摘要：当今时代具有信息传播速度快、竞争压力大、形势变化迅速
等特点，企业要想在这种竞争激烈的市场环境中获得更多的竞争优
势，则需要有一个稳定增长的企业绩效作为保障。而企业绩效是由员
工个人绩效组成的，因此要想达到企业利润最大化，就必须提高员工
个人绩效。为达成这一目标，需要组织内成员之间进行有效的沟通，
进而相互之间分享经验及解决问题的技能等，而员工间的知识共享在
这一过程中起着举足轻重的作用。沟通的方式不同，则会影响知识共
享，从而影响员工绩效
国内关于沟通、知识共享、员工绩效三方面各自的研究已具有一
定的深度和广度，研究其中二者关系的也不在少数，但很少有学者研
究三者之间的关系，基于这样的背景，本文将沿着“沟通——知识共
享——员工绩效”这一研究路线，把沟通、知识共享和员工绩效这三
个变量联系起来，用实证来研究这三者间的关系。本文通过问卷调查、
进行数据分析得出以下结论：
第一、沟通方式对员工绩效有显著的影响，由相关分析和回归分
析结果可知，合作型沟通对员工绩效有正向的促进作用，而竞争型沟
通对员工绩效有反向作用，且二者对于员工绩效的影响程度也不同，
合作性沟通对任务绩效、关系绩效和创新绩效的正向影响程度大于竞
争型沟通对员工绩效的反向影响作用；对于学习绩效，合作型沟通对
学习绩效有着显著的正向影响作用，而竞争型沟通对学习绩效的影响II
不显著
第二、沟通方式对员工知识共享行为影响显著，通过相关分析和
回归分析，表明合作型沟通对知识共享有促进作用，竞争型沟通对知
识共享有反向影响作用
第三、知识共享对员工绩效有正向的影响作用，通过对知识共享
与员工绩效进行相关分析和回归分析，其结果显示，知识共享对员工
绩效的四个维度均有不同程度的正向影响作用
第四、在一定程度上员工之间的沟通会通过影响知识共享来影响
员工绩效。从回归分析和相关分析中验证了知识共享在沟通对员工绩
效的影响关系中起部分中介作用。合作型沟通和竞争型沟通不仅能够
直接影响员工绩效，还通过影响员工间知识共享来影响员工绩效
本研究以沟通为逻辑主线，深入剖析了沟通行为、员工知识共享
与绩效的作用机理，在一定程度上丰富了“沟通行为-知识共享-员工
绩效”这一条线的理论研究，并为实践中企业内部沟通管理、知识管
理和绩效管理提供了理论框架
关键词：沟通；知识共享；员工绩效III
THE RESEARCH ABOUT RELATIONSHIP AMONG
COMMUNICATION, KNOWLEDGE SHARING AND
EMPLOYEE PERFORMANCE
Yang Wang (Business Administration)
Directed by Changcheng Zou
Abstract: Nowadays, we are in this period when the information
transmission is fast, the competition is fierce and the situation changes
quickly. In the competitive market environment, enterprises must have a
stable performance as a guarantee to gain more competitive advantages.
And corporate performance is made up of individual performance,
therefore, if the company want to achieve the maximization of enterprise
profit, it must improve employees’ performance. This process needs
employees within the organization to communicate effectively, and to
share their experiences or problem solving skills with each other and so
on. The employees play an important role in the process of knowledge
sharing. Different ways of communication will affect the knowledge
sharing and even employee performance.
The study about communication, knowledge sharing and
employee performance has a certain depth and breadth, and the study
of the relationship between two of them is not in the minority, but
few scholars have studied the relationship among all of them. Under
such background, this article followed the logical train ofIV
communication, knowledge sharing and employee’s performance,
linked all of them with empirical way to discuss the relationship
among them. Through questionnaire survey and data analysis, this
paper reached the following conclusions:
First, the communication has a significant effect on employees’
performance, and the result of correlation analysis and regression
analysis showed that the cooperative communication plays positive
role in promoting employees’ performance, and competitive
communication has a reverse effect on employees’ performance, and
both influence degree for employee performance is also different.
