授权型领导对员工隐性知识分享的影响机制——内部人身份感知的中介作用与职场友谊的调节作用
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摘要
在环境不确定性和内外部资源约束情境下,知识管理对于企业成长与发展变得愈发重要。从心理授权视角出发,探讨了授权型领导与员工隐性知识分享的关系,并以角色认同与自我归类理论为基础,进一步研究了内部人身份感知与职场友谊在以上关系中的作用。基于276份"主管-员工"配对数据的实证结果表明:授权型领导对员工隐性知识分享具有显著正向预测效果;内部人身份感知在授权型领导与隐性知识分享之间起到部分中介作用;职场友谊正向调节内部人身份感知与隐性知识分享间的关系,即职场友谊水平越高,内部人身份感知对员工隐性知识分享的正向作用越强。
Knowledge management is increasingly important for growth and development of enterprise in situations where environmental uncertainty and internal and external resource constraints.From the perspective of empowerment, this study explores the relationship between empowered leadership and employee tacit knowledge sharing.Based on the role identity and self-categorization theory, this paper further studies the relationship between internal identity perception and workplace friendship.The empirical results based on 276 "leader-employee" supporting data show that authorized leadership has a significant positive predictive effect on employee tacit knowledge sharing.Insider identity perception can play a part of intermediary role between authorizing leadership and tacit knowledge sharing.Workplace friendship positively regulates the relationship between insider's identity perception and tacit knowledge sharing, that is, the higher the level of workplace friendship, the greater the positive influence of insider's identity perception on employees' tacit knowledge sharing.
Knowledge management is increasingly important for growth and development of enterprise in situations where environmental uncertainty and internal and external resource constraints.From the perspective of empowerment, this study explores the relationship between empowered leadership and employee tacit knowledge sharing.Based on the role identity and self-categorization theory, this paper further studies the relationship between internal identity perception and workplace friendship.The empirical results based on 276 "leader-employee" supporting data show that authorized leadership has a significant positive predictive effect on employee tacit knowledge sharing.Insider identity perception can play a part of intermediary role between authorizing leadership and tacit knowledge sharing.Workplace friendship positively regulates the relationship between insider's identity perception and tacit knowledge sharing, that is, the higher the level of workplace friendship, the greater the positive influence of insider's identity perception on employees' tacit knowledge sharing.
引文
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[2] WANG S, NOE R A.Knowledge sharing: a review and directions for future research[J].Human Resource Management Review, 2010, 20(2):115-131.
[3] 王娟茹, 赵嵩正, 杨瑾.隐性知识共享模型与机制研究[J].科学学与科学技术管理, 2004, 25(10):65-67.
[4] HENDRIKS P.Why share knowledge? the influence of ICT on the motivation for knowledge sharing[J].Knowledge & Process Management, 2015, 6(2):91-100.
[5] BAVIK Y L, TANG P M, SHAO R, et al.Ethical leadership and employee knowledge sharing: exploring dual-mediation paths[J].Leadership Quarterly, 2015, 29(2):322-332
[6] 石磊.道德型领导与员工越轨行为关系的实证研究——一个中介调节作用机制[J].预测, 2016, 35(2):23-28.
[7] 王永丽, 邓静怡, 任荣伟.授权型领导、团队沟通对团队绩效的影响[J].管理世界, 2009(4):119-127.
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[14] SONG S H, OLSHFSKI D.Friends at work a comparative study of work attitudes in seoul city government and New Jersey state government[J].Administration & Society, 2008, 40(2):147-169.
[15] 唐贵瑶, 李鹏程, 陈扬.授权型领导对企业创新的影响及作用机制研究[J].管理工程学报, 2016, 30(1):52-60.
[16] PEARCE C L, SIMS H P, COX J F, et al.Transactors, transformers and beyond: a multi-method development of a theoretical typology of leadership.[J].Journal of Management Development, 2003, 22(4):273-307.
