摘要
本研究通过构建一个有调节的中介模型,探讨了职场负面八卦对员工知识隐藏的影响机制,并检验了情绪耗竭的中介作用和消极互惠的调节作用。对416份调查数据进行统计分析,结果表明:(1)职场负面八卦对员工知识隐藏具有显著的正向影响;(2)情绪耗竭在职场负面八卦与员工知识隐藏之间起部分中介作用;(3)消极互惠在调节职场负面八卦与情绪耗竭之间关系的同时,也调节了情绪耗竭在职场负面八卦与知识隐藏间的中介作用。本文从职场负面八卦的新视角,探讨了影响员工知识隐藏的相关机制,对企业的管理实践具有一定的借鉴意义。
With the advent of the knowledge economy era, the highly efficient knowledge sharing is one of the key steps to improve the performance of organizations. Despite the established need for knowledge sharing, knowledge hiding is prevalent in many organizations and impairs knowledge transfer. Compared with the negative influence of knowledge hiding on organizations and employees, the antecedents of knowledge hiding have not been extensively examined. Extant studies which mostly based on social exchange theory have tested the relationship between workplace ostracism and employees′ knowledge hiding behavior. This study seeks to identify a new interpersonal antecedent of knowledge hiding, specifically workplace negative gossip, and mediating role of emotional exhaustion and the moderating role of negative reciprocity. Thus, we propose a moderated mediation model wherein workplace negative gossip predicts employees′ knowledge hiding behavior via emotional exhaustion, and negative reciprocity as the first stage moderator. Several hypotheses are proposed:(1) workplace negative gossip is positively related to knowledge hiding;(2) emotional exhaustion mediates the relationship between workplace negative gossip and knowledge hiding;(3) negative reciprocity moderates the relationship between workplace negative gossip and emotional exhaustion;and(4) negative reciprocity moderates the indirect effect of workplace negative gossip on knowledge hiding through emotional exhaustion.The participants of this study were 416 full-time employees from five high-tech enterprises in Shandong Province. In order to reduce the potential common method bias, the data was collected in three waves with two-month intervals. In the first-wave survey(T1), participants completed measures of predictor variable(perceived workplace negative gossip) and demographic variables(gender, age, and organizational tenure). In the second-wave survey(T2), two months later, participants were surveyed again and were required to rate mediating variable(emotional ex
作者
杜恒波
朱千林
Du Hengbo;Zhu Qianlin(School of Management,Shandong Institute of Business and Technology,Yantai 264005,Shandong,China;School of Economics and Management,Tongji University,Shanghai 200092,China)
出处
《科研管理》
CSSCI
CSCD
北大核心
2020年第3期264-272,共9页
Science Research Management
基金
教育部人文社会科学研究项目:“职场‘关系’攻击的影响因素及作用结果:一项跨层追踪研究”(19YJA630016,2019.01-2021.12)
国家自然科学基金项目:“职场无礼行为及影响机制研究:基于不同互动情境的理论建构与实证检验”(71872152,2019.01-2022.12)。
关键词
职场负面八卦
知识隐藏
情绪耗竭
消极互惠
workplace negative gossip
knowledge hiding
emotional exhaustion
negative reciprocity
