Research On Team Knowledge Sharing Mechanism

In the era of knowledge economy rising from the global scope, the team is playing a more and more important role in organizational competition. How to keep knowledge management effectively is the key matter that team managers must pay attention to. Knowledge management is the modern management theory, including knowledge acquisition, knowledge storage, knowledge sharing and knowledge creation, and knowledge sharing is the core of knowledge management, and also one of the difficulties of the knowledge management. Knowledge sharing mainly takes place between and among individuals, teams and large organization. Team knowledge sharing has become a more and more important part of knowledge management, and it has been the key of keeping the core competitive advantages of organizations, and also the realizing organization value, promoting members'level of satisfaction. Whether the function of the team plays a role or not, is the key of team's aim success or not, while the issue of team knowledge sharing is the core of the team's role.After reviewing the knowledge management theory, team theory, social exchange theory, social cognitive theory based on related work, the influencing factors of team knowledge sharing were analyzed. Considering the characteristics of the team knowledge sharing, the team knowledge sharing mechanism theory model was formed, and a series of research hypotheses were proposed as well. Through the questionnaire investigation of the effective sample, using the statistical analysis and structural equation model of the sample data processing, the theoretical results are amended. According to the results, combined with the management practice, team knowledge sharing improving advice were put forward, and the future study was discussed as well. This paper, from the aspect of team knowledge sharing elements, team knowledge sharing mechanism, ways of promoting level of team knowledge sharing, answered the questions of what are the elements the team knowledge sharing, how is team knowledge sharing mechanism and so on.The main conclusions of this work are mainly five points: 1. Management support has a direct effect on knowledge sharing incentives, and has an indirect effect on knowledge sharing perception. Management support has a direct and indirect influence effect on knowledge sharing behavior, knowledge sharing performance at the same time. Among them, the influence of the management support on knowledge sharing incentives is the most obvious.2. Effect of norm of reciprocity on knowledge sharing incentives is not significant, but norm of reciprocity has a direct and indirect effect on knowledge sharing perception. At the same time, norm of reciprocity has a direct and indirect effect on knowledge sharing behavior, knowledge sharing performance. Among them, the influence of norm of reciprocity on knowledge sharing perceptions is the most obvious.3. Effect of team identification on knowledge sharing incentives is not significant, but to team knowledge sharing perceptions, their is a direct effect. At the same time, the team identification has an indirect impact on knowledge sharing behavior. There is a direct and indirect influence of team identification on knowledge sharing performance at the same time. Among them, the influence of team identification to on knowledge sharing performance is the most obvious.4. Trust tendency has a direct influence on knowledge sharing incentives and knowledge sharing perceptions. Trust tendency is useful in promoting knowledge sharing incentives taking place. The direct impact of trust tendency on knowledge sharing behavior and sharing performance is not significant, but there is an indirect effect through the knowledge sharing incentives or shared perception. Trust tendency has an favorable effect on incentive, and followed by the will of the knowledge sharing, attitude, and other perception factors.5. Knowledge sharing incentives has a significant influence on sharing perceptions, and to sharing behavior and sharing performance, the influence is not significant, namely share incentive factors has an indirect effects through perception factors on knowledge sharing behavior and sharing performance. Knowledge sharing perceptions has a significant influence on the sharing behavior and sharing performance.The management enlightenment of this work are mainly four points:1. Choose the right people for the team, and build up the team leaders or team managers on management support for the team and team members.2. Team leaders or team managers should build up a sound knowledge sharing standard system, making the team knowledge sharing as team members'self norms.3. Team leaders or team managers should create a sound atmosphere, a good team knowledge sharing culture, promote the team members'organization identity, and establish a trust relationship among team members.4. To build up the team knowledge sharing rewards system, promoting the team members'knowledge sharing willingness and attitude, turn to positive direction of perception factors.The innovation of this paper are mainly three points:1. Combined with Social Cognitive Theory and Social Exchange Theory, from the aspect of norm of reciprocity, team identification and trust tendency, investigated these factors in the team members knowledge sharing activities, and found their important influence on team knowledge sharing behavior and performance. The research expand the team knowledge sharing theoretical perspectives.2. Bring the team knowledge sharing expected benefits, fair perception into the sharing incentive factors, and the the willingness and attitude of the knowledge sharing, into the sharing perception factors, established and verified the mediate effect of knowledge sharing incentives and perception.3. From the aspects of task performance, employee satisfaction and skills upgrading and so on, investigate team knowledge sharing results, build up and test the theoretical effect of team knowledge sharing behavior on knowledge sharing performance, enriched the empirical studies of knowledge sharing behavior and performance.