案例一-TheEffectsofJobDesignon教程.ppt

The Effects of Job Design onEmployees’ Knowledge Contributionto Electronic Repositories Outline ? Motivations动机 ? Research question研究问题 ? Conceptual background概念背景 ? Proposed model and hypotheses提出的模型和假设 ? Research method研究方法 ? Data analysis数据分析 ? Results and discussion结果与讨论 Motivations Electronic knowledge repositories are often used to capture and disseminate knowledge in organizations. Their effectiveness depends on employees’ willingness to contribute knowledge. The effects of job design on knowledge contribution to electronic repositories (KCER) have not been studied as observed in our literature review. KCER is different from other forms of knowledge contribution - beneficiaries may be unknown and may not provide feedback or social cues such as expressing gratitude. KCER may be a pro-social organizational behavior (Jarvenpaa and Staples 2001) motivated by factors beyond rational cost and benefit evaluation such as affective commitment. 电子知识仓库经常被用来获取和传播知识的组织。它们的有效性取决于员工愿意贡献知识。 工作设计的影响对知识的贡献电子存储库(KCER)尚未研究,观察到在我们的文献综述。 KCER不同于其他形式的知识贡献——受益者可能是未知的,不得提供反馈或社会线索,例如表达感谢。 KCER可能是亲社会组织行为(Jarvenpaa和斯台普斯2001)出于成本和收益因素超出理性评价如感情承诺。 Literature Review Research Question How do job design and affective commitment influence employees’ knowledge contribution to electronic repositories? 工作设计和感情承诺如何影响员工知识贡献的电子存储库? Conceptual Background:Job Design (Hackman and Oldham 1976) ? Job autonomy: the degree to which a job provides substantial freedom, independence, and discretion to an individual in scheduling work and determining the procedures for carrying out work. Job autonomy knowledge contribution (de Vries et al. 2006; Foss et al. 2009) ? Skill variety: the degree to which a job requires a variety of different activities in carrying out work, which involves the use of a number of different skills and talents of an individual. Skill variety ? knowledge contribution (de Vries et al. 2006) ? Task feedback: the degree to which carrying out the work activi