Research On The Relationship Between Employees’ Knowledge Sharing And Innovation Performance In Knowledge-intensive Enterprises

With the development of knowledge-based economy and the coming era of the globalization of economy, science and technology, innovation has increasingly become the inexhaustible source and motivation for the survival and development of the state, society, and enterprise. Relying on self-independent innovation can promote the advancement of science and technology, and then leads the comprehensive and sustainable development of the economy and the society of a country. There is still a long way for innovative enterprises to develop.Chinese enterprises are faced with two problems in technological innovation:First, the synergy and restraining effects of the non-technical factors are ignored on the technological innovation, and only technological innovations are paid attention to in isolation, which leads to the poor performance of the technological innovation program. Second, the study on enterprise value evaluation lags behind, constraining the promoting role of technological innovation in the enterprise value growth. This study selects knowledge-intensive enterprises with innovation capability as the research objects. And it analyzes the effects of employees’knowledge sharing, a non-technological innovation factor, on the output of the entrepreneurial activity from the perspective of human resource management. At the same time, this study also assesses corporate value with innovative performance from the perspective of comprehensive innovation management.This paper takes employees’knowledge sharing self-cognitive performance, employees’knowledge sharing willingness, innovation activities, and market performance as research ideas. Based on the theory of achievement motivation, expected value theory, enterprise valuation theory, input-output theory, it puts employees’ knowledge sharing self-cognitive performance, employees’ knowledge sharing, innovation activities, market performance into an analytical framework. And through two sub-studies, this paper discusses the effect mechanism of the knowledge-intensive enterprises employees’ knowledge sharing on the innovation performance, and the regulating effect of the control variable on employees’ knowledge sharing to the innovation performance.Specific research process and conclusions are as follows:Firstly, through reading the relevant literature, the study defines the concept of "knowledge-intensive enterprises","knowledge sharing","innovation performance", summarizes the research results of domestic and foreign experts and scholars in the field of knowledge sharing, innovation performance, the relationship between employee’ knowledge sharing and innovation performance.Secondly, in the design of the study, the study selects "innovation activities" and "market performance" as dependent variables, selects the "knowledge sharing self-cognitive performance" and "knowledge sharing willingness" as independent variables, draws out the conceptual model, proposes research hypotheses. In the part of empirical research, the study conducts descriptive statistical analysis on84valid questionnaire data from the employees in40knowledge-intensive enterprises. Reliability analysis shows that the data is good reliability. Confirmatory factor analysis proves that data is good validity. Structural equation path analysis and the decomposition effect explaines the mechanism of action on the employees’ knowledge sharing on innovation performance. Multivariate analysis of variance descripts the effect of the control variables. The results show that:employees’knowledge sharing in knowledge-intensive enterprises has a significant positive impact on innovation performance. The path is:employees’ knowledge sharing self-cognitive performance has a significant direct positive impact on employees’ knowledge sharing willingness; employees’ knowledge sharing willingness has a significant direct positive impact on innovation activities; innovation activities has a significant direct positive impact on market performance. Especially, employees’ knowledge sharing willingness has full mediating effect on employees’ knowledge sharing self-cognitive performance and innovation activities. The result fully explains that the characteristic of individual employees occupies an important position in the process of technological innovation. Meanwhile, under the premise of employees having knowledge sharing self-cognitive performance and knowledge sharing willingness, market performance outputs largely dependent on the accumulation of innovation activities, which means that through innovative activities employees’knowledge sharing affects outputs of the enterprises’ market performance. Additional, industry sector of knowledge-intensive enterprises and the age of knowledge workers play a regulatory role on the process of employees’ knowledge sharing on innovation performance.Finally, the study takes quantitative results as the objective basis, from the perspective of qualitative analysis, analysises and interprets the possibility reasons of results, puts forward the following management revelations:Managers to create a harmonious working atmosphere will inspire pro and needs of knowledge workers in knowledge-intensive enterprises, to clear knowledge sharing will give employees bring performance and value which can motivate staff for effective knowledge sharing, to emphasis on building an innovation-oriented organization in the corporate culture, to advocate the concept of knowledge sharing, the use of the network to establish a shared database of knowledge, to carry out the knowledge forum will increase knowledge sharing frequency. When the enterprise is in the same affiliate model, through effective employees’knowledge sharing, updating enterprise’knowledge, cumulating innovation activities can enhance the technological capabilities of enterprises, promote the output of the enterprise’market performance. In addition, although the knowledge-intensive enterprises have a large number of knowledge workers, the staff alone occupies their explicit knowledge and tacit knowledge, or cannot fully share their tacit knowledge which will limit employees’knowledge sharing self-cognitive performance to translate into innovation activities. So the enterprise that advocates knowledge sharing when recruiting employees, should be focusing on assessing matching degree of the individual characteristics of the employees and the organizational knowledge sharing culture. Under the matching conditions, increasing the strength of organizational knowledge sharing culture will promote employees’effective knowledge sharing, so as to bring more enterprise’innovation performance.In general, the study involves two levels of sub-study. The first level analyzes the mechanism of employees’knowledge sharing of knowledge-intensive enterprises to the innovation performance. And the second level analyzes the effect of control variables on this mechanism. This study enriches and improves the research categories and theoretical contents of the knowledge management and enterprise performance. In addition, it reveals the laws that knowledge-intensive enterprises in China enhance the innovation performance by knowledge management. This study provides theoretical guidance and practical revelation to solve the problems that have been put forward above.