Research On Knowledge Sharing Of Flexible Employment Of Overseas Talents From The Perspective Of Social Relations

With the acceleration of globalization,China's cooperation and exchanges with foreign countries in the economic,cultural and other fields are increasingly frequent,and the demand for international talents is increasing day by day.Meanwhile,China Employment Benefit Trend Study(EBTS)in 2015 shows that 47% of enterprises in China have the problem of talent shortage,and the demand for specialized and technical talents is more urgent.Against this background,China has adopted various policies to create a sound environment and encourage the flow of talent to attract international talents to cooperate in China.Seeing that the opportunities for development is abundant in China,overseas talents with transnational working experience or professional skills pour into China one after another.Because of the different nationality and cultural specificity and personal pursuit of overseas talents,their work is no longer confined to fixed organizations,industries,and countries,so it is difficult for organizations to adopt a traditional and permanent employment model to meet the demand.The flexible employment model is welcomed by employers and overseas talents,and becomes a win-win model to adapt to the development of the times.The flow of talent means the flow of knowledge.In an organization,the cognitive interaction of knowledge sharing among members,such as experience,values and language,must be based on personal social ties,and the relationship between personality traits and established relationships can not be ignored.In addition,even if the flexible employment of overseas talent are willing to share knowledge with colleagues,but when the knowledge tacitness is too high,the process of knowledge sharing is difficult to carry out.Focusing on these issues,this paper explores the impact of social ties(instrumental ties and expressive ties)and personality characteristics on knowledge sharing,and the moderating effect of knowledge characteristics,which can be used to flexibly employ overseas talents in China,thus build a knowledge sharing framework for flexible employment ofoverseas talent.Firstly,this paper reviews the academic research on the core self-evaluation,social ties(instrumental ties,expressive ties),knowledge sharing and defines the objectives and scope of this paper.Then,this paper constructs the theoretical framework,elaborates the research variables and puts forward the research hypotheses,designs,distributes and collects the questionnaire according to the research model and hypothesis.Finally,the statistical analysis software Spss22.0 and Amos 20.0 are used to analyze the collected data and test the research hypotheses.Based on the above analysis,this study concluded that 1)the higher the core self-evaluation of flexible employment of overseas talents,the more inclined to share knowledge.2)the higher the instrumental and expressive ties between flexible employment of overseas talents and colleagues,the more inclined to share knowledge.3)The higher the knowledge tacitness,the weaker the positive relationship between CSE / instrumental / expressive ties and knowledge sharing.When the knowledge tacitness is too high(>5.8 minutes),instrumental relationship can not bring positive effect on knowledge sharing.