本文關(guān)鍵詞： 職場欺凌 知識分享意愿 組織認(rèn)同 神經(jīng)質(zhì)　出處：《中國軟科學(xué)》2017年02期 　論文類型：期刊論文

【摘要】：本文利用357份調(diào)查問卷數(shù)據(jù),采用層級回歸和"拔靴法",通過構(gòu)建一個有調(diào)節(jié)的中介模型分析了職場欺凌對研發(fā)人員知識分享意愿的影響機(jī)制。分析結(jié)果顯示:職場欺凌對研發(fā)人員的知識分享意愿有顯著的負(fù)向影響,組織認(rèn)同在其中起中介作用;神經(jīng)質(zhì)在調(diào)節(jié)職場欺凌與組織認(rèn)同之間關(guān)系的同時也調(diào)節(jié)了組織認(rèn)同在職場欺凌與知識分享意愿關(guān)系中的中介作用;只有當(dāng)研發(fā)人員具有較高的神經(jīng)質(zhì)水平時,組織認(rèn)同在職場欺凌與知識分享意愿關(guān)系中的中介作用才會顯著。這些研究結(jié)果在理清職場欺凌影響機(jī)制,豐富職場"冷"暴力理論的同時,對企業(yè)管理實踐也具有一定的指導(dǎo)意義。
[Abstract]:This paper uses 357 questionnaire data, By using hierarchical regression and boot pulling method, this paper analyzes the influence mechanism of workplace bullying on the knowledge sharing willingness of R & D personnel by constructing a moderated intermediary model. The results show that workplace bullying affects R & D personnel's knowledge score. Wishful thinking has a significant negative effect, Organizational identity plays an intermediary role, neuroticism not only regulates the relationship between workplace bullying and organizational identity, but also regulates the intermediary role of organizational identity in the relationship between workplace bullying and knowledge sharing willingness. Only when R & D personnel have a high level of neuroticism can organizational recognition play a significant role in the relationship between workplace bullying and the willingness to share knowledge. Enrich workplace "cold" violence theory, at the same time, business management practice also has certain guiding significance.
【作者單位】： 山東工商學(xué)院工商管理學(xué)院;
【基金】：教育部人文社會科學(xué)規(guī)劃基金項目“職場‘冷’暴力對企業(yè)中層管理者組織認(rèn)同的影響機(jī)制:有調(diào)節(jié)的中介效用模型”(編號:15YJA630012) 國家自然科學(xué)基金項目“協(xié)同創(chuàng)新團(tuán)隊隱性知識共享有效性的隨機(jī)動態(tài)博弈分析”(71501113)
【分類號】：F272.92

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