职场排斥对知识隐藏的影响机理研究:一个被调节的链式中介模型
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摘要
现有关于知识共享等积极知识活动的研究日渐成熟,但实践效果却差强人意,知识隐藏等消极知识活动逐渐成为知识管理领域的新热点。为了探究职场排斥对员工知识隐藏行为的影响机理,本研究以资源保存理论为基础,以认知—情感人格系统理论为整体逻辑,构建了职场排斥通过关系认同与心理困扰作用于知识隐藏的链式中介模型,并探讨宽恕氛围在该模型中的调节作用。针对中国本土企业员工收集了639份有效问卷,利用Mplu s软件采用结构方程模型、Boot st r ap、潜调节结构模型法对被调节的链式中介模型进行实证检验。研究表明:(1)职场排斥对知识隐藏存在正向影响;(2)关系认同与心理困扰分别在职场排斥对知识隐藏的正向影响中起部分中介作用;(3)关系认同与心理困扰在职场排斥对知识隐藏的正向影响中起链式中介作用;(4)宽恕氛围通过缓和职场排斥对关系认同的负向影响进而对链式中介路径起调节作用,即宽恕氛围越高,职场排斥对关系认同的负向影响越弱,关系认同与心理困扰在职场排斥与知识隐藏之间的链式中介作用越弱。从理性角度出发重新探究职场排斥与知识隐藏之间的影响机理是对以往研究的补充与丰富,启示管理者们在激励员工实施知识共享活动的同时,要注意采取措施抑制知识隐藏等消极知识活动,从而激活组织员工对知识资源的创造力。
With the rapid development of knowledge economy and information technology, the knowledge of social activities is becoming more abundant. At the meantime, individual who is the carrier of knowledge plays an important role in various knowledge activities. The current research on active knowledge activities(i.e. knowledge sharing) is increasingly mature, but the practical effect is not satisfactory. Therefore, as the dark side behind the light, knowledge hiding and other negative knowledge activities have gradually become a new hot spot in the field of knowledge management.Drawing on Conservation of Resources Theory and Cognitive-Affective Processing System Theory, the current study constructs a moderated chain mediation model to explore the influence mechanism between workplace ostracism and knowledge hiding, the mediated role of relational identification and psychological distress, as well as moderated role of forgiveness climate. Based on 639 samples from local enterprises, this study used Structural Equation Model, Bootstrap and Latent Moderate Structural Equations for empirical test, also with the use of Mplus. The analysis results reveal that:(1) workplace ostracism exerts a significantly positive inf luence on knowledge hiding;(2) workplace ostracism indirectly inf luences knowledge hiding by relational identification and psychological distress respectively;(3) relational identification and psychological distress play a chain mediating effect between workplace ostracism and knowledge hiding;(4) the chain mediating effect is moderated by forgiveness climate: when forgiveness climate is stronger, the negative relationship between workplace ostracism and relational identification is noticeably weaker, while the chain mediating effect between workplace ostracism and knowledge hiding through relational identification and psychological distress is weaker as well.The study on the influence mechanism between workplace ostracism and knowledge hiding from a rational perspective complements and enriches previous studies. The results suggest that managers should take measures to restrain negative knowledge activities such as knowledge hiding while encouraging employees to carry out active knowledge activities, so as to promote employee's creativity in knowledge resource by adopting multiple measures simultaneously.
With the rapid development of knowledge economy and information technology, the knowledge of social activities is becoming more abundant. At the meantime, individual who is the carrier of knowledge plays an important role in various knowledge activities. The current research on active knowledge activities(i.e. knowledge sharing) is increasingly mature, but the practical effect is not satisfactory. Therefore, as the dark side behind the light, knowledge hiding and other negative knowledge activities have gradually become a new hot spot in the field of knowledge management.Drawing on Conservation of Resources Theory and Cognitive-Affective Processing System Theory, the current study constructs a moderated chain mediation model to explore the influence mechanism between workplace ostracism and knowledge hiding, the mediated role of relational identification and psychological distress, as well as moderated role of forgiveness climate. Based on 639 samples from local enterprises, this study used Structural Equation Model, Bootstrap and Latent Moderate Structural Equations for empirical test, also with the use of Mplus. The analysis results reveal that:(1) workplace ostracism exerts a significantly positive inf luence on knowledge hiding;(2) workplace ostracism indirectly inf luences knowledge hiding by relational identification and psychological distress respectively;(3) relational identification and psychological distress play a chain mediating effect between workplace ostracism and knowledge hiding;(4) the chain mediating effect is moderated by forgiveness climate: when forgiveness climate is stronger, the negative relationship between workplace ostracism and relational identification is noticeably weaker, while the chain mediating effect between workplace ostracism and knowledge hiding through relational identification and psychological distress is weaker as well.The study on the influence mechanism between workplace ostracism and knowledge hiding from a rational perspective complements and enriches previous studies. The results suggest that managers should take measures to restrain negative knowledge activities such as knowledge hiding while encouraging employees to carry out active knowledge activities, so as to promote employee's creativity in knowledge resource by adopting multiple measures simultaneously.
