服务型领导如何影响员工知识共享行为？——一个有调节的中介模型

摘要/Abstract

摘要： 本文主要探讨服务型领导对员工知识共享行为的影响,并以组织认同为中介变量和领导组织化身为调节变量,构建并验证一个有调节的中介模型,以阐释服务型领导对员工知识共享行为的内在影响机制及边界条件。通过对两阶段所收集到的356份样本数据统计分析发现:服务型领导对员工的知识共享行为具有显著正向影响;组织认同在服务型领导影响员工知识共享行为的过程中发挥部分中介作用;领导组织化身不仅能够调节服务型领导对员工组织认同的影响,还能够调节组织认同在服务型领导与员工知识共享行为关系间的中介作用,即领导组织化身水平越高,服务型领导对员工组织认同的正向影响越强,且组织认同在服务型领导与员工知识共享行为关系间的中介效应越显著。

关键词: 服务型领导, 知识共享行为, 组织认同, 领导组织化身

Abstract: This paper mainly discusses the influence of servant leadership on employee's knowledge sharing behavior. In order to interpret the internal influence mechanism and boundary conditions of servant leadership on employee's knowledge sharing behavior, we introduce organizational identification as the mediator and supervisor's organizational embodiment as a moderator into the relationship between them. Through statistical analysis of 356 sample data collected at two stages, the study finds that servant leadership could effectively stimulate employee's knowledge sharing behavior. Organizational identity of employees partly mediates the influence of servant leadership on his/her knowledge sharing behavior. Supervisor's organizational embodiment of employees not only moderates the influence of servant leadership on his/her organizational identification, but also moderates the mediation of organizational identity on the relationship between servant leadership and his/her knowledge sharing behavior. Namely, when an employee has a high level of supervisor's organizational embodiment, the influence of servant leadership on his/her organizational identification is stronger, and the mediation of organizational identity in the relationship between servant leadership and employee's knowledge sharing behavior is more apparent.

Key words: Servant Leadership, Knowledge Sharing Behavior, Organizational Identification, Supervisor's Organizational Embodiment

中图分类号:

F272.92

苏伟琳, 林新奇. 服务型领导如何影响员工知识共享行为？——一个有调节的中介模型[J]. 财经论丛, 2019, 35(10): 84-93.

SU Weilin, LIN Xinqi. How does Servant Leadership Influence Employees' Knowledge Sharing Behaviors?——A Moderated Mediation Model[J]. , 2019, 35(10): 84-93.

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