[17] AHEARNE M, MATHIEU J, RAPP A.To empower or not to empower your sales force? an empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance.[J].Journal of Applied Psychology, 2005, 90(5):945-55.
[18] REID L A, POLANYI M.Personal knowledge: towards a post-critical philosophy[J].Philosophy of Science, 1959, 107(4):617-618.
[19] NONAKA I.The knowledge-creating company[M].Harvard Business Press, 2015.
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[22] CARMELI A, ATWATER L, LEVI A.How leadership enhances employees′ knowledge sharing: the intervening roles of relational and organizational identification[J].Journal of Technology Transfer, 2011, 36(3):257-274.
[23] GUPTA A K, GOVINDARAJAN V.Knowledge flows within multinational corporations[J].Strategic Management Journal, 2015, 21(4):473-496.
[24] LARSON J R, FOSTERFISHMAN P G, FRANZ T M.Leadership style and the discussion of shared and unshared information in decision-making groups.[J].Personality & Social Psychology Bulletin, 1998, 24(5):482-495.
[25] SRIVASTAVA A, BARTOL K M, LOCKE E A.Empowering leadership in management teams: effects on knowledge sharing, efficacy, and performance.[J].Academy of Management Journal, 2006, 49(6):1239-1251.
[26] 周军杰, 李新功, 李超.不同合作创新模式与隐性知识转移的关系研究[J].科学学研究, 2009, 27(12):1914-1919.
[27] MASTERSON S S, STAMPER C L.Perceived organizational membership: an aggregate framework representing the employee-organization relationship.[J].Journal of Organizational Behavior, 2003, 24(5):473-490.
[28] 汪林, 储小平, 倪婧.领导——部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究[J].管理世界, 2009(1):97-107.
[29] RAUB S, ROBERT C.Differential effects of empowering leadership on in-role and extra-role employee behaviors: exploring the role of psychological empowerment and power values.[J].Human Relations, 2010, 63(11):1743-1770.
[30] CHEN Z X, ARYEE S.Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China[J].Academy of Management Journal, 2007, 50(1):226-238.
[31] WITHERSPOON C L, BERGNER J, COCKRELL C, et al.Antecedents of organizational knowledge sharing: a meta-analysis and critique[J].Journal of Knowledge Management, 2013, 17(2):250-277(28).
[32] 赵斌, 韩盼盼, 赵凤娜.价值观匹配与员工创新行为——内部人身份感知和批判性思维的作用[J].软科学, 2017, 31(3):83-86.
[33] ZHAO H, KESSEL M, KRATZER J.Supervisor–subordinate relationship, differentiation, and employee creativity: a self-categorization perspective[J].Journal of Creative Behavior, 2014, 48(3):165-184.
[34] ARMSTRONGSTASSEN M, SCHLOSSER F.Perceived organizational membership and the retention of older workers.[J].Journal of Organizational Behavior, 2011, 32(2):319-344.
[35] 王永跃, 祝涛.伦理型领导、工具主义伦理气氛与员工不道德行为:内部人身份感知的调节作用[J].心理科学, 2014(6):1455-1460.
[36] 张晓舟.职场管理的新领域——职场友谊研究述评[J].外国经济与管理, 2014, 36(3):49-55.
[37] BERMAN E M, WEST J P, RICHTER M N.Workplace relations: friendship patterns and consequences (according to managers)[J].Public Administration Review, 2002, 62(2):217-230.
[38] NAHAPIET J, GHOSHAL S.Social capital, intellectual capital, and the organizational advantage[J].Knowledge & Social Capital, 2000, 23(2):119-157.
[39] MAO H Y, HSIEH A T, CHEN C Y.The relationship between workplace friendship and perceived job significance[J].Journal of Management & Organization, 2012, 18(2):247-262.
[40] 王嵩, 王刊良, 田军.科研团队隐性知识共享的结构性要素——一个社会网络分析案例[J].科学学与科学技术管理, 2009, 30(12):116-121.
