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代际知识转移是保持组织知识持续性和创新能力的一种有效方式,而年长员工的代际知识转移意愿是启动该项活动的一个重要前提。基于传承理论的视角,本文提出“被需感”、“印记感”和“人生意义”需求是年长员工代际知识转移意愿的三个重要前因。通过对219份样本数据的PLS分析,本文发现“被需感”需求会对年长员工代际知识转移意愿产生积极影响;“印记感”需求对年长员工代际知识转移意愿没有直接作用,但会通过“被需感”需求的中介对年长员工代际知识转移意愿产生积极影响;“人生意义”需求不仅对年长员工代际知识转移意愿产生直接积极影响,还会通过“被需感”需求的部分中介对年长员工代际知识转移意愿产生间接促进作用。本文的研究结论在一定程度上回答了“年长员工为什么愿意转移知识给年轻员工?”这个问题,且能够对代际知识转移理论和实践做出一定的贡献。
Intergenerational knowledge transfer is an effective way to maintain the sustainability and innovation of organizational knowledge. The willingness of older employees to transfer knowledge across generations is an important prerequisite for initiating this activity. Based on the perspective of inheritance theory, this paper proposes three important antecedents of “desire”, “imprinting feeling” and “meaning of life” as the wishes of older employees in intergenerational knowledge transfer. Through the PLS analysis of 219 sample data, this paper finds that the demand of “being needed” will have a positive impact on the willingness of intergenerational transfer of knowledge among employees. “Impression of sense” There is no direct effect, but it will have a positive impact on the willingness of intergenerational knowledge transfer of older employees through the intermediary of “being needed ”; “the meaning of life ” needs not only directly positive for the willingness of intergenerational transfer of knowledge among employees Influence, but also through the “sense of need ” part of the intermediary on behalf of older workers intergenerational knowledge transfer will have an indirect role in promoting. The conclusion of this paper answers to some extent the question “why older employees are willing to transfer knowledge to young employees?”, And can make some contribution to the theory and practice of intergenerational knowledge transfer.