中文摘要：

在组织实践活动中,知识创造与利用过程表现为组织知识演进与转化。在情理文化背景下,日常人际交往实际上是关系化组织行为,包括关系人情化和社会化的关系化行为会推进组织知识演化。本文通过跟踪调研了一家科技公司的项目团队研究发现,在团队成员之间日常互动中,关系人情化能促进关系社会化活动。其中,关系社会化过程有利于组织内部的信息性知识转移;同时,关系人情化既能促进信息性知识向技能性知识的演进与转化,又能利于技能性知识向原理性知识的演进与转化。研究表明,在情理文化下,关系人情化推进关系社会化构成了日常组织行为,并在人际互动过程中促进了组织知识演化。

英文摘要：

Relational behaviors that are embedded in daily interpersonal interactions in organizations promote the process of organiza- tional knowledge evolution and determine the internal mechanism of transforming organizational knowledge. In Chinese culture, or- ganizational activities are conducted under relationship-based rules that emerged from acquaintance tie. Thus, in Chinese organizations, employees＇ activities must adhere not only to the organizational rules and regulations, but they should follow the ＂he qing he li＂ according to the rules of renqing relationship. As a result, interpersonal relation- ships and interactions among organizational members transform the organizational knowledge, which subsequently drive the evolution of organizational knowledge. In this study, we investigate how the daily interpersonal interactions of project team members in a Hi-Tech com- pany affect the process of organizational knowledge evolution. Our results show that the evolution of organizational knowledge does not occur independently from the interpersonal interactions. Moreover, the study also reveals that daily activities of organizational members embrace the behaviors that humanize relationships and shape the pro- cess of socializing relationships. Based on these results, we propose a theoretical model that portrays the relationship between relational behaviors of organizational members and organizational knowledge evolution. Specifically, the model suggest that in the process of orga- nizational knowledge evolution the organizational knowledge develop along three levels step by step, developing from know-what to know- how, and lastly develops to know-why. In addition, this model suggests that the socialization of relationship helps transforming know-what among organizational members, while humanization of relationship facilitates the evolution of know-what to know-how through practical application of know-what, and also promotes the evolution of know- how to know-why by extracting organizational knowledge. The find-