随着人类社会文明的进步，国际之间的竞争模式开始逐渐趋于知识的竞争、 人才的竞争，知识已经成为国家发展的主要支撑力量，也是各个企业经营崛起的 动力来源。现如今，无论是在哪一行业，知识永远是保持其长久发展的根本，企 业领导层必须加强对员工知识的重视程度，培养优秀的知识人才，才能将发展的 道路建设的更加平坦。除此之外，知识管理体系的建设也已经成为一种必然，知 识共享行为更是其中的重中之重，不仅可以加强员工之间的交流，促进合作关系， 还有利于企业以组织的形式共同完成新的创新活动，实现知识的真正价值，进而 为企业的发展做出贡献。然而，知识共享在实际生活中的实现要面临的问题有很 多，多数人为了保障自身的利益，希望获取全部的利益成果，而不愿意将所掌握 的知识拿出来分享，是目前实现信息共享行为的最大阻碍。因此，为了解决这一 问题，首要的就是做好企业内部员工的思想工作，培养员工的整体意识，建立责 任感，同时保障员工的基本权益，提高员工对企业的满意度，以渐进地的方式实 现知识共享行为。 综上所述，本文通过一定的科学研究方法，以客观、公正的态度调查员工对 企业的满意度与知识共享行为之间存在的关系，具体内容如下： 首先，本文经过对大量相关文献的阅读和整理，并在该基础之上建立了理论 模型，该理论模型的自变量以员工满意度定义，中介变量以知识共享行为定义， 并以工作绩效作为因变量。本文创新点为设置员工满意度的测量指标，分别为沟 通满意度、工作满意度，且将工作满意度分为工作回报、人际关系和晋升机会三 个维度；沟通满意度分为与上级沟通、与同事沟通、和沟通氛围三个维度。 其次，本文经过对大量成熟数据表的分析，制作了有针对性的调查问卷，并 通过对250份真实有效的问卷结果进行统计分析，得出如下结论：不同的员工属 性对研究属性存在部分显著差异，例如本科学历的员工更倾向于知识共享，相较 于男性员工，女性员工有更积极的与同事的沟通、沟通氛围和知识共享方面的感 知；综合来看，员工满意度、沟通满意度、工作满意度、以及两者不同维度的均 对知识共享行为有显著正向影响作用。通过对中介效果的分析，知识共享行为通 过员工满意度对工作绩效有着显著的正向中介影响。 最后，本文依据实证结论为企业提出针对提升知识共享和改善工作绩效的管 理建议：建立科学合理的薪酬体系、建立良好沟通渠道和沟通氛围、营造知识共 享体系、完善多元化管理和激励晋升机制。 关键词：员工满意度；知识共享；知识共享行为；工作绩效 II Abstract With the progress of human civilization, the international competition mode gradually tends to the competition of knowledge and talents. Knowledge has become the main supporting force for the development of a country and the driving force for the rise of enterprises. Nowadays, no matter what industry it is, knowledge is always the basis for its long-term development. The enterprise leadership must pay more attention to employees' knowledge and cultivate excellent knowledge talents, so as to smooth the road of development. In addition, the construction of the knowledge management system has become a necessity, the knowledge sharing behavior is one of the most important, not only can increase the communication among employees, promote the cooperation relations, and conducive to enterprise in the form of organization together to complete the new innovation, realize the true value of knowledge, thus to contribute to the development of for the enterprise. However, there are many problems to be faced in the realization of knowledge sharing in real life. In order to protect their own interests, most people hope to obtain all the benefits and are not willing to share the knowledge they have mastered, which is the biggest obstacle to the realization of information sharing at present. Therefore, in order to solve this problem, the most important thing is to do a good job in the ideological work of internal employees, cultivate their overall consciousness, establish a sense of responsibility, protect their basic rights and interests, improve their satisfaction with the enterprise, and realize knowledge sharing in a gradual way. To sum up, through certain scientific research methods, this paper investigates the relationship between employee satisfaction with the enterprise and knowledge sharing behavior in an objective and fair manner. The specific contents are as follows: First, on the basis of reviewing and summarizing previous relevant literature, this paper constructs a theoretical model with employee satisfaction as the independent variable, knowledge sharing behavior as the intermediary variable and job performance as the dependent variable. At the same time, this paper selected the innovation as job satisfaction and communication satisfaction reflect the measure of employee satisfaction, and according to the two-factor theory of health - incentives, job satisfaction is divided into returns, interpersonal relations and the promotion of three dimensions, could be divided into the communication with superior III communication satisfaction and communicate with colleagues and communication three dimensions of job performance into task performance and performance of the relationship between two dimensions, makes theoretical model more system in this paper. Secondly, in this paper, on the basis of domestic and foreign relevant maturity scale, design, distribution and recycling questionnaire, through the 250 valid questionnaire data to carry on the empirical analysis, research conclusion: employees of different personal attributes to various research variables exist some significant differences, such as in the aspect of knowledge sharing behavior, college degree and the following staff more than a bachelor's degree of employees' performance positively, female employees in the communication with colleagues, communication and knowledge sharing behavior in terms of perception than male employees; Employee satisfaction has a significant positive impact on knowledge sharing behavior, while communication satisfaction and job satisfaction have a significant positive impact on knowledge sharing behavior. Different dimensions of communication satisfaction and job satisfaction also have a significant positive impact on knowledge sharing behavior. In addition, knowledge sharing has a significant positive impact on job performance and its two dimensions. Among them, knowledge sharing has a higher impact on relational performance and a lower impact on task performance. Through the analysis of mediating effect, it can be seen that knowledge sharing plays a mediating role in the impact of employee satisfaction on job performance. Finally, based on the conclusions of empirical research in this paper, it provides management Suggestions for enterprises to improve knowledge sharing and work performance from the aspects of establishing a scientific and reasonable salary system and promotion mechanism, improving communication channels and creating a good communication atmosphere, creating a good knowledge sharing atmosphere and diversified management methods. Key words: employee satisfaction; Knowledge sharing; Knowledge sharing behavior; Job performance IV 目 录 摘要 ..................................................... I Abstract ................................................ II 第一章 绪论 ............................................. 1 1.1 研究背景及意义 ........................................... 1 1.1.1 研究背景 .................................................... 1 1.1.2 研究意义 .................................................... 2 1.2 国内外研究现状 ........................................... 3 1.2.1 员工满意度研究综述 .......................................... 3 1.2.2 知识共享行为研究综述 ........................................ 6 1.2.3 工作绩效研究综述 ............................................ 9 1.2.4 研究述评 ................................................... 10 1.3 研究方法与研究思路 ...................................... 11 1.3.1 研究方法 ................................................... 11 1.3.2 研究思路 ................................................... 11 1.4 研究框架 ................................................ 11 第二章 相关概念及理论基础 .............................. 13 2.1 相关概念 ................................................ 13 2.1.1 员工满意度 ................................................. 13 2.1.2 企业绩效 ......