|本期目录/Table of Contents|

[1]陈耘,张心培,赵富强,等.合作共赢发展与个体工作绩效:知识隐藏与证明目标导向的作用[J].长安大学学报(社科版),2022,24(04):53-65.
 CHEN Yun,ZHANG Xinpei,ZHAO Fuqiang,et al.Win-win cooperation in career development and individual's job performance:knowledge hiding and its role in proving goal orientation[J].Journal of Chang'an University(Social Science Edition),2022,24(04):53-65.
点击复制

合作共赢发展与个体工作绩效:知识隐藏与证明目标导向的作用(PDF)
分享到:

《长安大学学报(社科版)》[ISSN:1671-6248/CN:61-1391/C]

卷:
第24卷
期数:
2022年04期
页码:
53-65
栏目:
经济与管理
出版日期:
2022-07-20

文章信息/Info

Title:
Win-win cooperation in career development and individual's job performance:knowledge hiding and its role in proving goal orientation
文章编号:
1671-6248(2022)04-0053-13
作者:
陈耘张心培赵富强胡伟
(武汉理工大学 管理学院,湖北 武汉 430070)
Author(s):
CHEN Yun ZHANG Xinpei ZHAO Fuqiang HU Wei
(School of Management, Wuhan University of Technology, Wuhan 430070, Hubei, China)
关键词:
合作共赢发展 个体工作绩效 知识隐藏 证明目标导向 资源保存理论 知识共享
Keywords:
win-win cooperation in career development individual's job performance knowledge hiding proving goal orientation conservation of resource theory knowledge sharing
分类号:
C936; C962
DOI:
-
文献标志码:
A
摘要:
如何抑制个体知识隐藏行为,推动企业发展与个体职业合作共赢有利于组织创新,基于资源保存和目标导向理论,以知识隐藏为中介变量,以证明目标导向为调节变量,构建合作共赢发展对个体工作绩效影响的有调节中介作用模型; 通过281份有效问卷的数据收集、因子分析以及分层回归等,研究中国情境下合作共赢发展通过知识隐藏对个体工作绩效的作用机理,考察证明目标导向的边界作用。研究认为,合作共赢发展对个体工作绩效有显著正向影响,知识隐藏在合作共赢发展与个体工作绩效之间有显著中介作用,证明目标导向调节合作共赢发展和知识隐藏对个体工作绩效的直接作用,证明目标导向调节合作共赢发展通过知识隐藏对个体工作绩效的间接作用; 因此,企业应重视创建上下联通、利益相关的员工职业发展体系,鼓励员工的知识共享行为,营造能够激发员工证明目标导向的组织环境。
Abstract:
In order to learn how to inhibit the employees' knowledge hiding behavior, promote the win-win cooperation between corporate development and individual's career growth so as to facilitate organization innovation, this paper has constructed a moderated mediating model of impact of win-win cooperation in career development on individual's job performance through the mediation variable of knowledge hiding and the moderation variable of proving goal orientation based on theories of conservation of resource and goal-orientation. Based on the data collection, factor analysis and stepwise regression analysis of 281 valid questionnaires, this paper studies the function mechanism of win-win cooperation in career development on individual's job performance through knowledge hiding, and examines the boundary effect of proving goal orientation. The empirical research results are as follows. Firstly, win-win cooperation in career development has a significant positive impact on individual's job performance. Secondly, knowledge hiding plays a significant intermediary role between win-win cooperation in career development and individual's job performance. Thirdly, proving goal orientation moderates the direct impact of win-win cooperation in career development and knowledge hiding on individual's job performance. Finally, proving goal orientation regulates the indirect effect of win-win cooperation in career development on individual's job performance through knowledge hiding. Therefore, companies should attach great importance to creating an interconnected career development system for employees with interrelated interests, encourage the knowledge sharing behaviors among employees, and foster an organizational environment that can stimulate employees to prove goal orientation.

参考文献/References:

