组织公正、相对剥夺感与知识共享:有调节的中介模型

Organizational Justice,Relative Deprivation and Knowledge Sharing:A Moderated Mediation Model

对374份有效问卷数据进行路径分析,研究了组织公正对知识共享行为的影响,以及个体相对剥夺感和群体相对剥夺感的中介作用与归属需求的调节作用。结果显示:1组织公正对知识共享有正向影响;2个体相对剥夺感和群体相对剥夺感在组织公正对知识共享的影响中均发挥部分中介作用,但两者作用方向相反。组织公正能降低个体相对剥夺感和群体相对剥夺感,个体相对剥夺感的降低能增加员工的知识共享行为,而群体相对剥夺感的降低会减少员工的知识共享行为,且组织公正通过群体相对剥夺感对知识共享的负向影响大于个体相对剥夺感的正向影响;3归属需求对个体相对剥夺感与知识共享、群体相对剥夺感与知识共享的关系均具有增强型调节效应。相比而言,归属需求高的员工体验个体相对剥夺感时进行的知识分享较少,而产生群体相对剥夺感时进行的知识共享较多。

To explore the influence mechanism of organizational justice on knowledge snaring,this stuoy constructeo a modcrated mediation model based on social exchange theory and relative deprivation theory. By using path analysis to analysis survey data of 374 subieets,this study found that： Organizational iustice have significant positive effect on knowledge sharing. Both relative personal deprivation and relative group deprivation act as partial mediators between organizational justice and knowledge sharing. But relative personal deprivation hinder knowledge sharing while relative group deprivation promote knowledge sharing. Belonging need and relative deprivation have interaction effect on knowledge sharing. Belonging need can strengthen relative personal deprivation＇s negative effect on knowledge sharing and relative group deprivation＇s positive effect on knowledge sharing.