文献类型：期刊文献

中文题名：工作场所排斥如何降低员工的知识分享意愿?

英文题名：Why Does Workplace Exclusion Decrease Knowledge Sharing Intention?

作者：关涛[1];沈涵[1,2]

机构：[1]华东理工大学商学院,上海200237;[2]上海大众汽车有限公司,上海201805

年份：2017

卷号：29

期号：4

起止页码：81

中文期刊名：研究与发展管理

外文期刊名：R&D Management

收录：CSTPCD;;国家哲学社会科学学术期刊数据库;北大核心:【北大核心2014】；CSSCI:【CSSCI2017_2018】；

基金：国家社会科学基金一般项目"中国对外直接投资企业国外知识获取战略与组织结构匹配关系的研究"(14BGL176)

语种：中文

中文关键词：工作场所排斥;自我效能;组织认同;知识分享;社会交换

外文关键词：workplace exclusion;self-efficacy;organizational identification;knowledge sharing;social exchange

摘要：本文从社会交换的视角,以自我效能感和组织认同为中介,设计了工作场所中的排斥对被排斥者知识分享意愿产生负面影响的理论模型.通过问卷调研获取数据并进行统计分析,发现将排斥视为组织给予被排斥者的"低混合收益",被排斥者将会产生较低的自我效能和组织认同即"低心理付出",然后会减少本人知识分享意愿即"低利益付出",从而取得理性的收益与付出"低平衡"状态.本文还揭示了消极情绪与排斥在理论模型中存在部分交互作用,它加剧了排斥对自我效能以及分享意愿的消极影响.
Based on the social exchange theory,it constructed a path model,in which workplace exclusion decrease knowledge sharing intention by affecting organizational identification and self-efficacy. Through statistical analysis on the survey data,it finds that when exclusion happens,employees who are excluded will get＂low mixed returns＂of the interest and the psychological factors. In order to reach the rational state of＂low balance＂which returns equal to payments,they will lower＂psychological payment＂including organizational identification and self-efficacy,in turn reduce their ＂interest payments＂of knowledge sharing intention. It also finds partial moderate effect of negative emotions in the exchange process,meanings that it will strengthen the negative effect of exclusion to self-efficacy and knowledge sharing intention.