摘要
I
摘要
面对快速变化的外部环境，越来越多现代组织将团队作为解决问题的工作模式，以
处理个体难以应对的复杂任务。团队成员间的知识分享能够为团队带来更多的认知视角
和问题解决方法，提高团队绩效。但现实情况发现，团队成员并不愿意进行分享，知识
隐藏行为普遍存在。因此，如何管理和激励，以促进团队成员的知识分享行为，成为学
术界和管理界共同关注的问题

团队咨询网络是团队成员之间基于日常信息交流互动形成的网络，网络中心性体现
成员接近网络中心位置的程度。现有研究表明，团队成员的咨询网络中心性对知识分享
行为具有促进作用，但其具体影响机制有待进一步研究。因此，为更好地理解咨询网络
中心性对知识分享行为的作用，本文将探索其具体影响路径和边界条件。首先，本文通
过梳理相关文献和理论，深入分析咨询网络中心性、知识自我效能感、组织奖励预期、
互惠预期与知识分享行为之间的关系，构建咨询网络中心性对知识分享行为的作用机制
模型，提出相应研究假设；接着通过问卷调研收集数据，借助 SPSS 和 AMOS 软件对所得
45 个团队 413 份数据进行质量分析、假设检验；最后基于研究结果，就团队成员知识分
享行为的管理提出建议

本文主要得到以下结论：(1)团队成员咨询网络中心性对知识分享行为具有促进作
用。团队内部咨询网络承载着知识、信息等资源，咨询网络中心性高的成员具有更多资
源和影响力，知识分享的机会更多、能力更高；(2)咨询网络中心性能够提高成员的知
识自我效能感。咨询网络中心性高的成员与他人具有更多的信息互动，积累更多知识、
经验，获得更多的认可、赞赏，更易形成知识自我效能感；(3)咨询网络中心性部分通
过提升知识自我效能感从而促进员工的知识分享行为。一方面，咨询网络中心性高意味
着知识分享机会和途径多，能够直接促进知识分享行为；另一方面，咨询网络中心性提
升团队成员的知识自我效能感，在知识自我效能感的驱动下进行知识分享；(4)组织奖
励预期削弱知识自我效能感对知识分享行为的促进作用，组织奖励预期较高时，知识自
我效能感对知识分享行为的积极影响被削弱，同时知识自我效能感在咨询网络中心性和
知识分享行为之间的中介作用也被削弱；（5）互惠预期强化知识自我效能感对知识分
享行为的促进作用，互惠预期较高时，知识自我效能感对知识分享行为的积极影响得到
增强，同时知识自我效能感在咨询网络中心性和知识分享行为之间的中介作用也被增
强

关键词：知识分享行为；咨询网络中心性；知识自我效能感；组织奖励预期；互惠预期Abstract
II
Abstract
Facing the rapidly changing external environment, more and more modern
organizations use the team as a working model to solve problems which are too complex for
individuals to cope with. The knowledge sharing among team members can bring more
awareness and problem-solving methods to the team and improve team performance. But the
reality is that team members are not willing to share knowledge, and knowledge hiding
behavior is widespread. Therefore, the team knowledge sharing becomes the common
concern of both academic and management fields.
The team advice network is formed from the daily information interactions between
team members, and the network centrality measures the extent of members close to the
center. Though existing researches have demonstrated that the team member’s advice
network centrality had a positive effect on his/her knowledge sharing behavior, its
mechanism needs further study. Therefore, in order to better understand the effect of advice
network centrality on knowledge sharing behavior, this paper is aim to explore the influence
path and boundary conditions. Firstly, this paper makes clear of the relationship among
anvice network centrality, knowledge self-efficay, organizational reward, anticipated
reciprocity and knowledge sharing behavior based on literature review and proposed our
hypotheses ypothesis. Secondly, by the use of SPSS and AMOS, this paper anylizes the data
from 413 emplyees of 45 teams to test the hypotheses. And at last, this paper offers
suggestion of knowledge sharing management.
Main conclusions of this study are as follows: (1)Team member’s advice network
centrality has a positive effect on the knowledge sharing behavior.As resources delivered in
Intra-team advice network, the member occupied the central position of the network own s
rich resources and influence, and thus has more opportunities and higher capacity of
knowledge sharing; (2)Team member’s advice network centrality has a positive effect on
knowledge self-efficacy. The member occupied the central position of the network has more
information exchange activities to accumulate knowledge and experience as well as the
appreciation from workmates which contributes to the promotion of knowledge self-efficacy;
(3)Knowledge self-efficacy is a partial mediator between advice network centrality and
knowledge sharing behavior. That is, advice network centrality can both directly facilitate
the knowledge sharing behavior and indirect influence it via knowledge self-efficacy; (4)
organizational reward has a “crowding-out” effect on knowledge self-efficacy. That is, with
the raise of organizational reward, the effect of knowledge self-efficacy on knowledge
sharing behavior is weakened, and the mediating effect as well; (5)Anticipated reciprocity
has a “crowding-in” effect on knowledge self-efficacy. That is, with the raise of anticipated
reciprocity, the effect of knowledge self-efficacy on knowledge sharing behavior is
strengthened, and the mediating effect as well.
Keywords: knowledge sharing behavior; advice network centrality; knowledge self-efficacy;
anticipated organizational reward; anticipated reciprocity目录
III
目录
摘要.....I
Abstract ..II
第一章 绪论...... 1
1.1 研究背景与意义......... 1
1.2 研究目的......... 1
1.3 研究方法与技术路线. 2
1.3.1 研究方法.......... 2
1.3.2 技术路线.......... 3
1.4 研究内容与框架安排. 3
1.5 研究可能的创新点..... 4
第二章 文献综述..........5
2.1 知识分享行为的研究综述..... 5
2.1.1 知识的概念界定.......... 5
2.1.2 知识分享行为的概念.. 5
2.1.3 知识分享行为的维度与测量.. 7
2.1.4 知识分享行为的影响因素...... 8
2.1.5 知识分享行为的研究评述.... 10
2.2 咨询网络中心性的研究综述........... 10
2.2.1 咨询网络中心性的概念........ 10
2.2.2 咨询网络中心性的计算........ 11
2.2.3 咨询网络中心性的影响结果 11
2.2.4 咨询网络中心性与知识分享行为的具体研究........ 12
2.2.5 咨询网络中心性的研究评述 13
2.3 知识自我效能感的研究综述........... 13
2.3.1 知识自我效能感的概念........ 13
2.3.2 知识自我效能感的测量..
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