Abstract: Taking the new generation staffs as the research object, this paper aims at studying the impacts of the goal orientation upon the tacit knowledge sharing based on the context of the organizational change. A moderated mediation model is constructed to examine the hypotheses using the matching questionnaire data of the new generation staff. The results are as follows: the achievement goal orientation has a significant negative impact on the tacit knowledge sharing; the learning goal orientation has a significant positive impact on the tacit knowledge sharing, and this process is also regulated by the achievement goal orientation. In addition, the interaction effect of the learning goal orientation and the achievement goal orientation is mediated by the job burnout. These conclusions not only provide a new theoretical perspective for the analysis of the influencing factors of the tacit knowledge sharing, but also enrich and expand the literature of the goal orientation, motivational psychology theory. Furthermore, this paper provides practical enlightenment for enterprise managers to guide the tacit knowledge sharing behavior of the new generation staff.

Key words: New Generation Staff, Goal Orientation, Job Burnout, Tacit Knowledge Sharing

摘要： 针对新生代员工隐性知识共享的产生机制,通过构建被中介的调节模型来检验组织变革情境下目标取向对新生代员工隐性知识共享的作用机理。基于新生代员工的调研数据,建立结构方程模型对假设做逐项检验。结果显示:证明目标取向对隐性知识共享具有显著负向影响;学习目标取向对隐性知识共享具有显著正向影响,此过程受到证明目标取向的调节作用,并且职业倦怠会在学习目标取向与证明目标取向对隐性知识共享的交互效应中发挥部分中介作用。研究结论为隐性知识共享的影响因素分析提供了一个崭新的理论视角,并丰富和延伸了目标取向理论的研究范畴,还为企业管理者有效引导新生代员工的隐性知识共享行为提供了实践启示。

关键词: 新生代员工, 目标取向, 职业倦怠, 隐性知识共享