敌意的扩散:员工向上敌意对其知识共享行为的影响
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摘要
员工对主管的敌意情绪或许会影响员工向上的知识共享行为,但是员工对主管的敌意是否会影响员工对组织中其它成员进行知识共享呢?文章通过对合肥18家企业中的员工进行问卷调查,研究员工向上敌意与员工知识共享行为的关系。研究结果表明:员工向上敌意负向影响员工知识共享行为,社会交互作用在员工向上敌意与员工知识共享行为之间起完全中介作用,权力距离对社会交互作用的中介效应起调节作用。
The hostility of the employees to the supervisor may affect the employees' upward knowledge sharing behavior,but does the employees' hostility to the supervisor affect the employees' knowledge sharing behavior with other members of the organization? Through the questionnaire survey of employees in 18 enterprises in Hefei,the paper studies the relationship between the employees' hostility to the superior and employees' knowledge sharing behavior. The research results show that the employees' hostility to the superior negatively affects the employees' knowledge sharing behavior,the social interaction completely mediates the relationship between the employees' upward hostility and the employees' knowledge sharing behavior. The power distance plays a mediating role in the intermediary effect of social interaction.
The hostility of the employees to the supervisor may affect the employees' upward knowledge sharing behavior,but does the employees' hostility to the supervisor affect the employees' knowledge sharing behavior with other members of the organization? Through the questionnaire survey of employees in 18 enterprises in Hefei,the paper studies the relationship between the employees' hostility to the superior and employees' knowledge sharing behavior. The research results show that the employees' hostility to the superior negatively affects the employees' knowledge sharing behavior,the social interaction completely mediates the relationship between the employees' upward hostility and the employees' knowledge sharing behavior. The power distance plays a mediating role in the intermediary effect of social interaction.
引文
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[2]SPENDER J C.Making knowledge the basis of a dynamic theory of the firm[J].Strategic Management Journal,1996,17(S2):45-62.
[3]RIEGE A.Three-dozen knowledge-sharing barriers managers must consider[J].Journal of Knowledge Management,1996,9(3):18-35.
[4]PARK H,RIBIERE V,Jr W D S.Critical attributes of organizational culture that promote knowledge management technology implementation success[J].Journal of Knowledge Management,2004,8(3):106-117.
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[9]BARSKY A,KAPLAN S A,BEAL D J.Just feelings?The role of affect in the formation of organizational fairness judgments[J].Journal of Management,2011,37(1):248-279.
[10]汤超颖,艾树,龚增良.积极情绪的社会功能及其对团队创造力的影响:隐性知识共享的中介作用[J].南开管理评论,2011,14(4):129-137.
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[12]杜鹏程,杜雪,姚瑶,等.雇员敌意与员工创新行为:情绪劳动策略与冲突管理方式的作用[J].科技进步与对策,2017,34(12):148-154.
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[16]FOSS N J,HUSTED K,MICHAILOVA S.Governing knowledge sharing in organizations:levels of analysis,governance mechanisms,and research directions[J].Journal of Management Studies,2010,47(3):455-482.
[17]HISLOP D.Linking human resource management and knowledge management via commitment[J].Employee Relations,2003,25(2):182-202.
[18]HAECKEL S H.About the nature and future of interactive marketing[J].Journal of Interactive Marketing,1998,12(1):63-71.
[19]ZAJONC R B.Feeling and thinking:Preferences need no inferences[J].American Psychologist,1980,35(2):151-175.
[20]STEPHENS J P,CARMELI A.The positive effect of expressing negative emotions on knowledge creation capability and performance of project teams[J].International Journal of Project Management,2016,34(5):862-873.
[21]OKAZAKI S,ANDREU L,CAMPO S.Knowledge sharing among tourists via social media:A comparison between facebook and trip advisor[J].International Journal of Tourism Research,2017(1):107-119.
[22]方文侃,周涛.社会交互对社会化商务用户行为作用机理研究[J].情报杂志,2017,36(1):167-172.
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[24]KIRKMAN B L,SHAPIRO D L.The impact of cultural values on job satisfaction and organizational commitment in self-managing work teams:the mediating role of employee resistance[J].Academy of Management Journal,2001,44(3):557-569.
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[26]HUANG X,VLIERT E V D,VERT G V D.Breaking the silence culture:stimulation of participation and employee opinion withholding cross-nationally[J].Management&Organization Review,2005,1(3):459-482.
[27]NG K Y,DYNE L V.Individualism-collectivism as a boundary condition for effectiveness of minority influence in decision making[J].Organizotional Behanior and Human Decision Processes,2001,84(2):198-225.
[28]张璇,龙立荣.相互投资型雇佣关系对员工情绪耗竭的影响:强迫激情的中介作用和权力距离导向的调节作用[J].预测,2017,36(3):1-7.
[29]WATSON D,CLARK L A.The PANAS-X:Manual for the Positive and Negative Affect Schedule-expanded Form[M].Iowa City:University of Iowa Press,1994.
[30]JORG FINSTERWALDER,VOLKER G.KUPPELWIES-ER.Co-creation by engaging beyond oneself:the influence of task contribution on perceived customer-tocustomer social interaction during a group service encounter[J].Journal of Strategic Marketing,2011,19(7):607-618.
[31]KIRKMAN B L,CHEN G,FARH J L,et al.Individual power distance orientation and follower reactions to transformational leaders:a cross-level,cross-cultural examination[J].Academy of Management Journal,2009,52(4):744,764.
[32]LU L,LEUNG K,KOCH P T.Managerial knowledge sharing:the role of individual,interpersonal,and organizational factors[J].Management&Organization Review,2006,2(1):15-41.
