Research On The Relationship Between New Generation Staffs’ Knowledge And Organizational Performance From Interaction Perspective

In the era of knowledge economy, the significance of knowledge resources is getting more and more obvious. For most enterprises, whether holding the core knowledge resources or not, has become the key to gain competitive advantages. Staffs, as the main knowledge carriers and main subjects in knowledge management, have been vital factors in enterprise management. And at the present, new generation staffs have gradually become the nucleus of enterprises. Due to the different growing environment and backgrounds, they began to show different working tendencies as compared with traditional staffs. Thus, the common personal knowledge management strategies cannot be completely applied to them any more. As a consequence, enterprises need to remake knowledge management strategies for new generation staffs. What’s more, based on the social psychology perspective, there must have interaction between staffs, which is an important channel to spread and share knowledge, as well as an important part of personal knowledge management. Therefore, determining the relationship between new generation staffs’ knowledge and organizational performance, analyzing the knowledge difference of different generations and increasing knowledge interaction level, aiming at realizing effective knowledge transfer from individual level to the organizational level, have become a significant task for enterprises’ knowledge management, and these are also the focus of this article.Therefore, based on the knowledge interaction process perspective, this article studied the relationship between new generation staffs’ knowledge and organizational performance. The main contents and conclusions are as follows.Firstly, this article studied the basic process of new generations’ knowledge interaction, based on which the staffs’ knowledge interaction influencing factors model was established, and simulated the evolution situations of staffs’ behaviors when the above influencing factors changed. Secondly, this article explored the relationship between new generations’ knowledge and organizational performance, showing that new generations’ knowledge affect performance through knowledge interaction behaviors. Thirdly, the influencing mechanism of new generation staffs’ knowledge and performance was built, which introduced the evolution process from personal knowledge to organizational knowledge and performance. Moreover, this article constructed the theoretical model of new generation staffs’ knowledge and organizational performance from interaction perspective, and proposed related hypothesis. Finally, the hypothesis about new generation staffs’ knowledge, generational differences and organizational performance was tested by empirical research, and the test results show that new generation staffs’ knowledge has positive impacts on performance, different generation staffs have significant differences in knowledge interaction efforts, and generation has a significant adjustment effect on staffs’ knowledge and performance.