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01 theory name
Theory of knowledge transfer
02 theory
With the rapid emergence of the global knowledge economy, knowledge has become a key resource for enterprises and organizations to gain a competitive advantage, and in the new economic system knowledge is not a traditional productivity factor alongside talent, capital, land, but the only resource of relevance. In order for any enterprise or organization to establish and maintain its competitive advantage in the fierce wave of globalization and market competition, knowledge must be created and updated in a timely manner in accordance with changing circumstances. Knowledge management, which is receiving widespread attention from academia and the business community, is a responsive measure to the key issues of organizational adaptability, organizational survival and capacity when enterprises face growing and discontinuous environmental changes. Argote & mcevily (2003) considers that the study of knowledge management addresses three issues: how the organization creates, maintains and transfers knowledge. The value of knowledge transfer has gradually been recognized by individuals and organizations, and the direction of research has become wider. There is much evidence that organizations that can effectively transfer knowledge within their organizations are more productive and viable than those that cannot。
Knowledge is the common asset of all humanity and can play its immense role only through its transfer to the service of all. The organisation for economic cooperation and development (oecd) believes that knowledge transfer is a process of transfer of expertise between people, through which the organization can effectively raise the level of human resources and thus gain a competitive advantage。
In order to understand the concept of knowledge transfer, it is necessary to first understand the concept of knowledge and knowledge management, based on the literature on management science, with different perspectives and different definitions of knowledge transfer. The concept of knowledge transfer, however, is generally considered to encompass the following four points: (i) the holders (sources of knowledge) and recipients of knowledge; (ii) a specific context or environment; and (iii) a specific purpose, but with the ultimate aim of making the knowledge of the holders of knowledge the knowledge of the recipients of knowledge, which is to bridge the knowledge gap between the holders of knowledge and the recipients of knowledge and to promote common development among individual human beings or organizations。
Dimensions of the research object
(1) impact factors: many factors have been shown to have an impact on the effects of knowledge transfer in different contexts, based on the above-mentioned research perspectives. The cummins&teng (2003) discusses nine factors that influence the transfer of knowledge for r & d, namely, the embedded, descriptive, organizational, physical, intellectual and normative distance between the transfer subjects, the learning culture and priorities of the recipient, and the number of transfer activities. Wei river et al. (2006) revealed that trust, interpersonal relations, incentives, attitudes of decision makers, knowledge management systems, and knowledge absorption capacity are six factors that influence knowledge transfer. There are also scholars who use knowledge transfer as a self-variant to study the impact of knowledge transfer on other aspects (e. G. Enterprise competitiveness, new product development, social relations, etc.)。
(2) process design: there are two main angles: first, to study the process of knowledge transfer, in which different knowledge patterns are converted at different levels, noNaka (1991) presents the seci model (assimilation-exterioration-integration-internalization). Gilbert & cordey hayes (1996) divides the knowledge transfer process into five stages of acquisition, communication, application, acceptance and assimilation, the whole process being a dynamic learning process. Dixon (2000) classified knowledge transfer into five categories: continuous, near, distant, strategic and expert transfer. A six-tiered model of the knowledge transfer process has been established: the physical layer, the data layer, the language layer, the knowledge layer, the capability layer, the application layer. Second is to study the role of knowledge transfer in other processes (e. G. Enterprise growth processes, management processes, etc.). Göring (2002) explored the attributes of knowledge and its role in the process of enterprise internationalization。
(3) mechanism selection: knowledge transfer within the organization can be achieved through a series of institutional designs. These include mobility, training, communication, observation, technology transfer, reproduction rules, demonstration, interaction with suppliers and clients and other forms of inter-organizational relations. Holtbrugge and berg (2004) believe that tacit knowledge can be most effectively transferred through individual-individual transfer mechanisms. Lazarova & tariqe (2005) explored what mechanisms within tncs could lead to “reverse transfers” of knowledge from employees to enterprises. Research and analysis of the impact of different technology transfer mechanisms, such as market contracts, alliances, joint ventures and internalization, on transfer performance. On the basis of hidden knowledge transfer and incentive dilemmas, tss (2007) discussed the design of incentives。
In addition to research within these three dimensions, there are other areas of research, such as knowledge transfer for venture investments, knowledge transfer in the advisory services industry, and knowledge transfer in negotiations。
03 theoretical application scenario and problem solving
An analysis of the framework for research on knowledge transfer shows that domestic research on knowledge transfer is essentially based on foreign theory. At the research level, research focuses on knowledge transfer within organizations and between organizations. Among them, knowledge transfer within the organization focuses on the process of transfer of tacit knowledge between groups and organizations (enterprises), and the seci model is the theoretical basis for many studies. A great deal of literature exists abroad on the effects of individual behaviour and psychology on the transfer of knowledge, which remains scarce in the country. Research on knowledge transfer at the regional or national macro level, which is rare at home and abroad, is an area worth exploring in depth. From a research perspective, more literature in the country involves qualitative knowledge transfer issues such as knowledge theory and innovation networks (strategic alliances, industry clusters, virtual organizations, research and development teams, etc.). Foreign scholars have gradually shifted from network issues to quantitative technical issues, and macro- and micro-environmental issues. There is little domestic research on these aspects, particularly on corporate culture, social capital, and motivation for staff sharing. Finally, while domestic and foreign research does not differ significantly for research purposes, there is clearly more discussion in the foreign literature about core competitiveness and global competitive advantage than at home。
