Research On The Relationship Between Network Position,Knowledge-Hiding Motivation And Knowledge Contribution

As the era of knowledge economy comes, the competition between enterprises is more and more depend on their own core technology, knowledge and information in the global scale. the knowledge and knowledge creation that owned by enterprise have become an significant core competitiveness. The knowledge and knowledge creation mastered by staff lay a foundation of enterprise’s knowledge creation, which partly determine creativity and development of an enterprise.On the other hand, knowledge creation of individual employees must depend on platform and channel that provided by enterprise. Social network is an important channel which help convey information, transfer and share knowledge. In the network, the density and intensity of interactions between every node have a direct effect on individual access to knowledge and information. Meanwhile, information collection, the accumulation of knowledge and experience are important factors in individual knowledge creation. Hence, the knowledge contributions are most influenced by individual’s position in a network structure and their contact intensity with others. However, the position of individual in a network structure is not crucial enough. On the subjective perspective aspect, the individual contribution to the organization’s knowledge is influenced by a variety of factors, such as the willing to share knowledge and individual ability.The significance of network position has gradually been recognized and valued in the field of knowledge management research. The network position can provide individuals with knowledge acquisition and transmission channel, thus the pros and cons of network position is directly connected with the level of knowledge sharing. While facing with "Network position dilemma", we have to look for reasonable factors to solve the problems. After reviewing all the related papers, the article comes up with a totally new concept named "Knowledge Hidden". This article analyzes the effect of hidden motive, explore the effect among network position of individuals in an organization, motive of knowledge hidden and contributions of staff, thus, A theory of "location-motivation-contribution" model is constructed. The model not only discusses the relationship between the network position and knowledge contribution but also proposes the effect of hidden motives, and the empirical analyses verify the claims. In this way, we come to a good explanation that why individuals from the same network position have different contributions to the organization’s knowledge.The innovation of this paper is that the concept of hidden knowledge is skillfully introduced to social network analysis, which lay a good foundation for us to explain "network location predicament" and come up with related solutions. Besides, this paper focuses on individual’s contribution of knowledge rather than acquisition of knowledge when they are in an organization. This new point is less keened on by other scholars.This article consists of six parts:the first part is introduction, mainly introduced the question proposed background; the second part reviews related papers. After analyzing a number of papers on the position of social network, knowledge hidden motivation and employee contribution, we construct a model and put forward the hypothesis of this article. The third part introduces this model. Some details about the research model and hypothesis are explained in this part, study and validation issues are introduced through study design part. The fourth part expounds the research method of this article and relevant variables measurement; the fifth part is the main part of the paper about empirical analysis. The data obtained from questionnaires are analyzed through the SPSS statistical tool; verify the hypothesis proposed in this article; The last part summarizes the results of the research, the innovation points and the deficiencies.The study takes back151effective questionnaires after survey. The taken back valid data is analyzed by statistics analysis method, such as reliability and validity analysis, correlation analysis and regression analysis. And then use the results obtained from the data analysis to examine the research model and theoretical hypothesis, here are the main conclusions:First:the position of staff in the network has effect on the employees’ contribution level to the organization’s knowledge. The closer it gets to the center position of the network, the more channels are there, the more access to gain and provide knowledge and the more contributions to knowledge; The more network structures in the hole, the more to promote the repeat in convey of resources, promoting knowledge contribution.Second:the motives of employee’s knowledge hidden affect employees’ contribution level to the organization’s knowledge. The more intense Knowledge hidden motivation, the less contribution to the organization’s knowledge; the opposite is self-evident.Third:the relationship between network centricity and contribution is not the same, which it is does not necessarily mean high network centricity must cause high knowledge contribution. The more intense Knowledge hidden motivation, the lower correlation level between Network centricity and knowledge contribution; the opposite is self-evident...