摘要
从双环学习理论视角出发,构建了基于组织内部员工知识共享与知识隐藏支配假设的双环学习模型。从单环学习层面探讨组织内部员工知识共享失效问题,提出知识共享失效源于管理者制定知识管理策略时仅停留在“结果导向行动策略”的单环思维模式上;从双环学习层面探讨组织内部员工知识隐藏行为的存在、发生以及与知识共享关系问题,提出管理者应从只关注“结果导向行动策略”的单一反馈环拓展到同时关注“结果导向支配假设”的双环学习思维模式,并进一步提出管理者在制定行动策略之前,不仅要考虑知识共享的效用,还需考虑知识隐藏带来的障碍,在此假设的支配下才有可能实现组织学习的有效性与组织内部知识效用的最大化。
From the perspective of dual-loop learning theory, this paper constructs a dual-loop learning model based on the assumption of knowledge sharing and knowledge hiding among employees in an organization. And then, it analyzes the failure of knowledge sharing among employees in organizations from the aspect of single-loop learning, and points out that the failure of knowledge sharing results from the single-loop thinking mode of “result-oriented action strategy”. It discusses the existence, occurrence and relationship with knowledge sharing of employees’ knowledge hiding behavior in organizations from the perspective of double-loop learning. It puts some suggestions that managers should expand from a single feedback loop focusing on “outcome-oriented action strategy” to a two-loop learning mode focusing on “outcome-oriented dominant hypothesis”, and should consider not only the utility of knowledge sharing, but also the obstacles brought by knowledge hiding. Under this assumption. it is possible to realize the effectiveness of organizational learning and the maximization of knowledge utility within an organization.
作者
刘欢
安立仁
LIU Huan;AN Li-ren(School of Economics&Management,Northwest University,Xi'ahn 710000)
出处
《软科学》
CSSCI
北大核心
2022年第7期76-82,共7页
Soft Science
基金
国家自然科学基金青年项目(71702147)。
关键词
双环学习
知识管理
知识共享
知识隐藏
double loop learning
knowledge management
knowledge sharing
knowledge hiding
