Question

请英语高手帮忙翻译一下，不胜感激。谢绝机器翻译。

4.Breakthough Obstruction of Organization Knowledge-Sharing By Icreasing Effcacky
The expectancy-value theory predicts that people’s willingness to act is directly affected by their expectations about the potential effects of their actions. When people believe that their actions will not have a clear and discernible effect on the value of the shared good, they will be less likely to cooperate than they will be when they perceive a direct link between their participation and the value they help create. Expectancy can be thought of as a function of two distinct types of efficacy: information self-efficacy and connective efficacy. Information self-efficacy refers to an employee’s belief that the information would be helpful to co-workers were they to receive it. Expectancy will be higher if individuals believe that the information they have can truly increase the value of the shared good. Connective efficacy is the belief that others will actually receive the information if it is contributed. An employee may believe that he has valuable information and yet not expect that contributing this information will increase the value of the shared good because the person doesn’t believe that relevant others will receive the information.
One way to increase both the perceived efficacy of individual contributions and perceived connective efficacy in the context of knowledge exchange is to establish mechanisms by which employees receive feedback whenever others use their contributions. The simple act of receiving feedback should increase perceptions of connective efficacy. Employees see others have received the information that they posted. The content of the feedback will also provide an indication of the impact of one’s work on the progress of the community, thus increasing the perceived efficacy of one’s efforts. It should be noted that negative feedback might reduce an employee’s information self-efficacy and, consequently, reduce the likelihood that the employee will choose to contribute to the database in the future. However, it could actually help control for the quality of contributions and compensate for the possible negative effects of selective incentives encouraging quantity rather than quality. The system can then have this rating automatically forwarded to the employee who contributed the information each time a new rating is provided. Despite the additional costs imposed on members of these peer review systems, they have certain advantages such as spreading the overhead cost of evaluation among all participants, encouraging employees to monitor the quality of their contributions, and establishing further knowledge creating opportunities by requiring deeper processing of each other’s contributions. In addition to information self-efficacy and connective efficacy, employees need to be assured that there will be a minimum critical mass of contributions to the knowledge repository.
呵呵

Answer 1

4。信念:以Icreasing阻塞Effcacky组织
理论预测,在expectancy-value人民自愿行为直接受到他们的期望的潜在影响他们的行为。当人们相信,他们的行为就没有一个清晰可辨的影响的共同价值,他们将不太可能比他们将合作时,他们认为有直接联系他们的参与和帮助他们创造价值。期望能被认为是一个函数的两种不同形式的功效:信息和连接的效能的功效。信息自我效能是指员工的信念,那就是:信息将有助于他们的同事。预期会更高,如果每个人都相信他们能真正提高信息共享的良好的价值。连接的功效是相信别人会得到信息,如果它了。员工可以相信他已经有价值的信息,却不希望促成这一信息将增加价值的共同良好,因为人不相信有关别人会收到通知。
一个办法来增加两个人贡献的认知疗效及结缔组织功效语境中的知识交流是建立机制使员工得到反馈,每当别人用他们的贡献。这个简单的行为得到反馈应该增加对连接的功效。看到别人的雇员说他们已经收到的信息发布。内容的反馈也将提供一个估计影响一个人的工作的进程中社区,从而增加了知觉有效性的人的努力。应该指出,负反馈可能减少员工的信息的自我效能感,从而减少的可能性的员工将选择有助于未来的数据库。然而,它可以帮助控制质量的贡献和赔偿可能带来的负面影响,而不是选择性刺激鼓舞人心的数量质量。该系统可以有那么这个等级自动转到员工的贡献信息每次评级。尽管额外成本强加给这些同侪审查制度,他们有一定的优势,如传播的成本之间的所有参与者的评价,鼓励员工的质量监控的贡献,并建立进一步的知识创造机会而需要深入处理彼此的贡献。此外,信息和连接的功效,员工的自我效能感必须保证将会有一个最小临界质量的知识库的贡献。
问题补充:事实上,这两种信息和连接的功效会减少效能与群体大小。更大的群体可能导致更高的冗余的利率在库,对员工的概率的制作有价值的贡献和概率的用户找到他们所需要的东西。这些问题,增加了冗余和搜索困难,可以通过采用先进的技术。较大的知识仓库成为和更大的潜在价值,更多的投资方案喜欢这些都是正当的。

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