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文章以来自15家企业的209份主管—员工配对问卷为样本,考察了知识分享对员工创新行为和基于组织的自尊的影响,基于组织的自尊对员工创新行为的影响,并检验了基于组织的自尊的中介作用,以及组织支持感对基于组织的自尊与员工创新行为关系的调节效应。研究结果显示:知识分享对员工创新行为和基于组织的自尊有显著正效应,基于组织的自尊对员工创新行为有显著正效应,基于组织的自尊部分中介知识分享对员工创新行为的影响,组织支持感调节基于组织的自尊与员工创新行为之间的关系。
Abstract:This paper examines the effects of knowledge sharing on employees' innovative behavior and organization-based selfesteem( OBSE),the effect of OBSE on employees' innovative behavior,the mediating effect of OBSE on the relationship between knowledge sharing and employees' innovative behavior,and moderating role of perceived organizational support on the relationship between organization-based self-esteem and employees' innovative behavior by using data from a sample of 209 employees and their immediate supervisors in 15 companies. The results indicate that knowledge sharing has positive effects on employees' innovative behavior and OBSE; OBSE has a positive effect on employees' innovative behavior; OBSE partially mediates the relationship between knowledge sharing and employees' innovative behavior; perceived organizational support moderates the relationship between organization-based self-esteem and employees' innovative behavior.
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基本信息:
DOI:10.14134/j.cnki.cn33-1336/f.2017.01.003
中图分类号:F272.92
引用信息:
[1]郑馨怡,李燕萍,刘宗华.知识分享对员工创新行为的影响:基于组织的自尊和组织支持感的作用[J].商业经济与管理,2017,No.303(01):24-33.DOI:10.14134/j.cnki.cn33-1336/f.2017.01.003.
基金信息:
国家自然科学基金项目“高承诺人力资源管理对新生代员工产出的作用机制:基于工作要求一资源视角”(71372125);国家自然科学基金项目“新生代员工工作价值观、组织社会化策略对工作行为的作用机理——一项多层次研究”(71172203)
2017-01-15
2017-01-15