现有领导力研究主要从资源保存理论与社会交换理论这类员工理性人角度出发,探究知识共享意愿的促进因素。考虑到知识共享意愿需要宽松的工作情境,本文则从社会人角度的归属理论出发,引入内部人身份感知作为中介变量,领导自贬幽默作为调...现有领导力研究主要从资源保存理论与社会交换理论这类员工理性人角度出发,探究知识共享意愿的促进因素。考虑到知识共享意愿需要宽松的工作情境,本文则从社会人角度的归属理论出发,引入内部人身份感知作为中介变量,领导自贬幽默作为调节变量,构建研究模型。通过实证问卷数据发现,内部人身份感知在感知领导有效性与知识共享意愿之间起到显著的中介作用,领导自贬幽默抑制了感知领导有效性与内部人身份感知的正向作用。本文为自贬幽默对知识共享起到抑制作用提供了研究证据,为后续其他学者关于领导因素与知识共享意愿的研究打开了新思路。本文启示管理者们充分发挥领导的有效性,鼓励管理者提高自我监控能力,尽量降低自贬型幽默的使用,根据具体情境选用适当的领导幽默类型。The existing research on leadership primarily explores factors that promote employee knowledge sharing willingness from perspectives of rational man such as Conservation of Resources Theory and Social Exchange Theory. However, since knowledge sharing willingness requires a relaxed working environment, this paper takes the perspective of social man’s attribution theory and introduces perceived insider status as a mediator and leader self-deprecating humor as a moderator to develop a research model. Through empirical questionnaire data, it is found that perceived insider status significantly mediates the relationship between perceived leader effectiveness and knowledge sharing willingness, and leader self-deprecating humor inhibits the positive effects of perceived leader effectiveness and perceived insider status. This paper provides evidence for the inhibitory role of self-deprecating humor on knowledge sharing and offers new ideas for scholars on leadership factors and knowledge sharing willingness. This study suggests that managers should enhance leadership effectiveness, improve their self-monitoring ability, minimize the use of self-deprecating humor, and choose appropriate leadership humor styles based on specific situations.展开更多
文摘现有领导力研究主要从资源保存理论与社会交换理论这类员工理性人角度出发,探究知识共享意愿的促进因素。考虑到知识共享意愿需要宽松的工作情境,本文则从社会人角度的归属理论出发,引入内部人身份感知作为中介变量,领导自贬幽默作为调节变量,构建研究模型。通过实证问卷数据发现,内部人身份感知在感知领导有效性与知识共享意愿之间起到显著的中介作用,领导自贬幽默抑制了感知领导有效性与内部人身份感知的正向作用。本文为自贬幽默对知识共享起到抑制作用提供了研究证据,为后续其他学者关于领导因素与知识共享意愿的研究打开了新思路。本文启示管理者们充分发挥领导的有效性,鼓励管理者提高自我监控能力,尽量降低自贬型幽默的使用,根据具体情境选用适当的领导幽默类型。The existing research on leadership primarily explores factors that promote employee knowledge sharing willingness from perspectives of rational man such as Conservation of Resources Theory and Social Exchange Theory. However, since knowledge sharing willingness requires a relaxed working environment, this paper takes the perspective of social man’s attribution theory and introduces perceived insider status as a mediator and leader self-deprecating humor as a moderator to develop a research model. Through empirical questionnaire data, it is found that perceived insider status significantly mediates the relationship between perceived leader effectiveness and knowledge sharing willingness, and leader self-deprecating humor inhibits the positive effects of perceived leader effectiveness and perceived insider status. This paper provides evidence for the inhibitory role of self-deprecating humor on knowledge sharing and offers new ideas for scholars on leadership factors and knowledge sharing willingness. This study suggests that managers should enhance leadership effectiveness, improve their self-monitoring ability, minimize the use of self-deprecating humor, and choose appropriate leadership humor styles based on specific situations.
