摘要
整合组织信任理论和知识分享理论,基于雇佣关系视角,构建组织信任与知识分享的概念模型,并通过选取本土企业管理者及其直接下属的504个配对样本,运用层级回归分析对假设进行验证。研究结果表明,组织信任与知识分享、领导-部属交换显著正相关,与心理契约违背显著负相关;领导-部属交换与知识分享显著正相关,心理契约违背与知识分享显著负相关;心理契约违背对组织信任和知识分享之间的关系起部分中介作用,而领导-部属交换对组织信任和知识分享之间的关系起正向调节作用。这表明,在中国的文化背景下从组织信任视角促进员工的知识分享,要特别重视雇佣关系在其中的影响。
Integrating organizational trust theory and knowledge sharing theory,the study constructed the concept model on the relationships among organizational trust,employment relationship and knowledge sharing.On the basis of the hypothetical model,we tested it by means of 504 dyad samples of the leaders of local firms and their employees.Results of the analyses suggest that organizational trust has a positive impact on knowledge sharing and leader-member exchange,but it has a negative impact on psychological contract violation.In addition,leader-member exchange has a positive impact on knowledge sharing,and psychological contract violation has a negative impact on knowledge sharing.The results also show that psychological contract violation has a partial mediation role between organizational trust and knowledge sharing,and leader-member exchange has obvious function of adjusting the relationship between organizational trust and knowledge sharing.Therefore,more attention should be paid to the impact of employment relationship when we promote employees′ knowledge sharing from the perspective of organizational trust.
出处
《管理科学》
CSSCI
北大核心
2010年第6期33-42,共10页
Journal of Management Science
基金
国家社会科学基金(10BGL033)
教育部博士点专项科研基金(20100072110010)
宁波市软科学重大项目(2009A10050)~~
关键词
知识分享
组织信任
雇佣关系
心理契约违背
领导-部属交换
knowledge sharing
organizational trust
employment relationship
psychological contract violation
leader-member exchange
作者简介
赵红丹（1983-），男，河南夏邑人，同济大学博士研究生，研究方向：组织行为、创新管理和人力资源管理等。E—mail：jimmyzhaoxin@163．com
