工作自主性、组织阻碍感知与员工知识隐藏  

Job Autonomy,Organizational Obstruction Perspective and Employee Knowledge Hiding

作　　者：付晔 彭秋萍 钟熙[2] FU Ye;PENG Qui-ping;ZHONG Xi(Office of Development Strategy and Planning,South China University of Technology,Guangzhou 510640;School of Business Administration,South China University of Technology,Guangzhou 510640)

机构地区：[1]华南理工大学发展战略与规划处,广州510640 [2]华南理工大学工商管理学院,广州510640

出　　处：《软科学》2020年第6期131-135,共5页Soft Science

基　　金：广东省自然科学基金项目(2017A030313631)。

摘　　要：基于社会交换理论,推测工作自主性不仅将直接影响员工知识隐藏,还将通过组织阻碍感知的中介作用间接影响员工知识隐藏,且领导奖励缺失在期间发挥调节作用。结果发现:工作自主性对员工知识隐藏具有负向影响;组织阻碍感知在工作自主性与员工知识隐藏间发挥完全负向中介作用,且随着领导奖励缺失的增加,组织阻碍感知的负向中介作用将增强;随着领导奖励缺失水平的增加,组织阻碍感知对员工知识隐藏的负向影响将增强。Drawing upon social exchange theory,this paper speculates that job autonomy will not only directly affect employee knowledge hiding,but also indirectly affect employee knowledge hiding through the mediation role of perceived organizational obstruction and the moderating role of leader reward omission.Results have supported our hypothetical:job autonomy was negatively related to employee knowledge hiding;perceived organizational obstruction fully mediates the relation between job autonomy and employee knowledge behavior;and the higher the level of employee reward omission,the negative mediation role of perceived organization obstruction will be stronger.With the increase of employee omission level,the negative influ-ence of organizational hindrance perception on employees'knowledge hiding behovior will be enhanced.

关 键 词：工作自主性 组织阻碍感知 知识隐藏 领导奖励缺失 

分 类 号：F272.92[经济管理—企业管理]