雇佣关系、组织公平与知识共享意愿:基于中国企业的实证研究

Employment Relationship,Organizational Justice and Knowledge Sharing Intention:An Empirical Study Based on Firms in China

不同雇佣关系下,员工组织公平感知存在差异,会影响员工的组织认同感和知识共享意愿.研究组织公平对知识共享意愿的影响,以及这种影响在不同雇佣关系下的差异,对企业制订知识型员工雇佣方案和激励制度、促进团队绩效具有重要的实践意义.基于553份问卷调查数据,实证研究了组织公平中的分配公平、程序公平、互动公平对组织认同与知识共享意愿的影响,以及雇佣关系对这些影响路径的调节作用.结果显示:对于非正式雇佣的员工来说,分配公平与互动公平显著影响组织认同和知识共享意愿,但程序公平对两个变量无显著影响;对正式雇佣的员工来说,互动公平显著影响组织认同和知识共享意愿,但分配公平与程序公平只影响员工的组织认同感,对知识共享意愿的影响作用不明显.在不同的雇佣关系下,组织公平对组织认同与知识共享意愿的影响关系存在差异,雇佣关系具有一定的调节作用.

The difference of organizational justice awareness among employees under different employment relationship affects their organizational identification and knowledge sharing intention.Investigation into the influences of organizational justice on knowledge sharing intension as well as its difference under different employment relationship will have important practical-significances in managing knowledge workers and improving team performance.Based on the data collected from 553 questionnaires,an empirical study is conducted to analyze the influences of organizational justice,including distributive justice,procedural justice and interactional justice,on employees＇ knowledge sharing intention and their organizational identification,and the mediating role played by employment relationship in impacting.The results indicate：To non-regular workers,distributive justice and interactional justice have significant influences on their organizational identification and knowledge sharing intention,but procedural justice does not;To regular workers,interactional justice has significant influences on both organizational identification and knowledge sharing intention while distributive justice and procedural justice affect only organizational identification significantly,but knowledge sharing intention slightly.Under different employment relationship,there are significantly differences about those influences,in other words,employment relationship plays as a mediator.