摘 要：
在数字化转型的快速发展背景下，组织遗忘作为一种选择性的知识剥离和能力调整策略，日益受到学术界和实践领域的关注。然而，其效应具有双刃性，既可能为组织带来创新动力和竞争优势，也可能导致知识流失和能力空缺。本研究以组织遗忘的管理机制为切入点，分析数字化转型中的组织遗忘对企业绩效的正负效应。采用案例研究与定量分析相结合的方法，对多家数字化转型企业进行实证分析，发现组织遗忘的正向效应主要体现在提高资源整合效率、加速组织学习创新及优化业务流程，而负向效应则可能导致核心技术能力的削弱、文化冲突加剧以及员工适应性降低。此外，探讨了领导风格、组织文化与外部环境等因素调节组织遗忘效应的作用机制。研究结果表明，合理平衡组织遗忘的双刃剑效应，需通过科学的知识管理体系、动态能力培育及策略性资源置换来规避潜在风险，同时最大化其赋能价值。本研究不仅深化了关于组织遗忘现象的理论认识，也为企业在数字化转型中设计有效的知识管理策略提供了重要实践指导。
关键词：数字化转型；组织遗忘；知识管理；双刃剑效应
Abstract:
Against the backdrop of rapid digital transformation, organizational forgetting, as a strategy of selective knowledge elimination and capability adjustment, has attracted growing attention from both academia and practice. However, its effects are double-edged: while it may bring innovation momentum and competitive advantage, it can also result in knowledge loss and capability gaps. This study takes the management mechanisms of organizational forgetting as the entry point to analyze its positive and negative impacts on firm performance during digital transformation. Combining case studies with quantitative analysis, empirical research was conducted on multiple enterprises undergoing digital transformation. The findings reveal that the positive effects of organizational forgetting mainly lie in enhancing resource integration efficiency, accelerating organizational learning and innovation, and optimizing business processes. Conversely, its negative effects may manifest in the weakening of core technological capabilities, intensified cultural conflicts, and reduced employee adaptability. Furthermore, the study explores the moderating role of leadership style, organizational culture, and external environment in shaping these effects. The results indicate that balancing the dual-edge impact of organizational forgetting requires scientific knowledge management systems, the cultivation of dynamic capabilities, and strategic resource reallocation to mitigate potential risks while maximizing its enabling value. This research not only deepens theoretical understanding of organizational forgetting but also provides important practical guidance for enterprises in designing effective knowledge management strategies during digital transformation.
Keywords: Digital transformation; Organizational unlearning; Knowledge management; Double-edged sword effect
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