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| The Influence Mechanism of Tacit Knowledge Sharing on Knowledge Workers' Deviant Innovation: The Serial Mediation of Role Breadth Self-efficacy and Job Prosperity |
| Zhou Yan1,Qian Huichi2,Wang Nan1 |
| (1.School of Business, Beijing Technology and Business University, Beijing 100048,China;2.School of Management, Xiamen University, Fujian 361005,China) |
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Abstract In the era of knowledge economy, the significance of innovation speaks for itself. The business environment and technological development have undergone dramatic changes. Enterprises are confronted with multiple pressures of reform, innovation and fierce competition, and need to build core competitive advantages to meet the requirements of internal and external environmental changes. Talent is the first resource of enterprise innovation, the carrier of enterprise knowledge culture and the main force to achieve transformation, upgrading and innovation development. Therefore, it is urgent to establish a reasonable and effective employee knowledge management mechanism to promote the innovation and development of enterprises in China. The existing research have asserted that tacit knowledge sharing is critical for the effective influence of enterprise knowledge management on enterprise performance, and plays an important role in promoting the evolution of enterprise internal knowledge and shaping a scientific management structure. With the arrival of the knowledge economy era, knowledge workers have become the mainstay of enterprise development, and internal motivation is an important motivation for knowledge workers to take active innovation behavior. Therefore, the deviant innovation motivation of knowledge workers has become a research hotspot of positive organizational behavior in recent years. Some researches have confirmed that tacit knowledge sharing can promote the motivation variables of employees' initiative behavior to a certain extent, but the relationship between tacit knowledge sharing and deviant innovation behavior and its internal influence mechanism need to be further analyzed.#br#On the basis of the above analysis, this paper aims to answer two questions. What is the relationship between tacit knowledge sharing and deviant innovation? How can tacit knowledge sharing effectively activate employees' innovation motivation? This study takes knowledge workers as the interviewees and mainly uses the questionnaire through the network platform and personal channels. Four items of tacit knowledge sharing, role breadth self-efficacy, job prosperity, and deviant innovation behavior are listed to be measured in the questionnaire. With a total of 532 questionnaires distributed, 494 effective questionnaires are retrieved with the effective rate of 92.86%. In order to reveal the "black box" mechanism of the internal role of tacit knowledge acting on employees' deviant innovation behavior, this study constructs a logical framework of "cognition motivation behavior" based on the social cognitive theory, and uses SPSS and AMOS to conduct hierarchical regression and Bootstrap analysis. #br#The conclusion shows that tacit knowledge sharing has a positive impact on knowledge-based employees' deviant innovation; role breadth, self-efficacy and job prosperity play a mediating role in the internal influence mechanism between them; meanwhile role breadth self-efficacy and job prosperity play a chain mediating role between tacit knowledge sharing and deviant innovation. This paper reveals the psychological cognitive function path of tacit knowledge sharing affecting employees' deviant innovation behavior. The research theme of tacit knowledge sharing and deviant innovation realizes the re-innovation and re-development of knowledge research in the innovation context. The interaction mechanism between psychological factors provides a more dynamic and comprehensive explanation for employees' behavior motivation. The theoretical framework provides reference values and lays a theoretical foundation for subsequent research; it effectively expands the research perspective of knowledge theory and innovation practice and responds to the call of the theoretical community for combining theory with practice. #br#The research conclusions also provide enlightenment for giving full play to the characteristics of deviant innovation. Since it plays a very important role in building positive psychological characteristics of employees in expanding the general adaptation of deviant innovation, it is essential to avoid the restrictions and obstacles of traditional thinking and conventional feedback on deviant innovation. For organizations, it is necessary to take measures to encourage innovation to promote the psychological development of exploratory and breakthrough innovation of employees. The government is expected to provide targeted guidance and suggestions for the knowledge management and innovation management practices of enterprises, and commit to better helping enterprises carry out innovation, transformation and upgrading.#br#
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Received: 15 August 2022
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