惯例复制和环境宽容性中介调节下的人力资本与知识转移

基于知识基础观理论,实证检验了环境容忍度影响下,专才和通才两种角色特性、惯例复制与知识转移之间的内在联系。对246家知识密集型企业样本数据进行分析,结果表明：专才型人力资本与通才型人力资本均对知识转移绩效具有显著正向影响,并且惯例复制在这一过程中发挥部分中介作用;环境宽容性负向调节惯例复制在专才型人力资本与知识转移之间的中介作用,存在被调节的中介效应;环境宽容性负向调节惯例复制在通才型人力资本与知识转移之间的中介作用,存在被调节的中介效应。

Routine Replication and Environmental Munificence Mediation of Human Capital and Knowledge Transfer

Effective knowledge transfer is a prerequisite for improving innovation capabilities. It has become an inexhaustible driving force for the sustainable development of enterprises to cross the organizational boundary, integrate and utilize the innovative knowledge needed by enterprises by human capital, so as to stimulate the function and efficiency of knowledge and cultivate R&D ability. In recent years, some studies have begun to pay attention to human capital on knowledge transfer. At the same time, the intrinsic conduction mechanism of routine replication has always been the core issue of management research, and has a positive impact on knowledge transfer. Human capital needs to find a valid passage of knowledge exchange and joint behavior through conventional replication. It is necessary to focus on the perspective of knowledge and deeply analyze the mechanism of convention replication between human capital and knowledge transfer. In addition, as an open organizational system, enterprises have different levels of support. Managers need to adjust knowledge sharing behavior accordingly to see if the favorable market and the reform of economic system will promote or inhibit information sharing among enterprises. Therefore, this brings the question to this research: no matter what kind of human capital and knowledge transfer behavior enterprises carry out, the turbulence and uncertainty of the external environment will change with the shift of the economic system. Can the external environment munificence have an impact on this kind of knowledge transfer behavior?#br#Considering the above problem, this study combines with the theory of knowledge-based view on the basis of discriminating generalist human capital and professional human capital, and introduces practice replication and environmental tolerance to explores the relationship between professionals and generalists, conventional and flexible practice replication and external environment, and reveals the impact of organizational member characteristics on cross organizational knowledge transfer.#br#This study investigates 246 domestic firms' information and employing multivariate regression model to study the relationship between specialists, generalists and knowledge transfer, as well as the moderation of environmental munificence and routine replication.The findings reveal that specialists and generalists has a positive effect on knowledge transfer performance, and there is a partial mediation effect of routines replication and flexible routines in the relation between specialist-s and generalists and knowledge transfer performance. In addition, environmental munificence has a negative moderating effect on the relation between routines replication and flexible routines and knowledge transfer performance. Thus, there exists a mediated mediation effect. In other words, the lower environmental munificence is, the stronger mediating effect of routines replication.#br#This article has some theoretical significance. Firstly, in order to solve the complexity of knowledge transfer, this paper helps to explore the knowledge transfer performance brought by different roles under human capital. Secondly, human capital can help employees to clarify different units of skills in the organization, catalyze the efficiency of information interaction between organizational and employees by formulating the promotion and exploratory learning ability, thereby improving knowledge transfer efficiency. Finally, in different innovation environments, routine practice replication and flexible formula replication have a certain impact on knowledge transfer performance. When environmental munificence is at a low level, the organization competes more fiercely for critical resources and market competitions. Enterprises should make more use of exploration ability to improve their knowledge level and provide a knowledge base for organizational innovation activities, so as to enhance their competitive advantage.#br#In future research, data collection can be extended to different regions, and continuous tracking research can be adopted to deeply analyze the changes of knowledge transfer in different life cycles. Factors such as emotional commitment, leadership style can be taken into consideration in future research. This study only reveals its impact on knowledge transfer performance from the perspective of human capital, but ignores the impact of interpersonal network on member characteristics to explore and utilize knowledge needs through routine replication. Therefore, future research can study the dynamic evolution model of knowledge dissemination under interpersonal network in combination with different role attributes.#br#