Research On The Anticipated Emotion Mechanism Of Coworker Knowledge Sourcing Affecting Employee Knowledge Sharing

In the digital transformation era,the volatile,uncertain,complex and ambiguous business environment makes enterprises in various industries face unprecedented pressure and challenges.More and more enterprises realize that improving the efficiency of staff knowledge exchange,integrating and giving play to the synergy and value of organizational knowledge resources are the only way to deal with complex problems,enhance creativity and competitiveness,and achieve sustainable and high-quality development.Knowledge sourcing refers to the behavior that an individual intends to acquire the professional experience,insights and opinions of others.As close interaction objects in individual daily work,whether coworker can actively respond to each other’s knowledge sourcing is one of the key links that affect the efficiency of knowledge exchange between organizations and teams.However,many studies have found that individuals instinctively tend to hide knowledge rather than share their own knowledge.In real work,when faced with coworker knowledge sourcing,employee knowledge hiding and knowledge sharing are often accompanied by two behavioral decision-making tendencies.This phenomenon has also attracted the attention of many documents that analyze the antecedents of employee knowledge hiding and sharing behavior decision-making at the same time.In addition,previous studies also pointed out that the knowledge sourcing behavior of employees in the context of dualistic interaction is essentially a communication process involving knowledge demanders and owners.Based on this,it is also a persuasion process of attitude change that employees adopt knowledge sharing strategies to respond to coworker knowledge sourcing in the context of dualistic interaction.Therefore,it is one of the important management issues to explore how to improve the efficiency of organizational knowledge management by deeply exploring: "Why and how employees’ attitudes change and adopt knowledge sharing strategies to cope with coworker knowledge sourcing in the context of dualistic interaction".In sub-study 1: firstly,the research data was obtained through the exploration based on the critical incident technique.Then,combined with persuasion theory,the empirical content analysis method is used for data analysis.Finally,it focuses on the content factors of cowoker knowledge sourcing,which focus on privateness of the knowledge,complexity of the knowledge and task-relatedness of the knowledge,the actor factors of cowoker knowledge sourcing,which mainly focus on coworker relationships quality,and the situational factors of cowoker knowledge sourcing,which mainly focus on perception of knowledge sharing climate,and the impact on employees’ attitude change and knowledge sharing strategies to cope with cowoker knowledge sourcing.Finally,the theoretical assumptions are deduced to lay the foundation for subsequent research.In sub-study 2: a questionnaire survey based on the event experience sampling method was carried out.Through the Credamo platform,the respondents were tracked for 15 working days,and 461 valid sample data from 69 workplace actors were obtained.Then,using Mplus 8.3 software,cross-level tests were carried out on all the assumptions proposed in Chapter 3 and found that:(1)one of the content factors of coworker knowledge sourcing,namely,privateness of the knowledge,would have a negative impact on employee knowledge sharing through employee anticipated pride and guilt;(2)One of the content factors of coworker knowledge sourcing,namely complexity of the knowledge,will not have a impact on employee knowledge sharing through employee anticipated pride and guilt;(3)One of the content factors of coworker knowledge sourcing,namely the task-relatedness of the knowledge,will have a positive impact on employee knowledge sharing through employee anticipated pride and guilt;(4)The actor factor of coworker knowledge sourcing,namely the coworker relationships quality,will have a positive impact on employee knowledge sharing through employee anticipated pride and guilt;(5)coworker knowledge sourcing situational factors,that is,perceived knowledge sharing climate,only have a positive impact on employee knowledge sharing through employee anticipated guilt.In sub-study 3: five scenario experiment studies based on the "text-human" paradigm were carried out.The five scenario experiment studies in this paper were designed by single-factor inter-group design,and 150 subjects were recruited through the Credamo platform and randomly assigned to the experimental group and control group of privateness of the knowledge,complexity of the knowledge,task-relatedness of the knowledge,coworker relationships quality,perceived knowledge sharing climate.Next,please read the experimental materials and fill in the experimental questionnaire.Then,use SPSS 26.0 software to analyze the experimental data.The hypothesis test results show that:(1)one of the content factors of coworker knowledge sourcing,namely privateness of the knowledge,will have a negative impact on employee knowledge sharing through employee anticipated pride and guilt;(2)One of the content factors of coworker knowledge sourcing,that is,complexity of the knowledge,will not affect employee knowledge sharing through employee anticipated pride and guilt;(3)One of the content factors of coworker knowledge sourcing,namely the task-relatedness of the knowledge,will have a positive impact on their knowledge sharing through employee anticipated pride and guilt;(4)The main factor of coworker knowledge sourcing-coworker relationships quality will have a positive impact on employee knowledge sharing through employee anticipated pride and guilt;(5)The situational factor of coworker knowledge sourcing-perceived knowledge sharing climate will have a positive impact on employee knowledge sharing through employee anticipated pride and guilt.The main theoretical contributions of this paper are as follows:(1)It reveals the "why" of employees to achieve attitude change and adopts knowledge sharing strategies to cope with coworker knowledge sourcing.It has more comprehensively explored the impact of key coworker knowledge sourcing content,actor and situational factors on employee knowledge sharing.Compared with previous research conclusions focusing on the impact of individual factors on employee knowledge sharing,it has more ecological validity.(2)Explored "how" employees’ attitudes change and adopted knowledge sharing strategies to cope with coworker knowledge sourcing.Demonstrate that employees respond to coworker knowledge sourcing and share knowledge,not only to avoid guilt,but also to seek pride.(3)Promote the research on the micro-mechanism of building knowledge sharing climate between organizations and teams.The detailed "description" and research results of knowledge exchange events among employees in the context of dualistic interaction in this paper will help to explain the micro-process of the formation of organizational knowledge sharing climate more deeply.In terms of practical enlightenment,this study proposes a series of knowledge management countermeasure systems from the perspectives of motivating mechanisms for knowledge exchange behavior among organizational employees,regulating mechanisms for the antecedents of coworker knowledge sourcing affecting employee knowledge sharing,and promoting mechanisms for processes.Provide decision-making support for enterprises to improve the efficiency of employee knowledge exchange,integrate and leverage the collaborative value of organizational knowledge resources,enhance creativity and competitiveness,and achieve high-quality development.