引文
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[2]张文勤,孙锐.知识员工目标取向与知识团队反思对知识活动行为的交互影响研究.南开管理评论, 2014, 17(5):33-41.
[3]林陵娜,施建刚,唐代中.考虑知识隐藏的项目团队知识共享激励研究.科研管理, 2015, 36(5):162-170.
[4]杨陈,唐明凤.竞争氛围感知对员工知识隐藏行为的影响机制.科技进步与对策, 2018, 35(17):131-138.
[5]?er ne, M., Nerst ad, C., Dysvi k, A.,?kerlavaj, M.. W hat Goes around Comes around:Knowledge Hiding, Perceived Motivational Climate, and Creativity. Academy of Management Journal, 2014, 57(1):172-192.
[6] Con nel ly, C.E., Zweig, D., Webst e r, J., Trouga kos, J.P..Knowledge Hiding in Organizations. Journal of Organizational Behavior, 2012, 33(1):64-88.
[7]张宝生,张庆普.基于扎根理论的知识型组织成员知识隐藏行为前因研究.科技进步与对策, 2017, 34(10):105-110.
[8] Z hao, H.D., X ia, Q., He, P.X.. Work place Ost racism a nd Knowledge Hiding in Service Organizations. International Journal of Hospitality Management, 2016,(59):84-94.
[9]李健希,刘军.知识隐藏行为:文献评述与研究展望.现代管理科学, 2018,(5):64-66.
[10] Hobfoll, S. E.. Conservation of Resources:A New Attempt at Conceptualizing Stress. American Psychologist, 1989, 44(3):513-524.
[11]黄岳陵,刘善仕,刘小浪.关系认同研究进展和展望.软科学,2017, 31(1):95-100.
[12] Bar nett, R. C., Brennan, R. T.. Change in Job Conditions,Change in Psychological Distress, and Gender:A Longitudinal St udy of Dual-ear ner Couples. Jou r nal of Organizational Behavior, 1997, 18(3):253-274.
[13] Mischel, W., Shoda, Y.. A Cognitive-Affective System Theory of Personality:Reconceptualizing Situations,Dispositions,Dy namics,and Invariance in Personality Structure. Psychological Review, 1995, 102(2):246-268.
[14]孙旭,严鸣,储小平.坏心情与工作行为:中庸思维跨层次的调节作用.心理学报, 2014, 46(11):1704-1718.
[15]张军伟,龙立荣.员工宽恕的前因与后果:多层次模型.心理学报, 2014, 46(8):1161-1175.
[16] Fe r r i s, D. L., Br ow n, D. J., B e r r y, J. W., Lia n, H.. T he Development and Validation of the Workplace Ostracism Scale.Journal of Applied Psychology, 2008, 93(6):1348-1366.
[17]刘小禹,刘军,许浚,吴蓉蓉.职场排斥对员工主动性行为的影响机制——基于自我验证理论的视角.心理学报, 2015, 47(6):826-836.
[18] Williams, K. D., Sommer, K. L.. Social Ostracism by Coworkers:Does Rejection Lead to Loafing or Compensation? Personality and Social Psychology Bulletin, 1997, 23(7):693-706.
[19] Hobfoll, S.E.. The Inf luence of Culture, Community, and the Nested-self in the Stress Process:Advancing Conservation of Resources Theory. Applied Psychology, 2001, 50(3):337-421.
[20] Bear, M. D., Dhensa-Kahlon, R. K., Colquitt, J. A., Rodell, J. B..Uneasy Lies the Head that Bears the Trust:The Effect of Feeling Trusted on Emotional Exhaustion. Academy of Management Journal, 2015, 58(6):1637-1657.
