Interpersonal Trust Relationship, Tacit Knowledge Sharing And Employee Innovation

Under the background of economic globalization, innovation has become an important source to enhance efficiency and gain competitive advantage, and play a crucial role in the survival and development of the organization. Achieving business innovation requires employees innovation,and employees innovation is microscopic carrier of business innovation.In the era of knowledge economy, the individual is difficult to own all the knowledge and skills, thus impede the staff for further innovation, but we need share knowledge and skills each other during the smooth process of innovation activities.However, In a certain extent, knowledge sharing means contributing unique experience and skills of the employees so that bring potential threats if mastered by other employees in the enterprise.The extent of knowledge sharing depends on good or bad interpersonal trust.Interpersonal trust is an critical factor of interpersonal and have an important impact on employee innovation.In addition,Employee innovation is not only influenced by interpersonal trust but also innovation atmosphere.The paper is divided into three trust types from calculation-based trust, cognitive-based trust and relational-based trust based on the Chinese context counsel. Taking sharing tacit knowledge as mediating variable,To explore what kind of type of interpersonal trust can promote employee innovation under combination of the three trust types.And then this paper will delve into regulation of employee innovation under the organizational Innovation atmosphere. Studies have shown that interpersonal trust is positively related to employee innovation;Organizational innovation atmosphere plays a part of the regulatory role between interpersonal trust and employee innovation;Tacit knowledge sharing plays a part of the intermediary role between interpersonal trust and innovation.According to the thesis study,how to improve enthusiasm of the employee innovation can follow recommendations:(1)In promoting innovation practice,managers should distinguish employee based on different jobs, worked years to encourage employees and develop appropriate policies. Managers can reduce the resources investment on longer worked time employees but increase investment on employees who working time shorter class.(2)Advancing the development of interpersonal trust can build good interpersonal platform for tacit knowledge sharing.Managers can adopt the way of inter-departmental training, job rotation and other formal communication to promote exchanges and cooperation between employees, through the regular field expansion or free tearoom informal communication to promote understanding among the staff so that establishing a good relationship and accelerating employee relations transform by "outsiders" to "insiders",and overall level of innovation will be promoted;(3)Conducting regular staff training to enhance staff awareness. Managers can start by strengthening education, changing attitudes,enhancing personal development and business goals,and thereby promote employee innovation.