摘要
从本土文化情境的视角出发,通过对209名企业员工的问卷调查,探讨了上下属关系对员工知识分享行为的影响机制,以及集体主义导向的调节效应。层次回归分析结果表明:(1)上下属关系对员工知识分享行为具有显著的正向预测效果,组织认同感在其中起部分中介作用;(2)集体主义导向对上下属关系与组织认同之间的关系存在显著的调节效应。当集体主义导向较高时,上下属关系对组织认同的影响程度较弱,但组织认同维持在较高的水平,并进一步促进员工的知识分享行为。
Knowledge is a critical strategic resource that provides a sustainable competitive advantage in the era of knowledge economy. As one knowledge-centered activity, knowledge sharing is the fundamental means through which employees can contribute to knowledge application, innovation, and ultimately the competitive advantage of the organization. Research has shown that knowledge sharing and combination are positively related to reductions in production costs, faster completion of new product development projects, firm innovation capabilities, and firm or team performance including sales growth and revenue from new products and services. In the research field of knowledge sharing, it is critical to examine the influential factors of knowledge sharing behavior. Consequently, Wang and Noe （2010） had identified the main factors that affect employees＇ knowledge sharing in five aspects, including organizational context, interpersonal and team characteristics, cultural characteristics, individual characteristics, and motivational factors. However, our literature review shows that previous studies had focused on technical or organizational system factors affecting employees＇ knowledge sharing behavior. Future research may want to pay more attention to interpersonal trust and the quality ofquanxi between supervisor and co-workers. Consequently, the paper will mainly focus on the following three major purposes. Firstly, in the context of traditional Chinese culture, we are to examine the impact of supervisor-subordinate guanxi on employees＇ knowledge sharing behavior. Secondly, based on social identity theory we further explore the mediating role of organizational identification in the relationship between supervisor-subordinate guanxi and employees＇ knowledge sharing behavior, in order to gain insights into the mechanism between supervisor-subordinate guanxi and knowledge sharing behavior. Finally, from an individual value perspective, we will analyze the moderating effect of employees＇ collectivism orientation in order to better interpret the interpersonal influence mechanism of knowledge sharing behavior under the background of Chinese culture. Data was collected from 209 employees （response rate 67.4 percent）, and 52.7 percent of the participants were males. The employees were asked to complete a questionnaire package assessing supervisor-subordinate guanxi, organizational identification, knowledge sharing and collectivism. Among the major measures, the 6 items supervisor-subordinate guanxi scale was adopted from Law et al. （2000）. Organizational identification was measured with 6 items that was adopted from Mael and Ashforth （1992）. The five items knowledge sharing behavior scale was adopted from Lu, Lenng and Koch （2006）. The 5 items collectivism scale was adopted from Earley （1993）. Results show that Cronbach＇s alpha coefficients for these above measures range from 0.71 to 0.88. Hierarchical regression analysis was utilized to examine the proposed theoretical hypotheses. Our hierarchical regression analysis demonstrates that： （1） supervisor-subordinate guanxi relates positively to employees＇ knowledge sharing behavior; （2） organizational identification partly mediates the relationship between supervisor-subordinate guanxi and employees＇ knowledge sharing behavior; （3） employee＇s collectivism value moderates the relationship between supervisor-subordinate guanxi and organizational identification. Supervisor-subordinate guanxi has a stronger positive effect on organizational identification when employee collectivism values are low rather than high.
出处
《管理工程学报》
CSSCI
北大核心
2015年第3期30-38,共9页
Journal of Industrial Engineering and Engineering Management
基金
国家自然科学基金资助项目(71173217)
教育部人文社会科学规划基金资助项目(10YJA630010)
关键词
上下属关系
组织认同
知识分享
集体主义
supervisor-subordinate guanxi
organizational identification
knowledge sharing
collectivism
作者简介
李宗波（1984-），男，河南洛阳人，中国矿业大学管理学院讲师，博士，研究方向：组织行为与人力资源管理。
