A Study Of The Impact Of Employees’ Goal Orientation On Team Learning Performance

The enterprise organizations carry on team learning by teams, but take the individual as the carrier of knowledge, and this makes exploring the obstacles of knowledge sharing from individual perspective play a key role in the realization of team learning. However, the existence of knowledge sharing obstacles makes individuals tend to have different levels of intention of knowledge sharing (IKS). which affect the realization of team learning. Achievement goal orientation (AGO) as the stable personality trait is an important factor to restrict enterprise employees’IKS and team learning performance (TLP). Knowledge agents always balance the benefits and consequences of knowledge sharing behavior according to achievement motivation needs, and the trade-off process not only has a direct impact on IKS. but also is affected by the organizational context. Individual-based performance appraisal (IPA) as the important measure for the enterprise to tailor pay package and promote the development of employees, is not only the key incentive means in knowledge management, but also an important factor to affect IKS. Based on the research background and related theories, the author has constructed the conceptual model of employees" AGO on TLP. and adopts IKS as mediating variable and individual-based performance appraisal as moderating variable to analyze the impact mechanism of AGO on TLP.Based on current research foundation, a knowledge split-flow model incorporated individual learning and team learning is constructed, and two key concepts as individual knowledge repository and team knowledge repository are introduced, which explain under the restriction of knowledge sharing obstacles how knowledge conditionally splits, integrates, and circulate between individual and team and finally forms different levels of learning. On the basis of knowledge split-flow model, the author firstly combines theories of organizational learning, reasoned action, achievement goal and knowledge management to analyze the elements of the relevant variables of the study, then tries to construct a theoretical framework of "AGO-IKS-TLP" from cognitive perspective of individual motive, on which the author adopts IPA as moderating variable into the research of AGO-IKS. The significance of this study lies in exploring restriction factors from individual cognition and organizational context, and as the antecedents of team learning to construct the impact mechanism of AGO on TLP.This study utilizes 150 team data (735 samples) from 53 high-tech enterprise, adopt aggregation analysis and regression analysis to strictly verify the conceptual model of impact mechanism of employees’AGO on TLP. On the basis of theoretical deduction and empirical research, four conclusions have been drawn as follows.Firstly, employees" mastery goal orientation (AGO1) and performance approach goal orientation (AGO2) have a positive influence on IKS and TLP. and IKS mediates both AGOl-TLP and AGO2-TLP. Compared to intention of explicit knowledge sharing (IKS1), both individuals with AGO1 and AGO2 posses higher level of intention of tacit knowledge sharing (IKS2), meanwhile, the promotive effects of AGO2 on IKS and TLP are obviously weaker than AGO1.Secondly, employees’performance avoidance goal orientation (AGO3) have a negative influence on IKS, but its negative influences on TLP are verified to be not significant, hereby there is no mediating effects of IKS in AGO3-TLP. It should be pointed out that, employees’IKS have a positive influence on TLP, and compared to IKS 1. the influence of employees’IKS2 is more positive.Thirdly, evaluative appraisal (IPA1) as moderating variable exerts different influences on AGOs-IKS. As IPA1 goes up, the positive relationships of both AGO 1-IKS and AGO2-IKS become stronger, and the verse visa. Differently, as IPA1 goes up, the negative relationship of AGO3-IKS become weaker, and the verse visa.Fourthly, developmental appraisal (IPA2) as moderating variable exerts different influences on the relationship between different AGOs and IKS. As IPA2 goes up. the positive relationships of both AGO 1-IKS and AGO2-IKS become stronger, and the verse visa. Additionally, IPA2 as moderating variable should be differently analyzed according to knowledge trait; the moderating effect of IPA2 on AGO3-IKS1 is not detected, however, as the IPA2 goes up, the negative relationship of AGO3-IKS2 becomes weaker, and the verse visa.According to the conclusion, five practical enlightenments are drawn as follows.Firstly, when the enterprise attaches great importance to adaptability and creativity of the work teams, and aims at enhancing their work and learning efficiency. enterprise managers and their corresponding management mode plays a key role. Secondly, enterprises can utilize human resources management to enhance employees IKS. and carefully consider employees’dominant AGO in staff selection, recruitment placement, and career planning. Thirdly, enterprises should fully consider team members’achievement goal structure in team building, avoid team heterogeneity to go extremism, and enhance the proportion of team members with AGO1 and AGO2. Fourthly, enterprises should pay more attention to the employee’s perception, adopt the performance management mode of developmental and evaluative performance appraisal appropriately and make the employees fully aware of the management idea of the enterprise, meanwhile carefully consider the difference among individual AGOs in promoting IKS and TLP by performance management. Fifthly, management should be aware of the potential value and importance of tacit knowledge to employees and enterprise, establish a good knowledge sharing atmosphere and knowledge communication channels according to employees’ needs, and lift employees’openness in tacit knowledge in a variety of ways.The innovation of this research is mainly reflected in the following several aspects. Firstly, proposed knowledge split-flow model(KS model) with conditional context dependence on the basis of organizational learning theory, and discovered an effective approach to reduce the barriers of knowledge sharing by identifying the cross level transfer path of intra-team knowledge. Secondly, adopt the means of aggregation on multiple-level influence factors to construct the influence mechanism model of AGO on TLP. which has enriched the theoretical framework of team learning research.Thirdly. Extended the learning research to the interaction between individual and team level by means of induction, deduction, empirical and hypothesis testing, and revealed how individuals with different AGOs exerts influences on TLP through distinct information sharing and processing models from a brand new perspective.