[2]SPENDER J C.Making knowledge the basis of a dynamic theory of the firm[J].Strategic Management Journal,1996,17(S2):45-62.
[3]RIEGE A.Three-dozen knowledge-sharing barriers managers must consider[J].Journal of Knowledge Management,1996,9(3):18-35.
[4]PARK H,RIBIERE V,Jr W D S.Critical attributes of organizational culture that promote knowledge management technology implementation success[J].Journal of Knowledge Management,2004,8(3):106-117.
[5]VAN DEN HOOFF B,DE RIDDER J A.Knowledge sharing in context:the influence of organizational commitment,communication climate and CMC use on knowledge sharing[J].Journal of Knowledge Management,2004,8(6):117-130.
[6]HANSEN M T,MORS M L,LOVAS B.Knowledge sharing in organizations:multiple networks,multiple phases[J].Academy of Management Journal,2005,48(5):776-793.
[7]TSAI W.Knowledge transfer in intraorganizational networks:effects of network position and absorptive capacity on business unit innovation and performance[J].Academy of Management Journal,2001,44(5):996-1004.
[8]ASHKANASYN M,HUMPHREY R H.Current emotion research in organizational behavior[J].Emotion Review,2011,3(2):214-224.
[9]BARSKY A,KAPLAN S A,BEAL D J.Just feelings?The role of affect in the formation of organizational fairness judgments[J].Journal of Management,2011,37(1):248-279.
[10]汤超颖,艾树,龚增良.积极情绪的社会功能及其对团队创造力的影响:隐性知识共享的中介作用[J].南开管理评论,2011,14(4):129-137.
[11]杜鹏程,陈峰,黄红玉,等.非正式社会化对知识共享影响机制研究[J].科技进步与对策,2017,34(11):125-131.
[12]杜鹏程,杜雪,姚瑶,等.雇员敌意与员工创新行为:情绪劳动策略与冲突管理方式的作用[J].科技进步与对策,2017,34(12):148-154.
[13]WEISS H M,CROPANZANO R.Affective events theory:A theoretical discussion of the structure,causes and consequences of affective experiences at work[J].Research in Organizational Behavior,1996,18(3):1-74.
[14]SHEN J,TANG N Y,D’NETTO B.A multilevel analysis of the effects of HR diversity management on employee knowledge sharing:the case of Chinese employees[J].The International Journal of Human Resource Management,2014,25(12):1720-1738.
[15]EDWARDS M J.Common Knowledge:How Companies Thrive by Sharing What they Know[J].Aorn Journal,2004,79(4):872.
[16]FOSS N J,HUSTED K,MICHAILOVA S.Governing knowledge sharing in organizations:levels of analysis,governance mechanisms,and research directions[J].Journal of Management Studies,2010,47(3):455-482.
[17]HISLOP D.Linking human resource management and knowledge management via commitment[J].Employee Relations,2003,25(2):182-202.
[18]HAECKEL S H.About the nature and future of interactive marketing[J].Journal of Interactive Marketing,1998,12(1):63-71.
[19]ZAJONC R B.Feeling and thinking:Preferences need no inferences[J].American Psychologist,1980,35(2):151-175.
[20]STEPHENS J P,CARMELI A.The positive effect of expressing negative emotions on knowledge creation capability and performance of project teams[J].International Journal of Project Management,2016,34(5):862-873.
[21]OKAZAKI S,ANDREU L,CAMPO S.Knowledge sharing among tourists via social media:A comparison between facebook and trip advisor[J].International Journal of Tourism Research,2017(1):107-119.
[22]方文侃,周涛.社会交互对社会化商务用户行为作用机理研究[J].情报杂志,2017,36(1):167-172.
[23]GELFAND M J,EREZ M,AYCAN Z.Cross-cultural organizational behavior[J].Annual Review of Psychology,2007,58(1):479-514.
[24]KIRKMAN B L,SHAPIRO D L.The impact of cultural values on job satisfaction and organizational commitment in self-managing work teams:the mediating role of employee resistance[J].Academy of Management Journal,2001,44(3):557-569.
[25]COOPER C L.Culture’s Consequences:international differences in work related values,Geert Hofstede,Sage Publications,London and Beverly Hils[J].Journal of Organizational Behavior,1982,3(2):202-204.
[26]HUANG X,VLIERT E V D,VERT G V D.Breaking the silence culture:stimulation of participation and employee opinion withholding cross-nationally[J].Management&Organization Review,2005,1(3):459-482.
[27]NG K Y,DYNE L V.Individualism-collectivism as a boundary condition for effectiveness of minority influence in decision making[J].Organizotional Behanior and Human Decision Processes,2001,84(2):198-225.
[28]张璇,龙立荣.相互投资型雇佣关系对员工情绪耗竭的影响:强迫激情的中介作用和权力距离导向的调节作用[J].预测,2017,36(3):1-7.
[29]WATSON D,CLARK L A.The PANAS-X:Manual for the Positive and Negative Affect Schedule-expanded Form[M].Iowa City:University of Iowa Press,1994.
[30]JORG FINSTERWALDER,VOLKER G.KUPPELWIES-ER.Co-creation by engaging beyond oneself:the influence of task contribution on perceived customer-tocustomer social interaction during a group service encounter[J].Journal of Strategic Marketing,2011,19(7):607-618.
[31]KIRKMAN B L,CHEN G,FARH J L,et al.Individual power distance orientation and follower reactions to transformational leaders:a cross-level,cross-cultural examination[J].Academy of Management Journal,2009,52(4):744,764.
[32]LU L,LEUNG K,KOCH P T.Managerial knowledge sharing:the role of individual,interpersonal,and organizational factors[J].Management&Organization Review,2006,2(1):15-41.