【目的/意義】基于新創知識型組織知識沖突機制的解決策略,不僅幫助引導知識沖突的積極發展,還推動組織環境及規范機制的完善,對組織的成長具有重要意義。【方法/過程】從創始人和研發人員入手,界定知識沖突主體,再綜合考慮組織分工和個人特性及背景因素,對知識沖突進行分類,呈現知識沖突的產生過程,并深入分析三種類型知識沖突的發展和結果,從而構建新創知識型組織知識沖突機制。【結果/結論】本文從加強信息交換、總結既有信息、進行信息擴展3個角度提出個人層面的知識沖突解決策略;組織層面,積極開放的文化環境、完善的學習機制、公正的沖突解決規范和更多的外部交流都能夠有效解決新創知識型組織的知識沖突。

【Purpose/significance】Solution strategies, based on the knowledge conflict mechanism of newly-created knowledge-based organization, not only help guide the positive development of knowledge conflict, but also promote the improvement of organizational environment and norms mechanisms, which is of great significance to the growth of the organization.【Method/process】The founder and technical personnel classify the subject of knowledge conflict, comprehensively consider the fundamental and inductive factors that affect knowledge conflict, analyze and summarize the three types of knowledge conflict generation mechanism, development mechanism and impact mechanism, thus construct knowledge conflict mechanism of newly-created knowledge-based organizations.【Results/conclusions】Knowledge conflict resolution strategies at the individual level are proposed from the perspectives of strengthening information exchange,summarizing existing information and expanding information; At the organizational level, a positive and open cultural environment,a sound learning mechanism,a fair conflict resolution norm and more external communication can effectively solve the knowledge conflict of newlycreated knowledge-based organization.