Research On The Incentive Mechanism For Knowledge Sharing Within Enterprise’s R&D Team

Development trend of the knowledge which presents the characteristics of crossmajor and interdisciplinary, makes the enterprises change the traditional managementmode and set up the R&D team to develop new products or services. The key that theR&D team is able to achieve synergy effect lies in proprietary knowledge and skillsowned and shared by research staff and the innovation knowledge. And proprietarytechnology and experience is on behalf of the individual core competition ability, whichis usually hard to describe and compilation and Need to spend a lot of time and energy tomake it be explicit. So employees will not occur the knowledge sharing behaviorwhen lack of incentive motivation. Therefore, managers need to formulate incentivemechanism to seduce the developers to aroused shared motives and knowledge sharingbehavior.This paper introduces the basic theory of the team and the R&D team, knowledgethe R&D knowledge and knowledge sharing, at the same time, the relevant literature,which is related to the problem of R&D team knowledge sharing, team knowledgesharing incentive mechanism, fairness preference and job design, is reviewed andanalyzed, And some conclusions are summed up. Then, based on this foundation, thispaper puts forward main research content and the basic framework.This paper choose the R&D team within the enterprise as the research object toconsider the important factors which play an important role in stimulating knowledgesharing motivation from the perspective of internal and external motivation of itsmembers. We found that the economic motivation and interpersonal mutual motivationmake the R&D personnel pursue fair exchange mentality, and inner satisfaction whichtne altruistic motives and self-realization motivation make the R&D personnel pursue,mainly comes from the work design. Therefore, it establishes respectively teamknowledge sharing incentive model based on fairness preference and job design. Then theinfluence of employee’s fairness preference psychology and job design factors onknowledge sharing behavior within R&D teams and the optimal share output of incentivemechanism design are analyzed. The research results show: The first, Under theprompting of fairness preference, the R&D personnel who owns sympathy preferencetend to increase the knowledge sharing effort level and improve team synergy while theemployees who owns proud preference is in the opposite case; When in personnel recruitment and selection, the firm should set the reasonable selection mode tocircumvent employees who owned proud preference; When engaged in the R&D work, ifthe R&D personnel has a weak sense of fairness preference, enterprises should increaseperformance incentive intensity, By contrast, the enterprise should increase the innovationintellectual property rights incentive intensity. The second, in appropriate range, with theincrease of titer and work challenging levels, the level of both the R&D work andknowledge sharing increase, enterprises should increase incentive intensity of bothperformance and innovation intellectual property rights, Otherwise, if work challenginglevels exceed its bear ability, it will create negative incentives for employees. The third,When the team coordination coefficient increases, the enterprise should increaseperformance incentive intensity and reduce the innovation intellectual property rightsincentive intensity.