[41] 孙健敏, 焦海涛.中国组织情境下的职场友谊[J].经济管理, 2012(12):62-70.
[42] BOCK G W, ZMUD R W, KIM Y G, et al.Behavioral intention formation in knowledge sharing: examining the roles of extrinsic motivators, social-psychological forces, and organizational climate[J].Mis Quarterly, 2005, 29(1):87-111.
[2] WANG S, NOE R A.Knowledge sharing: a review and directions for future research[J].Human Resource Management Review, 2010, 20(2):115-131.
[3] 王娟茹, 赵嵩正, 杨瑾.隐性知识共享模型与机制研究[J].科学学与科学技术管理, 2004, 25(10):65-67.
[4] HENDRIKS P.Why share knowledge? the influence of ICT on the motivation for knowledge sharing[J].Knowledge & Process Management, 2015, 6(2):91-100.
[5] BAVIK Y L, TANG P M, SHAO R, et al.Ethical leadership and employee knowledge sharing: exploring dual-mediation paths[J].Leadership Quarterly, 2015, 29(2):322-332
[6] 石磊.道德型领导与员工越轨行为关系的实证研究——一个中介调节作用机制[J].预测, 2016, 35(2):23-28.
[7] 王永丽, 邓静怡, 任荣伟.授权型领导、团队沟通对团队绩效的影响[J].管理世界, 2009(4):119-127.
[8] 张亚军, 张金隆, 张千帆,等.威权和授权领导对员工隐性知识共享的影响研究[J].管理评论, 2015, 27(9):130-139.
[9] THOITS P A, VIRSHUP L K.Me's and we's: forms and functions of social identities[J].American Psychological Association,1997(1).:106-133.
[10] SCHAUBROECK J M, SHEN Y, CHONG S.A dual-stage moderated mediation model linking authoritarian leadership to follower outcomes.[J].Journal of Applied Psychology, 2016, 102(2):203.
[11] LAPALME M è, STAMPER C L, SIMARD G, et al.Bringing the outside in: can "external" workers experience insider status?[J].Journal of Organizational Behavior, 2009, 30(7):919-940.
[12] STAMPER C L, MASTERSON S S.Insider or outsider? how employee perceptions of insider status affect their work behavior[J].Journal of Organizational Behavior, 2002, 23(8):875-894.
[13] 尹奎, 孙健敏, 张凯丽,等.职场友谊对建言行为的影响:一个有调节的中介模型[J].管理评论, 2018, 30(4):132-141.
[14] SONG S H, OLSHFSKI D.Friends at work a comparative study of work attitudes in seoul city government and New Jersey state government[J].Administration & Society, 2008, 40(2):147-169.
[15] 唐贵瑶, 李鹏程, 陈扬.授权型领导对企业创新的影响及作用机制研究[J].管理工程学报, 2016, 30(1):52-60.
[16] PEARCE C L, SIMS H P, COX J F, et al.Transactors, transformers and beyond: a multi-method development of a theoretical typology of leadership.[J].Journal of Management Development, 2003, 22(4):273-307.
[17] AHEARNE M, MATHIEU J, RAPP A.To empower or not to empower your sales force? an empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance.[J].Journal of Applied Psychology, 2005, 90(5):945-55.
[18] REID L A, POLANYI M.Personal knowledge: towards a post-critical philosophy[J].Philosophy of Science, 1959, 107(4):617-618.
[19] NONAKA I.The knowledge-creating company[M].Harvard Business Press, 2015.
[20] COPPEDGE B B.Transferring tacit knowledge with the movement of people: a delphi study[J].Dissertations & Theses - Gradworks, 2010.
[21] CARLILE P R.A Pragmatic view of knowledge and boundaries: boundary objects in new product development[J].Organization Science, 2002, 13(4):442-455.