[21] Sluss, D. M., Ashforth, B. E.. Relational Identity and Identification:Defining Ourselves through Work Relationships. Academy of Management Review, 2007, 32(1):9-32.
[22] Banaji, M. R., Prentice, D. A.. The Self in Social Contexts.Annual Review of Psychology, 1994, 45(1):297-332.
[23] Eagly, A. H., Chaiken, S.. The Psychology of Attitudes. New York:Harcourt Brace Jovanovich College Publishers, 1993.
[24] Zhang, S., Chen, G. Q., Chen, X. P., Liu, D., Johnson, M. D..Relational Versus Collective Identification within Workgroups:Conceptualization,Measurement Development,and Nomological Network Building. Journal of Management, 2014, 40(6):1700-1731.
[25]吴隆增,刘军,许浚.职场排斥与员工组织公民行为:组织认同与集体主义倾向的作用.南开管理评论, 2010, 13(3):36-44.
[26]曹霞,瞿皎姣.资源保存理论溯源、主要内容探析及启示.中国人力资源开发, 2014,(15):75-79.
[27]瞿皎姣,曹霞,崔勋.基于资源保存理论的组织政治知觉对国有企业员工工作绩效的影响机理研究.管理学报, 2014, 11(6):852-860.
[28] Wu, L. Z., Hong-kit Yim, F., Ho, K. K., Zhang, X. M.. Coping with Workplace Ost racism:The Roles of Ingratiation and Political Skill in Employee Psychological Distress. Journal of Management Studies, 2012, 49(1):178-199.
[29] Greenhaus, J. H., Powell, G. N.. When Work and Family Are Allies:A Theory of Work-Family Enrichment. Academy of Management Review, 2006, 31(1):72-92.
[30] Schmidt, S., Roesler, U., Kusserow, T., Rau, R.. Uncertainty in the Workplace:Examining Role Ambiguity and Role Conflict,and Their Link to Depression:A Meta-analysis. European Journal of Work and Organizational Psychology, 2014, 23(1):91-106.
[31] Maslach, C., Schaufeli, W. B., Leiter, M. P.. Job Burnout. Annual Review of Psychology, 2001, 52(1):397-422.
[32] Albertsen, K., Rugulies, R., Garde, A. H., Burr, H.. The Effect of the Work Environment and Performance Based Self-esteem on Cognitive Stress Symptoms among Danish Knowledge Workers.Scandinavian Journal of Public Health, 2010, 38(3):81-89.
[33] Deci, E.L., Rya n, R.M.. T he “W hat” a nd “W hy” of Goal Pursuits:Human Needs and the Self-determination of Behavior.Psychological Inquiry, 2000, 11(4):227-268.
[34] Baumeister, R. F., Twenge, J. M., Nuss, C. K.. Effects of Social Exclusion on Cognitive Processes:Anticipated Loneliness Reduces Intelligent Thought. Journal of Personality and Social Psychology, 2002, 83(4):817-827.
[35] Rusting, C. L.. Personality,Mood,and Cognitive Processing of Emotional Information:Three Conceptual Frameworks.Psychological Bulletin, 1998, 124(2):165-196.
[36] Cropa n za no, R., Wr ig ht, T. A.. W hen a “Happy” Worker is Really a “P roduct ive” Worker:A Rev iew a nd Fu r t her Refinement of the Happy-productive Worker Thesis. Consulting Psychology Journal:Practice and Research, 2001, 53(3):182-199.
[37] Forgas, J. P., George, J. M.. Affective Influences on Judgments and Behavior in Organizations:An Information Processing Perspective. Organizational Behavior and Human Decision Processes, 2001, 86(1):3-34.
[38] Ashforth, B., Schinoff, B., Rogers, K..“I Identify with Her”“I Identify with Him”:Unpacking the Dynamics of Personal Identif ication in Organizations. Academy of Management Review, 2016, 41(1):28-60.
[39] Fehr, R., Gelfand, M. J.. The Forgiving Organization:A Multilevel Model of Forgiveness at Work. Academy of Management Review, 2012, 37(4):664-688.
[40] Ryan, R. M., Deci, E. L.. Self-determination Theory and the Facilitation of Intrinsic Motivation,Social Development,and Well-being. American Psychologist, 2000, 55(1):68-78.
[41] Kessler, R., Mroczek, D.. Final Versions of Our Non-specific Psychological Distress Scale. University of Michigan:Survey Research Center of the Institute for Social Research, 1994.
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