Cooperative communication affects task performance, innovation
performance and relationship performance more deeply than
competitive communication does on employees’ performance.
Cooperative communication has obvious positive effect on learning
performance, and competitive communication has no significant
influence on learning performance.
Second, the way of communication has significant effects on
employee knowledge sharing, and the results of correlation analysis
and regression analysis show that the cooperative communication
has a promoting effect on knowledge sharing and competitive
communication has reverse effect on knowledge sharing.
Third, knowledge sharing has a positive effect on employees’V
performance, and the results of correlation analysis and regression
analysis shows that the knowledge sharing has positive influence on
the four dimensions of employee performance in different level.
Fourth, to a certain extent, the communication between
employees will affect employees’ performance through knowledge
sharing. From the correlation analysis and regression analysis, the
knowledge sharing plays a partial intermediary role in the
relationship between communication and employee performance.
Cooperative communication and competitive communication not
only can directly affect employee performance, but also affect the
knowledge sharing between employees and then influence
employees’ performance.
This paper regarded communication as logical mainline, and
analyzed deeply in communication behavior, knowledge sharing and
performance of employees which enriched the theory of
communication behavior, knowledge sharing and employee
performance, to some extent and provided a fit theoretical
framework for our country enterprise internal communication
management, knowledge management and performance relationship.
Keywords: communication knowledge sharing employee
performanceVII
目 录
摘要.. I
Abstract...... III
第 1 章 绪论......... 1
1.1 研究背景与问题的提出.1
1.1.1 研究背景...1
1.1.2 研究问题的提出...2
1.2 研究的意义.........3
1.2.1 理论意义...3
1.2.2 现实意义...4
1.3 创新之处. 4
1.4 研究方法与技术路线.....4
第 2 章 文献综述. 7
2.1 与沟通有关的研究.........7
2.1.1 影响沟通的因素（前因变量）...7
2.1.2 沟通的作用结果（结果变量）...9
2.2 知识共享有关研究.......10
2.2.1 知识共享的涵义.10
2.2.2 知识共享的前因变量.....12
2.2.3 知识共享的结果变量.....13
2.3 员工绩效有关的研究...14VIII
2.3.1 员工绩效的涵义.14
2.3.2 员工绩效的影响因素.....15
2.4 沟通、知识共享与员工绩效三者之间关系的研究..17
第 3 章 研究假设与模型...........19
3.1 研究假设的提出...........19
3.1.1 沟通与知识共享的关系假设.....19
3.1.2 沟通与员工绩效的关系假设.....20
3.1.3 知识共享与员工绩效的关系假设.........22
3.1.4 假设汇总.23
3.2 模型的构建.......24
3.3 本章总结...........24
第 4 章 研究设计...........25
4.1 调查问卷的设计...........25
4.1.1 问卷设计的原则.25
4.1.2 问卷设计的过程.25
4.2 测量条款...........26
4.2.1 沟通的初始测量条款.....26
4.2.2 知识共享的初始测量条款.........26
4.2.3 员工绩效的初始测量条款.........27
4.3 数据收集方法和分析方法.......27
第 5 章 数据分析与讨论...........31
5.1 数据收集与描述性统计分析...31IX
5.1.1 数据收集.31
5.1.2 描述性统计.........31
5.2 量表的信度、效度分析...........34
5.2.1 沟通量表的信度、效度分析.....35
5.2.2 知识共享量表的信度、效度分析.........37
5.2.3 员工绩效量表的信度、效度分析.........39
5.3 方差分析...........41
5.3.1 性别对中间变量和解释变量的影响.....42
5.3.2 年龄的单因素方差分析.42
5.3.3 学历的单因素方差分析.43
5.3.4 职位的单因素方差分析.44
5.3.5 工作年限的单因素方差分析.....45
5.3.6 部门的单因素方差分析.46
5.3.7 企业性质的单因素方差分析.....47
5.3.8 企业规模的单因素方差分析.....47
5.4 相关分析...........48
5.5 回归分