微信群中知识贡献中心性形成的前因因素和影响后果：基于调节焦点观点的探讨

微信群是知识传递的重要方式，越来越多的企业开始使用微信群进行内部工作管理。不同于传统知识网络的形成，在微信群中每个人都可能是贡献知识的中心，然而微信工作群还存在种种问题，如成员并非总愿意去贡献知识。如何形成这种知识网络使得人们成为贡献知识的中心，同时将其转化为企业创新绩效，并没有实证研究进行相关探讨。文章基于调节焦点理论，探析了不同目标导向（促进型和防御型）的成员会对知识网络核心的形成有着不同的影响。这种影响并非一成不变的，而是受到任务相似性和任务模糊性的影响。同时，在微信群中形成的知识贡献中心性还将对企业创新绩效起促进作用。文章通过搜集一家大型连锁酒店的5个工作微信群、共116家店长的数据，通过实证研究得到的结果支持了提出的大部分假设。

The Antecedents and Consequences of the Centrality of Knowledge Contribution in Wechat Group: the View from Regulatory Focus Theory

Wechat group can be seen as a way for knowledge creation and knowledge transfer.More and more companies are using Wechat group for internal management. Different from traditional development of knowledge network, everyone can be the centrality of knowledge contribution. However, there are still challenges to use wechat group, i.e. the members are not always willing to contribute knowledge. Based on regulatory focus theory, this study explores how the managers with different goal orientation (prevention focus and promotion focus) become the centrality of knowledge contribution. The main effects are moderated by task similarity and task ambiguity. Further, we also find that the centrality of knowledge contribution positively influence innovative performance. Collecting from 116 managers data from 5 working wechat group in a large chain hotel, most of the hypothesis are supported.