HR practices, interpersonal relations, and intrafirm knowledge transfer in knowledge‐intensive firms: a social network perspective
从社会网络视角构建概念模型，研究知识密集型企业中人力资源实践如何通过影响人际关系来促进内部知识转移，发现工作设计与培训发展实践通过人际关系间接起作用，而激励实践则直接促进知识转移。
Abstract We adopt the social network perspective to develop a conceptual model and examine the relationship among human resource (HR) practices, interpersonal relations, and intrafirm knowledge transfer in knowledge‐intensive firms. Our results indicate that work design, along with training and development HR practices, can shape the structural relation. At the same time, both also exhibit potential for shaping affective and cognitive relations within a firm's social network. While the effects of work design along with training and development HR practices on intrafirm knowledge transfer are primarily mediated by interpersonal relations, we found some evidence for arguing that incentives and motivation HR practices directly affect intrafirm knowledge transfer. © 2009 Wiley Periodicals, Inc.