[22] CARMELI A, ATWATER L, LEVI A.How leadership enhances employees′ knowledge sharing: the intervening roles of relational and organizational identification[J].Journal of Technology Transfer, 2011, 36(3):257-274.
[23] GUPTA A K, GOVINDARAJAN V.Knowledge flows within multinational corporations[J].Strategic Management Journal, 2015, 21(4):473-496.
[24] LARSON J R, FOSTERFISHMAN P G, FRANZ T M.Leadership style and the discussion of shared and unshared information in decision-making groups.[J].Personality & Social Psychology Bulletin, 1998, 24(5):482-495.
[25] SRIVASTAVA A, BARTOL K M, LOCKE E A.Empowering leadership in management teams: effects on knowledge sharing, efficacy, and performance.[J].Academy of Management Journal, 2006, 49(6):1239-1251.
[26] 周军杰, 李新功, 李超.不同合作创新模式与隐性知识转移的关系研究[J].科学学研究, 2009, 27(12):1914-1919.
[27] MASTERSON S S, STAMPER C L.Perceived organizational membership: an aggregate framework representing the employee-organization relationship.[J].Journal of Organizational Behavior, 2003, 24(5):473-490.
[28] 汪林, 储小平, 倪婧.领导——部属交换、内部人身份认知与组织公民行为——基于本土家族企业视角的经验研究[J].管理世界, 2009(1):97-107.
[29] RAUB S, ROBERT C.Differential effects of empowering leadership on in-role and extra-role employee behaviors: exploring the role of psychological empowerment and power values.[J].Human Relations, 2010, 63(11):1743-1770.
[30] CHEN Z X, ARYEE S.Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China[J].Academy of Management Journal, 2007, 50(1):226-238.
[31] WITHERSPOON C L, BERGNER J, COCKRELL C, et al.Antecedents of organizational knowledge sharing: a meta-analysis and critique[J].Journal of Knowledge Management, 2013, 17(2):250-277(28).
[32] 赵斌, 韩盼盼, 赵凤娜.价值观匹配与员工创新行为——内部人身份感知和批判性思维的作用[J].软科学, 2017, 31(3):83-86.
[33] ZHAO H, KESSEL M, KRATZER J.Supervisor–subordinate relationship, differentiation, and employee creativity: a self-categorization perspective[J].Journal of Creative Behavior, 2014, 48(3):165-184.
[34] ARMSTRONGSTASSEN M, SCHLOSSER F.Perceived organizational membership and the retention of older workers.[J].Journal of Organizational Behavior, 2011, 32(2):319-344.
[35] 王永跃, 祝涛.伦理型领导、工具主义伦理气氛与员工不道德行为:内部人身份感知的调节作用[J].心理科学, 2014(6):1455-1460.
[36] 张晓舟.职场管理的新领域——职场友谊研究述评[J].外国经济与管理, 2014, 36(3):49-55.
[37] BERMAN E M, WEST J P, RICHTER M N.Workplace relations: friendship patterns and consequences (according to managers)[J].Public Administration Review, 2002, 62(2):217-230.
[38] NAHAPIET J, GHOSHAL S.Social capital, intellectual capital, and the organizational advantage[J].Knowledge & Social Capital, 2000, 23(2):119-157.
[39] MAO H Y, HSIEH A T, CHEN C Y.The relationship between workplace friendship and perceived job significance[J].Journal of Management & Organization, 2012, 18(2):247-262.
[40] 王嵩, 王刊良, 田军.科研团队隐性知识共享的结构性要素——一个社会网络分析案例[J].科学学与科学技术管理, 2009, 30(12):116-121.
[41] 孙健敏, 焦海涛.中国组织情境下的职场友谊[J].经济管理, 2012(12):62-70.
[42] BOCK G W, ZMUD R W, KIM Y G, et al.Behavioral intention formation in knowledge sharing: examining the roles of extrinsic motivators, social-psychological forces, and organizational climate[J].Mis Quarterly, 2005, 29(1):87-111.