[1] 张淑华,方华.企业组织氛围与组织隐性知识共享之关系研究[J].心理科学,2005,28(2):383-387.
[2]周文斌,张烨,夏梦.中国企业知识型员工职业生涯的自我管理[J].管理评论,2011,23(7):33-36.
[3]Bock G W,Lee J N,Zmud R W.Behavioral intention formation in knowledge sharing:examining the roles of extrinsic motivators,social-psychological forces,and organizational climate[J].Mis Quarterly,2005,29(1):87-111.
[4]Skerlavaj M,Connelly C E,Cerne M,et al.Tell me if you can:time pressure,prosocial motivation,perspective taking,and knowledge hiding[J].Journal of Knowledge Management,2018,22(7):1489-1509.
[5]Connelly C E,Zweig D,Webster J,et al.Knowledge hiding in organizations[J].Journal of Organizational Behavior,2012,33(1):64-88.
[6]Evans J M,Hendron M G,Oldroyd J B.With holding the ace:the individual-and unit-level performance effects of self-reported and perceived knowledge hoarding[J].Organization Science,2014,26(2):494-510.
[7]何亦名,姜荣萍.组织中的知识隐藏行为:回顾与展望[J].中国人力资源开发,2014(13):49-55.
[8]陈耘,陈凯佳,赵富强,等.中国情境下乡愁的影响效果与影响因素[J].中国人力资源开发,2019,36(4):45-60.
[9]赵富强,鲁倩,陈耘.多元包容性人力资源实践对个体创造力的影响——双元学习和魅力型领导的作用[J].科研管理,2020,41(4):94-102.
[10]杨陈,唐明凤.竞争氛围感知对员工知识隐藏行为的影响机制[J].科技进步与对策,2018,35(17):131-138.
[11]雷享勇,郭靖娴,丁伟.大学生自我认知对职业发展的影响[J].教育教学论坛,2019,2(6):64-65.
[12]陈晓敏,王玉峰,宋彬彬.职场友谊对员工职业成长的影响研究——工作旺盛感的中介作用[J].中国劳动关系学院学报,2018,32(4):87-96.
[13]翁清雄,卞泽娟.组织职业生涯管理与员工职业成长:基于匹配理论的研究[J].外国经济与管理,2015,37(8):30-42.
[14]吴湘繁,高志军,马洁.关系网络建构行为对员工职业发展的影响机制——基于社会资源理论的实证研究[J].中国人力资源开发,2015,28(17):46-55.
[15]杨付,刘军,张丽华.精神型领导、战略共识与员工职业发展:战略柔性的调节作用[J].管理世界,2014,30(10):100-111.
[16]Wood D.Self-theories:their role in motivation,personality and development[J].Journal of Child Psychology and Psychiatry,2000,41(8):1077-1084.
[17]Vandewalle D.A goal orientation model of feedback-seeking behavior[J].Human Resource Management Review,2004,13(4):581-604.
[18]丁琳,耿紫珍,单春霞.创造力与员工创新:上下级关系与目标导向的调节作用[J].科技进步与对策,2020,37(2):1-10.
[19]Payne S,Satoris S.Meta-analytic examination of the goal orientation nomological net[J].Journal of Applied Psychology,2007,92(1):128-150.
[20]Elliot A J.Approach and avoidance motivation and achievement goals[J].Educational Psychologist,1999,34(3):169-189.
[21]Yperen V,Nico W.Task interest and actual performance:the moderating effects of assigned and adopted purpose goals[J].Journal of Personality and Social Psychology,2003,85(6):1006-1015.
[22]黄艳,黄勇,彭纪生.目标取向对创造力的影响:基于自我调节的视角[J].商业经济与管理,2017,305(3):20-28.
[23]Cappelli P.Market-driven approach to retaining talent[J].Harvard Business Review,2000,78(1):103-111.
[24]David G A,Lynn M S,Rodger W G.The role of perceived organization support and supportive human resource practices in the turnover process[J].Journal of Management,2003,29(1):99-118.
[25]Eisenberger R,Huntington R,Hutchison S,et al.Perceived organizational support[J].Journal of Applied Psychology,1986,71(3):500-507.
[26]赵富强,陈耘,胡伟.中国情境下WFB-HRP对工作绩效的影响研究——家庭-工作促进与心理资本的作用[J].南开管理评论,2019,22(6):165-175.
[27]赵富强,陈耘,杨淑媛.工作家庭平衡型人力资源实践研究——中国情境下的结构与测量[J].经济管理,2018,40(2):120-139.
[28]Schaufeli W B,Bakker A B.Job demands,job resources,and their relationship with burnout and engagement:a multi-sample study[J].Journal of Organizational Behavior,2004,25(3):293-315.
[29]Blau P M.Exchange and power in social life[M].New York:Wiley,1964.
[30]Xanthopoulou D,Bakker A B,Demerouti E,et al.The role of personal resources in the job demands-resources model[J].International Journal of Stress Management,2007,14(2):121-141.
