职场欺凌对研发人员知识分享意愿的影响机制研究

发布时间：2018-02-27 19:02

本文关键词： 职场欺凌知识分享意愿组织认同神经质　出处：《中国软科学》2017年02期 　论文类型：期刊论文

【摘要】：本文利用357份调查问卷数据,采用层级回归和"拔靴法",通过构建一个有调节的中介模型分析了职场欺凌对研发人员知识分享意愿的影响机制。分析结果显示:职场欺凌对研发人员的知识分享意愿有显著的负向影响,组织认同在其中起中介作用;神经质在调节职场欺凌与组织认同之间关系的同时也调节了组织认同在职场欺凌与知识分享意愿关系中的中介作用;只有当研发人员具有较高的神经质水平时,组织认同在职场欺凌与知识分享意愿关系中的中介作用才会显著。这些研究结果在理清职场欺凌影响机制,丰富职场"冷"暴力理论的同时,对企业管理实践也具有一定的指导意义。
[Abstract]:This paper uses 357 questionnaire data, By using hierarchical regression and boot pulling method, this paper analyzes the influence mechanism of workplace bullying on the knowledge sharing willingness of R & D personnel by constructing a moderated intermediary model. The results show that workplace bullying affects R & D personnel's knowledge score. Wishful thinking has a significant negative effect, Organizational identity plays an intermediary role, neuroticism not only regulates the relationship between workplace bullying and organizational identity, but also regulates the intermediary role of organizational identity in the relationship between workplace bullying and knowledge sharing willingness. Only when R & D personnel have a high level of neuroticism can organizational recognition play a significant role in the relationship between workplace bullying and the willingness to share knowledge. Enrich workplace "cold" violence theory, at the same time, business management practice also has certain guiding significance.
【作者单位】：山东工商学院工商管理学院;
【基金】：教育部人文社会科学规划基金项目“职场‘冷’暴力对企业中层管理者组织认同的影响机制:有调节的中介效用模型”(编号:15YJA630012) 国家自然科学基金项目“协同创新团队隐性知识共享有效性的随机动态博弈分析”(71501113)
【分类号】：F272.92

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