对员工发展投入值得吗?——发展型人力资源实践对员工知识共享行为及离职意愿的影响  

Does Investment in Employee Development Pay off? The Impact of Developmental Human Resources Practices on Knowledge Sharing Behavior and Turnover Intention

作　　者：何会涛[1] 袁勇志[1] 彭纪生[2] 

机构地区：[1]苏州大学商学院,苏州215021 [2]南京大学商学院,南京210008

出　　处：《管理评论》2011年第1期75-84,共10页Management Review

基　　金：国家自然科学基金重点项目(70732002);国家自然科学基金面上项目(7097203671072127)

摘　　要：为解决中国企业对员工发展投入的"两难困境",本文对中国72家企业的632名知识型员工进行调查,分析了对员工的发展投入与员工的知识共享行为以及离职意向的关系。实证研究表明,知识型企业对员工发展投入的"顾虑"是多余的,由职业发展、培训机会以及绩效评价构成的发展型人力资源实践不仅可以增加知识型员工的知识共享行为,且不会导致高的离职率,反而能够有效降低员工的离职倾向。研究也发现,组织支持感在发展型人力资源实践与员工知识共享行为和离职意向关系中起部分中介作用。同时,揭示了对员工发展投入与员工行为之间的作用机制,启示我国知识型企业要消除"顾虑",积极对员工发展进行投入。In order to solve the paradox of the investment in knowledge employee development in China,this paper analyzes the relationship among the investment in knowledge employee development,knowledge-sharing behavior and employee turnover intention based on a survey of 632 knowledge employees in 72 corporations.The empirical research shows that it is not so necessary for knowledge corporations to worry about the investment in knowledge employee development.Developmental human resources practices which are composed of career development,training opportunities and performance evaluation can not only increase the knowledge sharing behavior,but also reduce the employee turnover intention.This paper also discovers that perceived organizational support is playing a partly intermediate role on developmental human resources practices,employee knowledge sharing behavior and turnover intention,revealing the mechanism of developmental human resources practices and employee behaviors.The research inspires our knowledge-based corporations to eliminate the worries and increase the investment in the employee development actively.

关 键 词：发展型人力资源实践 组织支持感 知识共享行为 离职意向 

分 类 号：F272.92[经济管理—企业管理]