[31]Konig C J,Debus M E,Hausler S,et al.Examining occupational self-efficacy,work locus of control and communication as moderators of the job insecurity-job performance relationship[J].Economic and Industrial Democracy,2010,31(2):231-247.
[32]杨陈,唐明凤.竞争氛围感知对员工知识隐藏行为的影响机制[J].科技进步与对策,2018,35(17):131-138.
[33]朱妙芬,肖黎.我国中小企业组织氛围对组织绩效的影响研究——知识隐藏行为的中介作用[J].生产力研究,2016,31(10):121-150.
[34]Papa A,Dezi L,Gregori G L,et al.Improving innovation performance through knowledge acquisition:the moderating role of employee retention and human resource management practices[J].Journal of Knowledge Management,2018,24(3):589-605.
[35]姜荣萍,何亦名.知识隐藏行为及其防御策略[J].企业改革与管理,2013,21(7):19-20.
[36]Lazarus R S.Progress on a cognitive-motivational-relational theory of emotion[J].American Psychologist,1991,46(8):819-834.
[37]Cabrera E F,Cabrera A.Fostering knowledge sharing through people management practices[J].International Journal of Human Resource Management,2005,16(5):720-735.
[38]郑建君,付晓洁.中小学教师职业成长机会对知识共享的影响研究——教师效能感和组织支持感的中介作用[J].教育理论与实践,2018,38(26):33-36.
[39]林陵娜,施建刚,唐代中.考虑知识隐藏的项目团队知识共享激励研究[J].科研管理,2015,36(5):162-169.
[40]Burmeister A,Fasbender U,Gerpott F H.Consequences of knowledge hiding:the differential compensatory effects of guilt and shame[J].Journal of Occupational and Organizational Psychology,2018,92(4):281-304.
[41]Cerne M,Nerstad C,Dysvik A,et al.What goes around comes around:knowledge hiding,perceived motivational climate,and creativity[J].Academy of Management Journal,2014,57(1):172-192.
[42]周健明,刘云枫,陈明.知识隐藏、知识存量与新产品开发绩效的关系研究[J].科技管理研究,2016,36(4):162-168.
[43]Reagans R,McEvily B.Network structure and knowledge transfer:the effects of cohesion and range[J].Administrative Science Quarterly,2003,48(2):240-267.
[44]Brown J S P,Duguid P.Organizational learning and communities-of-practice:toward a unified view of working,learning,and innovating[J].Organization Science,1991,2(1):40-57.
[45]Malik O F,Shahzad A,Raziq M M,et al.Perceptions of organizational politics,knowledge hiding,and employee creativity:the moderating role of professional commitment[J].Personality and Individual Differences,2019,142(3):232-237.
[46]Vandewalle D.Development and validation of a work domain goal orientation instrument[J].Educational and Psychological Measurement,1997,57(6):995-1015.
[47]Elliot A J,Moller A C.Performance-approach goals:good or bad forms of regulation?[J].International Journal of Educational Research,2003,39(4):339-356.
[48]王艳子,罗瑾琏.目标导向对员工创新行为的影响研究——基于知识共享的中介效应[J].科学学与科学技术管理,2011,32(5):164-169.
[49]Hirst G,Van Knippenberg D V,Zhou J.A cross-level perspective on employee creativity:goal-orientation,team learning behavior,and individual creativity[J].Academy of Management Journal,2009,52(2):280-293.
[50]赵富强,罗奎,张光磊,等.基于资源保存理论的工作家庭冲突对工作绩效的影响研究[J].中国人力资源开发,2016,38(21):25-33.
[51]赵富强,张秋红,陈耘,等.基于即时通讯与情绪耗竭的中国情境下乡愁对工作绩效的影响研究[J].管理学报,2019,16(10):1457-1465.
[52]刘蕴.团队成员交换与工作绩效的关系——工作投入的中介作用与集体主义的调节作用[J].人力资源2019,4(13):95-101.
[53]李桂龙.员工知识隐藏行为对策研究[J].经济论坛,2015,29(7):111-113.
[54]Pintrich P R.Multiple goals,multiple pathways:the role of goal orientation in learning and achievement[J].Journal of Educational Psychology,2000,92(3):544-555.
[55]赵富强,黄颢宇,陈耘,等.工作-家庭平衡型人力资源管理实践对工作绩效的影响:工作-家庭关系的中介作用与心理资本的调节作用[J].中国人力资源开发,2018,35(11):124-140.

相似文献/References:

备注/Memo

备注/Memo:
收稿日期:2020-08-07
基金项目:国家社会科学基金后期资助项目(20FGLB047); 国家社会科学基金一般项目(16BGL107); 湖北省技术创新专项软科学研究项目(2018ADC109)
作者简介:陈耘(1975-),女,湖北武汉人,副教授,管理学博士。
通讯作者:赵富强(1975-),男,河南濮阳人,教授,博士研究生导师,管理学博士。
更新日期/Last Update: 2022-07-20