职场排斥与员工知识共享意愿的关系研究——组织认同感和依赖型自我构念的作用被引量：5

Workplace Ostracism and the Employees' Intention of Knowledge Sharing: The Roles of Organizational Identification and Interdependent Self-Construal

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摘要在中国组织情景下研究职场排斥对员工知识共享意愿的影响以及组织认同和依赖型自我构念在该影响过程中的中介及调节作用。以江苏、安徽地区企业组织的239名员工为研究对象,对调查数据进行层级回归分析。研究表明,中国情境下职场排斥与员工知识共享意愿呈显著负相关;员工组织认同在其中起完全中介作用;依赖型自我构念在职场排斥和组织认同的关系中起调节作用,高依赖型自我构念能够强化职场排斥与员工组织公民行为的负向关系。 It studies the effect of workplace ostracism in employees＇ knowledge sharing and organizational identification and staff interdependent self-construal itself in the mediation and regulating role in the process of the impact. Hierarchical regression analyzes on a matched sample of 239 employees in Jiangsu and Anhui provinces show： workplace ostracism relates negatively to employees＇ knowledge sharing; organizational identification fully mediates the relationship between workplace ostracism and employees＇ knowledge sharing; staff interdependent self-construal moderates the relationship between workplace ostracism and organizational identification so that workplace ostracism has a stronger negative effect on organizational identification when employee interdependent self-construal are high rather than low.

作者李小聪赵敏王惠

机构地区河海大学商学院淮阴师范学院淮阴工学院图书馆

出处《图书馆学研究》 CSSCI 北大核心 2014年第19期96-100,F0003,共6页 Research on Library Science

基金 2013年国家社科基金青年项目"高校科研创新团队内部知识转移运行机制与影响因素研究"(项目编号:13CGL069)的研究成果之一

关键词职场排斥员工知识共享意愿组织认同依赖型自我构念 workplace ostracism employees＇ knowledge sharing organizational identificationinterdependent self-construal

分类号 F272.92 [经济管理—企业管理]

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