Question

请高手帮忙翻译一下。谢谢

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.

Answer 1

突破阻塞性的 Icreasing Effcacky 组织知识共享
预期寿命值理论预测行事的人的意愿直接受他们在他们的行动有关的潜在影响的期望。 时人认为他们的行动不会有一个明确的共享价值明显的效果好，他们将不太可能合作不是他们会时，他们认为他们的参与和他们帮助的值之间的直接链接创建。 预期寿命可以作为函数的两种截然不同的效果的思考： 信息自我效能与关联的效果。 信息自我效能感是指雇员的信仰这些信息都是有帮助的同事被他们接受它。 预期寿命会更高，如果个人相信他们所拥有的信息可以真正增加共享良好的价值。 关联的效果是其他人将实际收到的信息如果它作出了贡献的信念。 雇员可能会认为他已有价值的信息，但不会提供此信息时，因为该人不相信有关其他人将收到的信息将增加共享良好的价值。
提高个人捐款感知的效果和知识交流的上下文感知结缔组织效果的一种方法是建立雇员只要其他人使用他们的贡献收到反馈的机制。 接收反馈的简单行动应增加对结缔组织效果的看法。 员工发现其他人得到他们发布的信息。 反馈的内容还将提供相对值的影响一个人的工作，从而增加一个人的努力的感知的效果的社会的进展情况。 应当指出的是，负面的反馈意见可能减少雇员的信息自我效能感和，因此，减少员工将 ch %20 的可能性...

Answer 2

那么多？也不给分？？谁给你翻译。。。

Answer 3

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