情感型领导对员工知识隐藏的影响机制研究

Research on the Effect Mechanism of Affective Leadership on Knowledge Hiding

领导与员工间如何通过情感共振塑造上下级互动关系,建立深厚的感情基础,以降低员工知识隐藏意愿、增强互惠的知识交流行为是实践界与学术界关注的现实问题。基于领导—成员交换理论,构建了以心理安全感为中介传导和以员工信任为调节的情感型领导影响员工知识隐藏的概念模型。通过对422份有效数据回归分析发现:情感型领导对员工知识隐藏有显著负向影响;情感型领导对心理安全感具有显著正向作用,心理安全感在情感型领导和知识隐藏间起中介作用;员工信任调节心理安全感与知识隐藏的负向关系,员工信任水平越低,员工心理安全感对知识隐藏的负向作用越显著;员工信任调节了情感型领导通过员工心理安全感对知识隐藏的中介作用。

How to reduce employees’ willingness to reduce knowledge hiding(KH) and enhance reciprocal knowledge exchange behavior, is the practical issues of common concern in practice and academia. The unique human relationship management in Chinese cultural context provides a new research perspective for organizational knowledge management. Based on the leadership-member exchange theory, the research aims to explore the mechanism of affective leadership(AL) on employees’ KH. To study the way that AL use emotional resonance to shape the interaction and build a deep emotional foundation between employers and employees, select employees’ psychological safety(PS) as the mediating variable and employee trust(ET) as the moderating variable to further explore the mechanism of AL and employees’ KH, which has practical guiding significance for restraining KH and promoting knowledge flow.Before constructing the theoretical model, the research conducted semi-structured interviews with 8 leaders and employees from different industries and departments, and extracted key interview information as a supplement to the research. To test the above hypothesis,422 valid questionnaires were distributed to employees of 13 enterprises in East China. The study used SPSS 26.0 and AMOS 24.0 software to test the discriminate validity test and common method variance test of valid data, and then regression analysis was used to test the hypothesis of main effects and mediating effects and Boostrapping sampling method was used to test the hypothesis of moderating effect.The results show that AL has a significant negative impact on employees’ KH. AL has a significant positive effect on PS. PS mediates the relationship between AL and KH. ET moderates the negative relationship between PS and KH. The lower the level of ET, the more significant the negative effect of PS on KH. Moderated mediation analysis finds that ET moderates the AL on KH via PS.The conclusions of this study enrich the significance of the relationship between AL and employees’ KH from the following aspects: from the perspective of human management unique to Chinese situations, and taking AL different from previous leadership styles as the starting point, it expands the research ideas of AL and employee KH. The study explores the intermediary role of employees’ PS between AL and KH, and provide a new research perspective for employees’ psychological cognition. This paper probes into the boundary function of ET between AL and KH, and provides theoretical reference for studying the relationship between employees’ psychological characteristics and KH.The research provides management enlightenment for effectively restraining employees’ KH. First of all, the organization should create a humanized organizational atmosphere, attach importance to the cultivation of AL and the enrichment of subordinates’ emotional experience. Secondly, the organization should provide reliable working resources to enhance employees’ PS, encourage employees to participate in work interaction and build harmonious interpersonal relationships.Finally, the organization should sincerely treat employees to enhance their ET, arouse their work enthusiasm and achieve the goal of restraining KH.Future research should try to discuss and compare the influence of different leadership styles on KH. The research can also explore whether other psychological variables play a role in combination with the unique Chinese cultural background. Research lacks of analyzing the causes of employees’ KH from the perspective of organizational system and how to take various measures to prevent it from happening. Future research can cut into the multi-layer model of "organizationteam-employee" and put forward improvement measures.