就动机的认知倾向,既是个体性格的稳定特质,同时存在不稳定的情境性特征。具备不同成就目标导向的个体由于动机认知结构的差异,对外呈现出不同的显性知识共享意愿和隐性知识共享意愿,而组织绩效考核取向作为普遍性的情境因素在其中发挥着重要的调节作用。本文通过对51家企业的678个样本进行层级回归分析发现:掌握目标导向与成绩趋近目标导向对显性知识共享意愿与隐性知识共享意愿均具有显著正向影响,掌握目标导向的正向影响更为显著并且随着绩效考核取向的提升,两种目标导向的主效应会逐渐减弱,反之则增强;成绩回避目标导向对显性知识共享意愿和隐性知识共享意愿均具有显著负向影响;随着绩效考核取向的提升,成绩回避目标与隐性知识共享意愿的负向关系有所减弱,反之则增强,这类个体的显性知识共享意愿不受绩效考核取向影响。
As a cognitive tendency of achievement motivation,achievement goal orientation( AGO) has both a stable trait of individual personality and an unstable situational characteristics meanwhile. Due to distinct cognitive structures of different AGO,individuals possess different levels of intention of explicit knowledge sharing( IKS1) and tacit knowledge sharing( IKS2),and Individual-Based Performance Appraisal( IPA) as a common situational factor plays an important role in moderating the main effect. On the basis of the hierarchical regression analysis of the data of 678 employee from 51 companies,the empirical analysis results show that both mastery goal orientation( AGO1) and achievement approach goal orientation( AGO2) has positive effects on IKS1 and IKS2,and the positive effect of AGO1 is stronger; As the IPA goes up,the main effects of AGO1 and AGO2 gradually go down; achievement avoidance goal orientation( AGO3) has a negative effect on IKS1 and IKS2; as IPA goes up,AGO3-IKS2 goes down,but no moderating effect of IPA is found on AGO3-IKS1.
As a cognitive tendency of achievement motivation,achievement goal orientation( AGO) has both a stable trait of individual personality and an unstable situational characteristics meanwhile. Due to distinct cognitive structures of different AGO,individuals possess different levels of intention of explicit knowledge sharing( IKS1) and tacit knowledge sharing( IKS2),and Individual-Based Performance Appraisal( IPA) as a common situational factor plays an important role in moderating the main effect. On the basis of the hierarchical regression analysis of the data of 678 employee from 51 companies,the empirical analysis results show that both mastery goal orientation( AGO1) and achievement approach goal orientation( AGO2) has positive effects on IKS1 and IKS2,and the positive effect of AGO1 is stronger; As the IPA goes up,the main effects of AGO1 and AGO2 gradually go down; achievement avoidance goal orientation( AGO3) has a negative effect on IKS1 and IKS2; as IPA goes up,AGO3-IKS2 goes down,but no moderating effect of IPA is found on AGO3-IKS1.
引文
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[28]应洪斌,沈瑶.非正式网络中隐性知识传递的影响机制研究[J].科研管理,2009(4):130-137.Ying Hongbin,Shen Yao.Are search on the mechanism of tacit knowledge transfer and its influencing factors in informal networks[J].Science Research Management,2009(4):130-137.
[29]张生太,王亚洲,张永云,等.知识治理对个体知识共享行为影响的跨层次分析[J].科研管理,2015(2):133-144.Zhang Shengtai,Wang Yazhou,Zhang Yongyun,et al..A multilevel analysis of impacts of knowledge governance on individual knowledge sharing behavior[J].Science Research Management,2015(2):133-144.
[30]Elliot A J,Church M A.A hierarchical model of approach and avoidance achievement motivation.[J].Journal of Personality&Social Psychology,1996,72(1):218-232.
[31]Lin H F.Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions[J].Journal of information science,2007,33(2):135-149.
[32]文鹏,廖建桥.不同类型绩效考核对员工考核反应的差异性影响——考核目的视角下的研究[J].南开管理评论,2010(2):142-150+158.Wen Peng,Liao Jianqiao.The influence of different types of performance appraisal on employee appraisal reaction:A study based on appraisal purposes[J].Nankai Business Review,2010(2):142-150+158.
[2]Ajzen I.From intentions to actions:A theory of planned behavior[M].Action Control Springer Berlin Heidelberg,1985:11-39.
[3]王艳子,罗瑾琏.目标取向对员工创新行为的影响研究——基于知识共享的中介效应[J].科学学与科学技术管理,2011(5):164-169.Wang Yanzi,Luo Jinlian.A study about the influence of goal orientation on employee innovative behavior:The mediating role of knowledge sharing[J].Science of Science and Management of S.&.T.,2011(5):164-169.
[4]Bock G W,Zmud R W,Kim Y G,et al.Behavioral intention formation in knowledge sharing:Examining the roles of extrinsic motivators.[J].social-psychological forces,and organizational climate,2005,29(1):87-111.
[5]Deming W E.Out of the crisis:Quality,productivity and competitive position[J].General Information,1986,38(7):38-49.
[6]Vandewalle,Vandewalle.Development and validation of a work domain goal orientation instrument.[J].Educational&Psychological Measurement,1997,57(6):995-1015.
[7]Ames C.Classrooms:Goals,structures,and student motivation.[J].Journal of Educational Psychology,1992,84(3):261-271.
[8]Polanyi M,Sen A.The tacit dimension[J].Review of Metaphysics,1967,63(1):47-61.
