Miao Yurong, Qi Na, Liu E, Zhai Pengxun
Institute of Ethnic Literature, Yunnan Academy of Social Sciences, Kunming, China.
Department of Life Culture, Beijing College of Social Administration, Beijing, China.
Front Psychol. 2022 Jun 2;13:876710. doi: 10.3389/fpsyg.2022.876710. eCollection 2022.
Although scholars have acknowledged that knowledge hiding is negatively with team performance, none of the extant research has revealed the relationship between knowledge hiding and the performance of temporary teams. To fill this gap, we will explore whether and how knowledge hiding influences temporary team performance. Following a literature review, the correlation between knowledge hiding, interpersonal distrust, and temporary team performance is explored, and the theoretical model between variables is constructed, along with four hypotheses. Then, a quantitative analysis is conducted through a QS (Questionnaire Survey) design on the proposed hypotheses. Specifically, test is conducted on the collected data, and then SPSS and AMOS are used to integrate and analyze the data of 102 teams. The results show that knowledge hiding and its two dimensions (active and passive hiding) have a negative impact on the work efficiency of temporary teams. Interpersonal distrust plays a mediating role between knowledge hiding and temporary team performance. The incentive atmosphere, including control atmosphere and performance atmosphere, can regulate the performance of a temporary team efficiently. Control atmosphere is favorable to improving interpersonal trust and team performance, and performance atmosphere is inverted U-shaped regulation between interpersonal distrust and temporary team performance. Based on the above conclusions, the corresponding management suggestions that encouraging members in temporary teams to share actively and confronting the passive concealment of knowledge are put forward to enhance interpersonal trust and improve the efficiency of the temporary team.
尽管学者们已经认识到知识隐藏对团队绩效有负面影响，但现有的研究都没有揭示知识隐藏与临时团队绩效之间的关系。为了填补这一空白，我们将探讨知识隐藏是否以及如何影响临时团队绩效。在文献综述之后，我们探讨了知识隐藏、人际不信任和临时团队绩效之间的相关性，并构建了变量之间的理论模型以及四个假设。然后，通过问卷调查（QS）设计对提出的假设进行定量分析。具体来说，对收集到的数据进行测试，然后使用SPSS和AMOS对102个团队的数据进行整合和分析。结果表明，知识隐藏及其两个维度（主动隐藏和被动隐藏）对临时团队的工作效率有负面影响。人际不信任在知识隐藏和临时团队绩效之间起中介作用。激励氛围，包括控制氛围和绩效氛围，可以有效地调节临时团队的绩效。控制氛围有利于提高人际信任和团队绩效，绩效氛围在人际不信任和临时团队绩效之间呈倒U形调节。基于上述结论，提出了相应的管理建议，即鼓励临时团队成员积极分享，应对知识的被动隐瞒，以增强人际信任，提高临时团队的效率。
