The Research On The Relationship Of Reciprocal Preference, Employee Engagement And Willingness To Share Knowledge

In today’s era of knowledge economy, knowledge resources have replaced the material resources and money capital and become the most important resources. Enterprise competitive advantage depends largely on the efficient use of knowledge capital, knowledge management in enterprise management activities correspondingly becomes more and more important, as one of the key factors knowledge sharing plays an important role in knowledge management. A flow and development of organization knowledge can not only improves the staff’s working performance, and will ultimately enhance the business performance. So enterprises must pay attention to the main body of knowledge sharing-people, owing to reciprocal preferenc of existence, enterprises need to formulate relevant incentive strategy based on reciprocal preference of individual to improve knowledge sharing willingness.According to an overview of the existing literature, domestic and foreign scholars had done a lot of research onreciprocal preferences, employee engagement and knowledge sharing willingness, but does not involve an empirical study on relationship among the three.For this reason, from the perspective of staff perception, according to systematacially comb through domestic and foreign related literatures about reciprocal preference, employee engagement and willingness to share knowledge, this study established the corresponding research model and hypothesis, aiming to explore the relationship between employee engagement and willingness to share knowledge. The relationship between them is embodied in the following three aspects:one for direct action, and reciprocal preference works directly on willingness to share knowledge; and the second for mediated action, that is reciprocal preferences works indirectly on willingness to share knowledge according to employee engagement; and the three for regulating function, that is the two research variables had certain significant difference in demographic variables.Then by questionnaire method the study collected data that analysed in terms of variance analysis, correlation analysis and regression analysis by use of spss16.0, aiming at validating research assumptions.Through empirical research, this study firstly verified that reciprocal preference and employee engagement had a positive impact on willingness to share knowledge, and reciprocal preference had a greater positive impact on willingness to share knowledge, which expands factors that influence willingness to share knowledge in organizations. Secondly, the path analysis results showed that employee engagement partially mediated the relationship between reciprocal preference and willingness to share knowledge. Again, the study indicated that the research variables had certain significant difference in demographic variables.The paper further discussed the results of the study and put forward the corresponding management advices, as well as analysed the limitation of research, and came up with the prospects for future research.This study extended theoretical research content on reciprocal preference, employee engagement and willingness to share knowledge, and had the innovation of research perspective for reciprocal preference and willingness to share knowledge, at the same time, and provided the theory basis and the empirical support for the enterprise to carry out knowledge management activity and play human resources incentive function.