[9]Haas M R,Hansen M T.Different knowledge,different benefits:Toward a productivity perspective on knowledge sharing in organizations[J].Strategic Management Journal,2007,28(11):1133-1153.
[10]吴培冠,陈婷婷.绩效管理的取向对团队绩效影响的实证研究[J].南开管理评论,2009(6):51-59.Wu Peiguan,Chen Tingting.An empirical study of the relationship between individual-based performance appraisal and team performance[J].Nankai Business Review,2009(6):51-59.
[11]Murphy K R,Williams R E.Multiple uses of performance appraisal:Prevalence and correlates.[J].Journal of Applied Psychology,1989,74(1):130-135.
[12]Wendy R.Boswell,Boudreau J W.Separating the developmental and evaluative performance appraisal uses[J].Journal of Business&Psychology,2002,16(3):391-412.
[13]Dweck C S.Motivational processes affecting learning.[J].American Psychologist,1986,41(10):1040-1048.
[14]Lepine J A.Adaptation of teams in response to unforeseen change:Effects of goal difficulty and team composition in terms of cognitive ability and goal orientation.[J].Journal of Applied Psychology,2005,90(6):1153-67.
[15]Poortvliet PM;Janssen O;Van Yperen NW;Van de Vliert E.Achievement goals and interpersonal behavior:How mastery and performance goals shape information exchange.[J].Personality&Social Psychology Bulletin,2007,33(10):1435-1447.
[16]黄芳,马剑虹,霍荣棉,等.企业员工知识共享的理性行为模型[J].科研管理,2010(3):120-126.Huang Fang,Ma Jianhong,Huo Rongmian,et al..A TRA model for the employees’knowledge sharing behavior[J].Science Research Management,2010(3):120-126.
[17]Reychav I,Weisberg J.Bridging intention and behavior of knowledge sharing.[J].Journal of Knowledge Management,2010,14(2):285-300.
[18]Yong S H,Kim B,Lee H,et al.The effects of individualmotivations and social capital on employees’tacit and explicit knowledge sharing intentions[J].International Journal of Information Management,2013,33(2):356–366.
[19]Poortvliet P M,Anseel F,Janssen O,et al.,Perverse effects of other-referenced performance goals in an information exchange context,Journal of business ethics,2012,106(4):401-414.
[20]Darnon C,Butera F,Harackiewicz J M.Achievement goals in social interactions:Learning with mastery vs.performance goals[J].Motivation&Emotion,2007,31(1):61-70.
[21]Toma C,Butera F.Hidden profiles and concealed information:Strategic information sharing and use in group decision making.[J].Personality&Social Psychology Bulletin,2009,35(6):793-806.
[22]Anderman,E.M.,Griesinger,T.,&Westerfield,G.Motivation and cheating during early adolescence.Journal of Educational Psychology:1998,90(1):84-93.
[23]Tamera B.Murdock,Eric M.Anderman.Motivational perspectives on student cheating:Toward an integrated model of academic dishonesty[J].Educational Psychologist,2006,41(3):129-145.
[24]常亚平,覃伍,阎俊.研究生团队隐性知识共享机制研究[J].科研管理,2010(2):86-93.Chang Yaping,Qin Wu,Yan Jun.Study on the mechanism of tacit knowledge sharing in postgraduate Teams[J].Science Research Management,2010(2):86-93.
[25]高钦,刘儒德,贾玲等.特质性与情境性成就目标定向对目标调节的影响[J].应用心理学,2010(3):201-207.Gao Qin,Liu Rude,Jia Ling,et al..The interactive influence of dispositional and situational goal orientations on individual goal regulation[J].Applied Psychology,2010(3):201-207.
[26]Chen,Tingting,Peiguan Wu,and Kwok Leung.Individual performance appraisal and appraisee reactions to workgroups:The mediating role of goal interdependence and the moderating role of procedural justice[J].Personnel Review,2011,40(1):87-105.
[27]Ryckman R M,Thornton B,Gold J A,et al.Romantic relationships of hypercompetitive individuals[J].Journal of Social&Clinical Psychology,2002,21(5):517-530.
[28]应洪斌,沈瑶.非正式网络中隐性知识传递的影响机制研究[J].科研管理,2009(4):130-137.Ying Hongbin,Shen Yao.Are search on the mechanism of tacit knowledge transfer and its influencing factors in informal networks[J].Science Research Management,2009(4):130-137.
[29]张生太,王亚洲,张永云,等.知识治理对个体知识共享行为影响的跨层次分析[J].科研管理,2015(2):133-144.Zhang Shengtai,Wang Yazhou,Zhang Yongyun,et al..A multilevel analysis of impacts of knowledge governance on individual knowledge sharing behavior[J].Science Research Management,2015(2):133-144.
[30]Elliot A J,Church M A.A hierarchical model of approach and avoidance achievement motivation.[J].Journal of Personality&Social Psychology,1996,72(1):218-232.
[31]Lin H F.Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions[J].Journal of information science,2007,33(2):135-149.
[32]文鹏,廖建桥.不同类型绩效考核对员工考核反应的差异性影响——考核目的视角下的研究[J].南开管理评论,2010(2):142-150+158.Wen Peng,Liao Jianqiao.The influence of different types of performance appraisal on employee appraisal reaction:A study based on appraisal purposes[J].Nankai Business Review,2010(2):142-150+158.