承诺型人力资源管理实践对知识分享的影响

The Impact of Commitment-Based Human Resource Management Practices on Knowledge Sharing

知识分享对提升组织核心竞争力至关重要,因此如何激励员工分享知识成为当下人力资源管理的现实问题。针对以上问题,本研究在社会交换理论研究的基础上构建了承诺型人力资源管理实践、组织地位感知、知识自我效能感与知识分享之间关系的假设模型。本研究采用问卷调查方式收集398份数据,得出以下结论:承诺型人力资源管理实践对员工知识分享行为有显著的积极影响;组织地位感知在承诺型人力资源管理实践与知识分享之间起中介作用;员工基于知识的自我效能感调节组织地位感知对知识分享的影响。由此,本文从实施承诺型人力资源管理实践、维护组织地位感知和提升知识自我效能感三个方面给企业管理实践提出可行性建议。

Knowledge sharing is crucial to enhance the core competitiveness of an organization, so how to motivate employees to share their knowledge and skills has become a real issue in human resource management nowadays. In view of the above problems, based on the research of social exchange theory, this paper constructs a hypothetical model of the relationship between commitment-based human resource management practices, organizational status, knowledge self-efficacy and knowledge sharing. We collected data from 398 employees by questionnaire. The results are as followed: commitment-based human resource management practice has a significant positive impact on employees’ knowledge sharing behavior;Organizational status plays a mediated role between commitment-based human resource management practices and knowledge sharing;Employees’ knowledge-based self-efficacy moderates the impact of organizational status perception on knowledge sharing. Therefore, this study puts forward corresponding suggestions on enterprise management practice, such as constructing commitment-based human resource management practices, maintaining organizational status and improving knowledge self-efficacy.