职场排斥对知识隐藏的影响机理研究:一个被调节的链式中介模型

The Influence Mechanism between Workplace Ostracism and Knowledge Hiding: A Moderated Chain Mediation Model

现有关于知识共享等积极知识活动的研究日渐成熟,但实践效果却差强人意,知识隐藏等消极知识活动逐渐成为知识管理领域的新热点。为了探究职场排斥对员工知识隐藏行为的影响机理,本研究以资源保存理论为基础,以认知-情感人格系统理论为整体逻辑,构建了职场排斥通过关系认同与心理困扰作用于知识隐藏的链式中介模型,并探讨宽恕氛围在该模型中的调节作用。针对中国本土企业员工收集了639份有效问卷,利用Mplus软件采用结构方程模型、Bootstrap、潜调节结构模型法对被调节的链式中介模型进行实证检验。研究表明:(1)职场排斥对知识隐藏存在正向影响;(2)关系认同与心理困扰分别在职场排斥对知识隐藏的正向影响中起部分中介作用;(3)关系认同与心理困扰在职场排斥对知识隐藏的正向影响中起链式中介作用;(4)宽恕氛围通过缓和职场排斥对关系认同的负向影响进而对链式中介路径起调节作用,即宽恕氛围越高,职场排斥对关系认同的负向影响越弱,关系认同与心理困扰在职场排斥与知识隐藏之间的链式中介作用越弱。从理性角度出发重新探究职场排斥与知识隐藏之间的影响机理是对以往研究的补充与丰富,启示管理者们在激励员工实施知识共享活动的同时,要注意采取措施抑制知识隐藏等消极知识活动,从而激活组织员工对知识资源的创造力。

With the rapid development of knowledge economy and information technology, the knowledge of social activities is becoming more abundant. At the meantime, individual who is the carrier of knowledge plays an important role in various knowledge activities. The current research on active knowledge activities(i.e. knowledge sharing) is increasingly mature, but the practical effect is not satisfactory. Therefore, as the dark side behind the light, knowledge hiding and other negative knowledge activities have gradually become a new hot spot in the field of knowledge management.Drawing on Conservation of Resources Theory and Cognitive-Affective Processing System Theory, the current study constructs a moderated chain mediation model to explore the influence mechanism between workplace ostracism and knowledge hiding, the mediated role of relational identification and psychological distress, as well as moderated role of forgiveness climate. Based on 639 samples from local enterprises, this study used Structural Equation Model, Bootstrap and Latent Moderate Structural Equations for empirical test, also with the use of Mplus. The analysis results reveal that:(1) workplace ostracism exerts a significantly positive inf luence on knowledge hiding;(2) workplace ostracism indirectly inf luences knowledge hiding by relational identification and psychological distress respectively;(3) relational identification and psychological distress play a chain mediating effect between workplace ostracism and knowledge hiding;(4) the chain mediating effect is moderated by forgiveness climate: when forgiveness climate is stronger, the negative relationship between workplace ostracism and relational identification is noticeably weaker, while the chain mediating effect between workplace ostracism and knowledge hiding through relational identification and psychological distress is weaker as well.The study on the influence mechanism between workplace ostracism and knowledge hiding from a rational perspective complements and enriches previous studies. The results suggest that managers should take measures to restrain negative knowledge activities such as knowledge hiding while encouraging employees to carry out active knowledge activities, so as to promote employee’s creativity in knowledge resource by adopting multiple measures simultaneously.