Research On The Influence Of Organizational Commitment Of Knowledge Workers On The Willingness Of Tacit Knowledge Sharing

Since twenty-first Century,human society has gradually entered the era of knowledge economy,knowledge has replaced the land,labor,capital and other traditional resources then became an important driving force for the development of social productive forces.Therefore,knowledge management has become a new wave of management trends in the world,entrepreneurs and scholars have focused on this to build a competitive advantage of the organization.In many aspects of knowledge management,knowledge sharing is one of the key points and difficulties.Michael Polanyi(1967)took the knowledge into explicit knowledge and tacit knowledge in his book of "personal knowledge".Explicit knowledge can be coded and quantitative,by its very nature is concerned,there is no barrier to the sharing;but tacit knowledge is implicit knowledge,It has in the minds of employees or tissue culture structure,it' s difficult to accurately describe with language and written materials,is not easy to be learned to others.Studies have shown that in the enterprise,in the total amount of knowledge,tacit knowledge takes 90%,so deeply analyze the willingness of tacit knowledge sharing has more research value to promote organizational innovation and development.Organization members as a member of the organization,its relationship with the organization will have an impact on individual behavior patterns,and the typical research variable of the relationship between individual and organization is organizational commitment.Tacit knowledge sharing among organization members is a kind of individual behavior,and many researchers believe that organizational commitment is an important influence factor of knowledge sharing.From the previous literature,in the process of knowledge sharing research,scholars have begun to introduce organizational commitment to study the relationship between employee attitudes and knowledge sharing.The relationship between organizational members and organization will have a significant impact on the tacit knowledge sharing behavior.Therefore,the research on the influence of organizational commitment on the willingness of tacit knowledge sharing will have some guiding significance for organizational practice.In the past research between organizational commitment and knowledge sharing,organizational commitment usually as intermediary variable but less as independent variable.In this paper,organizational commitment was introduced based on Chinese context as the research goal,and introduced the leadership justice as a moderator variable,analyzing within the organization employees' organizational commitment how to impact on employees' tacit knowledge sharing intention,and according to the analysis to explore mechanism of employees' organizational commitment and how to improve the employees'tacit knowledge sharing willingness.In addition,this paper studies the strength of employees' organizational commitment by quantitative methods,hoping to understand the impact of organizational relationships on the management of modern enterprises to a certain extent.This paper uses a combination of quantitative and qualitative research methods.Firstly,analyzing and summarizing previous studies.Then,use the method of questionnaire to collect sample data of knowledge workers.Finally,making conclusions drawn from the data-based analysis.The full text is divided into six chapters.The first chapter is an introduction,mainly introduces research background,purpose,significance and so on.The second chapter is literature review,mainly reviews of relevant literature about knowledge workers,organizational commitment,leadership justice and the willingness of tacit knowledge sharing.The third chapter is theoretical model and research hypotheses,mainly introduces the theoretical model and research hypothesis of this study.The forth chapter is questionnaire designing and data processing,mainly introduces methodology,selection of scales,design of questionnaire and data processing methods.The fifth chapter is data analysis and model validation,conducts descriptive analysis,reliability and validity analysis,correlation analysis and regression analysis of the sample data by using SPSS 17.0 software to test hypotheses and access to research results.The sixth chapter is conclusion and prospect,proposes the corresponding management recommendations according to research results and identifies shortcomings and prospects of this study.Through empirical analysis,we draw three conclusions.First,organizational commitment has a significant effect on the willingness of tacit knowledge sharing,but economic commitment and opportunity commitment have no significant effect on the willingness of tacit knowledge sharing;second,the influence of the willingness of tacit knowledge sharing by normative commitment is higher than other dimensions of organizational commitment;third,leadership justice has a positive adjustment effect role in the influence of the willingness of tacit knowledge sharing by organizational commitment.According to research findings,this paper proposes three management recommendations.First,introducing career planning to build a lasting organizational commitment and promote the flow of tacit knowledge without barrier;second,establishing a fair system environment in the organization,and effectively enhance the willingness of employees to share knowledge;third,carrying out organizational learning and establishing a learning organization.