员工敬业度对知识型员工知识分享意愿的影响——基于人-环境互动的视角  

The Influence of Employee Engagement on Knowledge Sharing Willingness of Knowledge Employees——Based on Perspective of Human—Environment Interaction

作　　者：罗冰清 卢正刚 LUO Bingqing;LU Zhenggang

机构地区：[1]上海大学管理学院

出　　处：《秘书》2020年第1期59-72,共14页Secretary

基　　金：国家社会科学基金项目“基于胜任力模型的公务员岗位绩效评估研究”(16BGL170)

摘　　要：以人-环境互动理论、社会交换理论和社会认同理论为基础,运用AMOS22.0、SPSS20.0、Mplus7.4和Origin2017对调研693名知识型员工所得的数据进行统计分析,探究员工敬业度对知识型员工知识分享意愿的影响,组织认同在其中的中介作用,以及个人-组织匹配在员工敬业度与组织认同之间的调节作用。结果表明:员工敬业度对知识型员工的知识分享意愿具有正向影响;组织认同在员工敬业度与知识型员工知识分享意愿之间发挥部分中介作用;知识型员工的个人-组织匹配在正向调节员工敬业度与组织认同之间起中介作用,形成中介作用模型,并且和员工敬业度相比,个人-组织匹配对于组织认同的影响程度更高。Based on the theory of human-environment interaction,social exchange theory and social identity,this paper used AMOS22.0,SPSS20.0,Mplus7.4 and Origin 2017 to statistically analyze the survey data of 693 knowledge workers. A moderated mediation model is built to research the effect of employee engagement on knowledge sharing willingness of knowledge employees as well as the partial mediating role of organizational identity and the moderating role of person-organization fit.The results show as follows:employee engagement has a significant positive effect on willingness to knowledge sharing of knowledge employees;organizational identity partial mediates the relationship between employee engagement and willingness to knowledge sharing of knowledge employees;person-organization fit plays a moderating role in the mediating path,forming a moderated mediation model;in the moderation role,person-organization fit has a greater impact on organizational identity than employee engagement.

关 键 词：员工敬业度 知识分享意愿 组织认同 个人-组织匹配 知识型员工 

分 类 号：F272.92[经济管理—企业管理]