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1、华中科技大学 博士学位论文 面向组织智力的知识传递机制及有效性研究 姓名：张鹏程 申请学位级别：博士 专业：管理科学与工程 指导教师：廖建桥 20051027 华华 中中 科科 技技 大大 学学 博博 士士 学学 位位 论论 文文 I 摘摘 要要 随着人们对建立基于知识的竞争优势的重视，如何将个人知识放大并内化 为组织知识基础的一部分，形成集体智慧以提高组织解决问题能力，成为一个 关键主题。智力资本，知识管理和战略人力资源管理从各自视角对此展开了研 究，但理论之间存在部分重叠和分歧，需要新的范式进行整合。本文试图以组 织智力为视角探讨个人知识（人力资本）链接到组织层面（组织资本）的转化 机制，
2、同时对组织智力构建中的交互作用进行分析，提炼出信任基础与传递意 愿作为动力机制与触发机制。 三者相结合构成的知识传递机制， 在不同类型 HR 策略束的作用下对组织创新产生重要影响。最后，通过回收 119 份组织问卷和 458 份个人问卷采集数据，运用 SPSS 和 AMOS 软件，进行回归分析和路径分 析，验证上述变量之间的假设，得出基本观点如下： 组织智力的本质是通过系统内部机制将员工分布式的知识型劳动相链接， 构建组织层面上协同信息加工能力，包括复制认知与整合认知两种类型。实证 结果表明，组织智力不仅对组织创新具有显著的正面效应，而且具有显著的预 测力。知识专有性对整合能力与组织创新的关系
3、产生调节效应。总之，组织的 复制和整合能力发挥杠杆作用，促使人力资本形成组织资本，使组织得以不断 提高创新绩效。 组织智力是通过成员之间的交互作用构建的，它的动力来源于不同的信任 基础。在威廉姆森的治理机制理论基础上，将信任分为市场型、权威型和 X 型 三种类型，并将知识传递意愿作为信任的量化指标进行补充。从知识传递的效 率出发，运用经济学分析，对三者的治理范围进行了一般性的描述与讨论。实 证结果表明，信任基础和传递意愿都对组织智力产生显著正面影响的效应，传 递意愿、信任基础和组织智力之间则存在前后因果逻辑。在组织创新方面，权 威信任具有显著的预测力，而其它两种信任类型则没有；传递意愿对整体组
4、织 创新也不具有显著预测力。 人力资源措施将通过影响知识传递机制的三要素，对组织创新产生效应。 这也是在战略人力资源管理对企业的绩效产生影响的作用机制，长期以来被视 为“黑箱”之谜。为此，本文首先提出了基于 5P 模型的 HR 策略束(HR Bundle)， 然后根据以前研究，将人力资源束分为三种。最后，采用案例研究对人力资源 策略束与知识传递机制以及创新的关系进行分析，为研究假设提供依据。实证 数据表明，利诱型 HR 策略束，投资型 HR 策略束对权威信任有显著预测力， 华华 中中 科科 技技 大大 学学 博博 士士 学学 位位 论论 文文 II 而参与型 HR 策略束则没有此效应；投资型
5、HR 策略束对于复制能力与整合能 力有显著预测力，而利诱型和参与型则没有。 关键词：关键词： 组织智力 知识传递机制 MAX 信任基础 组织创新 人力资源策略束 华华 中中 科科 技技 大大 学学 博博 士士 学学 位位 论论 文文 III Abstract It has become a key theme of integrating individuals knowledge into the organizational knowledge base and formulating group wisdom for the sake of enhancing organizationa
6、l capability of solving problems since knowledge-based competitive advantage is highlighted nowadays. Notwithstanding the substantial insights from intelligent capital, knowledge management and strategic human resource management we now have into the attribute of this issue, we still lack a new para
7、digm to explain them due to overlaps and contradictions among them. This dissertation attempted to explore the essence of organizational intelligence as the converting mechanism linking individual knowledge (human capital) to organizational knowledge (organizational capital); meanwhile, it analyzed
8、the interaction function in the construction of organizational intelligence, and refined trust base as the dynamic mechanism and delivery willing as the triggering mechanism. It was assumed that the knowledge transfer mechanism based on these three elements would have impacts on organizational innov
9、ation via different types of HR bundles. Finally, data were collected from 119 copies of questionnaires for organization and 458 copies of questionnaires for individuals. Relevant regression analysis and path analysis were made to test the hypotheses on relations of variables by statistical software
10、 SPSS and AMOS. Some conclusions were made as following: The essence of organizational intelligence is kind of synergetic information processing capability, linking the distributed knowledge work through internal mechanism within the system, which embraces replication cognition and integration cogni
11、tion. Empirical results indicated that organizational had significant relation with organizational innovation and could predicted significantly as well. Replication cognition and integration cognition had higher correlation degree with production innovation than process innovation. Specify of knowle
12、dge could intermediate the relation between integration and organizational innovation. In summary, organizational replication and integration cognitions could leverage human capital to organizational capital, so as to contribute to the organizational innovation performance increasingly. Organization
13、al intelligence is built through interaction of members and its dynamic origins from trust bases. On the bases of Williamsons governing mechanism, the trusts 华华 中中 科科 技技 大大 学学 博博 士士 学学 位位 论论 文文 IV are divided into three types: trust M, trust A and trust X. In addition, delivering willing is regarded
14、 as quantitative index for trust base. In efficiency of knowledge transfers view, the scopes of governance for three types of trust base were described and discussed in general by economic methods. Empirical results showed, trust base and delivery willing had significant correlation with organizatio
15、nal intelligence and there existed cause-effect logic among delivering willing, trust base and organizational intelligence. As to organizational innovation, only trust A had significant prediction while two others did not; delivery willing did not have significant prediction neither. If human resour
16、ce practices could be carried out appropriately, it could have important impact on organizational innovation by means of the elements of knowledge delivery mechanism. It is also the function mechanism of how SHRM have on firms performance, regarded as the enigma of “black box” long before. Therefore, this paper tendered 5P-based HR bundles, which were classified into three types, that is, inducement, investme
