薪火何以相传?知识导向人力资源管理对年长员工知识分享的影响

How could Knowledge be Passed Down? The Impact of Knowledge-Oriented Human Resource Management Practices on Knowledge Sharing of Older Employees

随着我国人口老龄化进程日趋加快和延迟退休政策的推行,年长员工已成为劳动力市场和企业职场中不容忽视的一部分。组织应如何充分发展和利用好年长员工人力资源,是当下理论界和实践者热切关注和亟待解决的焦点问题。本研究基于AMO理论,构建了一个被调节的多重中介模型以考察知识导向人力资源管理对年长员工知识分享的影响机制及边界条件。利用200份40岁以上在职员工两时点配对调查问卷数据,并通过线性回归和蒙特卡洛拔靴法进行数据分析。研究结果表明:知识导向人力资源管理会通过提升年长员工的知识分享能力、动机和机会这三条路径进而对其知识分享产生积极作用;进一步地,未来时间观对“能力”和“机会”路径有显著的调节作用。以上结果从中、微观企业管理角度揭示了有助于提升年长员工知识分享的制度因素及其作用路径,对企业如何积极应对职场老龄化与做好年长员工知识传承有一定的启示意义。

With the acceleration of the aging process of the population and the introduction of the delayed retirement policy, older employees have become an important part of the labor market and the workplace of enterprises. How to fully develop and make good use of the human resources of older employees is the focus that theorists and practitioners are eager to pay attention to and urgently need to solve. Based on AMO theory, this paper constructs a moderated mediation model to examine the influence mechanism and boundary conditions of knowledge-oriented human resource management on knowledge sharing among older employees. This study collects two-time points paired data of 200 in-service employees over 40 years old, and the data were analyzed by linear regression and Monte Carlo bootstrapping method. The results show that knowledge-oriented human resource management will play a positive role in the knowledge sharing of older employees by improving their knowledge sharing ability,motivation, and opportunities;Furthermore, the perspective of future time has a significant moderating effect on "ability" and "opportunity" paths. The above results reveal the institutional factors and their function paths that help to improve the knowledge sharing of older employees from the perspective of medium and micro enterprise management, which has certain enlightenment on how enterprises actively respond to the aging of the workplace and the knowledge inheritance of older employees.