摘要
当前从社会交换理论视角关于如何促进团队知识共享的研究,缺乏对个体自我意识的关注。从自我概念理论视角出发、依据一致性理论,以组织自尊为中介变量构建理论模型,研究领导-成员交换与知识共享的关系,并探讨自我效能感在其中的调节作用;进一步通过对来自广东省两家制造企业的202名员工进行两阶段跟踪问卷调查,对理论模型进行检验。研究结果显示:领导-成员交换通过组织自尊的中介作用显著影响知识共享,且自我效能感负向调节领导-成员交换与组织自尊的关系和组织自尊的中介效应。
The current research on how to promote team knowledge sharing from the perspective of social exchange theory lacks the attention to individual self-consciousness.From the perspective of self-concept theory,based on consistency theory,this paper constructs a theoretical model based on organizational self-esteem as an intermediary variable,studies the relationship between leadership-member exchange and knowledge sharing,and discusses the regulatory role of self-efficacy in it,further examines the theoretical model by conducting a two-stage tracking questionnaire survey of 202 employees from two manufacturing enterprises in Guangdong province.The results show that leadership-member exchange significantly affects knowledge sharing through the intermediary role of organizational self-esteem,and self-efficacy negatively regulates the relationship between leadership-member exchange and organizational self-esteem and the intermediary effect of organizational self-esteem.
作者
晁罡
刘倩雯
钱晨
王磊
Chao Gang;Liu Qianwen;Qian Chen;Wang Lei(School of Business Administration,South China University of Technology,Guangzhou 510640,China;School of Public Administration,South China Normnal Universily,Guangzhou 510631,China)
出处
《科技管理研究》
CSSCI
北大核心
2020年第18期188-195,共8页
Science and Technology Management Research
基金
国家自然科学基金面上项目“道义场域:中华传统文化嵌入型企业的制度形塑、生态群落演化及作用机制”(71572060),“企业家风:中华传统文化嵌入型企业的拟家庭化实践、积极心理资本与工作-家庭平衡关系研究”(71672062)
国家自然科学基金重点项目“共享理念下的多元雇佣:合作型人才管理理论建构与作用机理”(71832003)
中央高校基本科研业务费专项资金项目“富而好礼:沿海发达地区企业主导型传统文化复兴运动的涌现机制、演化规律和社会效应”(2018PY12)。
关键词
领导-成员交换
知识共享
组织自尊
自我效能感
leadership-member exchange
knowledge sharing
organization-based self-esteem
self-efficacy
