The Impact Of Tacit Knowledge Sharing On Employee Performance In Informal Organizations

Knowledge is the foundation of human intelligence and the source of corporate core competitiveness.With the sustainable and healthy development of the economy,knowledge plays an important role in this trend of intelligent times,and knowledge management has gradually emerged among major companies.As an important aspect of knowledge management,knowledge sharing has also received more and more attention from companies.There are two kinds of explicit knowledge and tacit knowledge in the enterprise,among which tacit knowledge accounts for more than 70% of total knowledge.Therefore,it is very necessary to study the influence of tacit knowledge on employee performance.Tacit knowledge is distinguished from explicit knowledge and is highly personalized knowledge.It has characteristics that are difficult to be standardized and difficult to transmit,and is deeply rooted in the constraints of the behavior itself and the environment in which the individual lives.Informal organizations,as a form of organizational structure whose positive effects are increasingly prominent,are widely found in various departments of enterprises.They have good flexibility and are the main channels for information dissemination.Especially in the individual employees of the company,informal organizations increasingly become an important medium for tacit knowledge sharing.In a society with such a relationship culture in China,the relationship among the members of the informal organization is different,and there are differences in the influence of the intention and motivation of tacit knowledge sharing.Based on this,this paper divides the informal organizations into three categories from the perspective of relationship: the informal organization maintained by the emotional relationship,the informal organization maintained by the instrumental relationship,and the informal organization maintained by the obligatory relationship.The influence of the informal organizations under the different relations on the tacit knowledge sharing,and the mechanism of the tacit knowledge sharing on the employees' performance by each type of relationship maintained,and the corresponding data were collected through investigation of the collected data.Empirical analysis.The main conclusions are: We need to correctly understand and scientifically treat the relationship between informal organizations,relationships,tacit knowledge sharing and employee performance: We must accept the existence of informal organizations with an objective attitude,rather than blindly negating informal organizations;The objective existence of "relationships" between the members of the organization,and the promotion of the traditional Chinese "harmony" culture,promotes healthy exchanges among employees in an appropriate and reasonable manner,and guides the development of the relationship between obligatory and affective relationships among members of the informal organization;In the process of building a corporate culture,this important element of knowledge sharing has been introduced.A corresponding mechanism has been established to motivate members to share knowledge and lead a new atmosphere with knowledge sharing as a virtue;members' sense of identity and values must be enhanced.