论文标题:高等学校知识管理：聚焦于科研团队隐性知识共享
Knowledge Management in Higher Education: Focusing on Tacit Knowledge Sharing for Research Teams
论文作者
论文导师 赵康,论文学位 硕士,论文专业 行政管理
论文单位 苏州大学,点击次数 685,论文页数 72页File Size4354K
2007-04-01论文网 http://www.lw23.com/lunwen_3032067/
Higher education;; Knowledge management;; Research team;; Tacit knowledge;; Sharing
作为一个新的分支管理研究领域和一种新的应用管理工具，知识管理自其兴起以来就得到了国内外管理研究者和实践者的广泛关注。21世纪及以后，地球村中将有越来越多的居民区迈入服务经济和知识经济，“知识就是力量”、“知识是创造财富的核心要素”、“知识是核心竞争力”这样一些著名论断将会在人类政治、经济和社会生活中越来越昭示出它们颠扑不破的真理光辉，因此，知识管理将不仅——如在其发展初期那样——只在工商企业中受到重视，也会在公共和第三部门的组织，尤其是知识密集型组织中发挥越来越大的作用。 美国学者Nick Milton等人认为，知识管理的本质是提供恰当的策略，使恰当的知识在恰当的时间以恰当的方式提供给恰当的人。而根据波兰尼的研究，知识类别中最为重要的知识是隐性知识，在人们认识到隐性知识的价值和作用之后，隐性知识管理就逐渐成为知识管理的重要内容。 在隐性知识管理研究领域，如何实现隐性知识的共享又成为一个重要课题。鉴于隐性知识的内隐性质，只可意会，难以编码，无法明言，因此一个较佳的选择是通过人与人的接触、面对面的交流来实现隐性知识的共享。 本研究即是在上述背景下应运而生。笔者期望通过个案分析(Case study)，获得一些新的认识，以对公共部门中知识密集型组织——高等学校科研团队以及高等学校本身——的隐性知识管理，在理论和实践两个层面作出些许贡献。 研究首先根据知识管理等领域存在理论，识别出高等学校科研团队隐性知识的内涵、特征和表现形式。接着，根据媒体丰富度理论、野中郁次郎SCEI模型、班杜拉社会学习理论，组织行为学理论，解析出隐性知识共享的最佳方式，并建构起科研团队隐性知识共享行为影响因素模型。据此提供了一个实证分析赖以进行的理论框架。 实证部分主要以苏州大学三个科研团队为个案进行分析。通过个案研究发现，高等学校科研团队中逐日发生着大量的隐性知识共享行为，但是也存在阻碍隐性知识共享的诸多问题。这些问题，既关乎到隐性知识承载主体“人”的复杂个体因素，也与科研团队所在的内外环境变量、以及组织中的激励机制有关。因此，要在科研团队直至高等学校中强化隐性知识共享以促进创新，重要的是建立激励机制、营造环境，以及通过有意识的培训引导行为主体嗜好和习俗的转变。
As a new branch of management and a new kind of applied management tool, knowledge management attracts broadly attentions of the management researchers and practicers including domestic and overseas since it rised.The 21 century and after, more and more residents of the global village enter into service economy and knowledge economy.Some judgments ,such as "knowledge is power", "knowledge is the core to creating fortune "and "knowledge is the core of competition ",take on huge glorious as disputable truth in mankind"s politics, economy and society activities;therefore, knowledge management will play more and more important function not only in industry and business enterprise as it did in initial stages, but also in public and the third sections .especially in the knowledge-intensive organistions. The American scholar, Nick Milton etc, thought that the essence of knowledge management is to provide strategies to get the right knowledge to the right people at the right time and in the right format. According the research of Polani, tacit knowledge is the most important knowledge. So, managing tacit knowledge becomes important very much since people recognized its value and functions gradually. At the realm of the tacit knowledge management research, sharing tacit knowledge becomes an important topic. Owing to the characters of the recessiveness, only sense, hard coding, hard speech clearly, the best way to sharing it is people"s contact and face-to-face communications. This paper was under the above-mentioned background. The author tried to gain new cognitions by case study both in the theory and practice, and hoped which could guide the activities of the research teams in higher education and the higher education itself. The author identified the content, characteristics and manifestations of the tacit knowledge in higher education research teams according to the existent theory of knowledge management firstly. Then, explained and analyzed the best way to sharing tacit knowledge and builded a new model of the influent factors by the SECI model of Nokana, the learning theory of Bandula and some of the theories in organization behavior. All of these provide a theory basis to the positive research. The case study takes three research teams in Soochow University as an example. By the anlysis we can find there are many tacit knowledge sharing behaviors in research team in higher education day by day, however it also exists many problems which baffle tacit knowledge sharing. These problems include the people" complicated factors, the inside and outside environment variable factors of the research teams and the encouragement mechanism in organizations. Therefore, the most important methods to strengthen tacit knowledge sharing and boost innovation are building encourage mechanism, creating adapt environment and leading person"s habits and customs changed intentionally.
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