摘要
知识共享能够提高组织创新能力和增强组织可持续性竞争优势。直接领导者作为组织的代理人,其领导行为或方式应会显著影响员工知识共享的意愿,但以往鲜有研究对此议题进行实证探讨。本研究采用214份上司—下属配对调查数据,考察了自我牺牲型领导对员工知识共享的影响效果,尤其是领导信任的中介作用和员工传统性的调节作用。层次回归分析的结果表明:(1)自我牺牲型领导对员工知识共享具有显著的正向预测效果;(2)领导信任在自我牺牲型领导与员工知识共享之间起完全中介作用;(3)员工传统性对自我牺牲型领导与员工的领导信任之间的关系具有显著的调节效应,员工传统性越高,二者之间的正向关系越弱。
As an invaluable source of a firm＇s capacity to create, deliver and appropriate value, knowledge is a strategic intangible asset in any organization. Accordingly, knowledge sharing among employees can enhance organizational innovation capability and strengthen sustainable competitive advantages. Despite research efforts to explore social and organizational reasons as well as individual factors that promote or inhibit knowledge sharing, we know relatively little about the effects and mechanisms by which leadership may inf luence employee knowledge sharing. In fact, the leadership behaviors or style of direct leader who serves as an organization＇s agent, ought to significantly inf luence employees＇ willingness to share knowledge. In this study, we tried to examine the effect of self-sacrificial leadership on employee knowledge sharing, and investigate the mediating role of trust in supervisor as well as the moderating role of employee traditionality playing in the linkages between self-sacrificial leadership and employee knowledge sharing in the context of Chinese organizations.Data were collected from 214 dyads of employees and their immediate supervisors. The employees were asked to assess self-sacrificial leadership; trust in supervisor and traditionality and their immediate supervisors were asked to evaluate employees＇ performance of knowledge sharing. Cronbach＇s alpha coefficients for the above measures were from 0.69 to 0.87, showing acceptable measurement reliabilities. Results of CFA suggested the measurement＇s discriminant validity was satisfactory as well. Correlation analysis and hierarchical regression modeling were used to test the hypotheses proposed.In line with our hypotheses, regression results revealed that：（1） self-sacrificial leadership had a significant positive inf luence on employee knowledge sharing.（2） Trust in supervisor fully mediated the relationship between self-sacrificial leadership and knowledge sharing. This result highlight the importance of self-sacrificial leadership for promoting trust in supervisor, thereby facilitating employee knowledge sharing.（3） Employee traditionality significantly moderated the relationships between self-sacrificial leadership and trust in supervisor such that it was weaker for employees high rather than low in traditionality. The present study, with dyadic design, offered robust evidence for the role of supervisors＇ self-sacrificial leadership in facilitating employees＇ behavior of knowledge sharing and the mediating effect of trust in supervisor as well as the moderating effect of traditionality. As to the practical implications, this study suggested that more efforts should be made to encourage managers＇ self-sacrificial leadership. Meanwhile, the mediating inf luence of trust in supervisor implies that organizations should strengthen employees＇ trust in supervisor in order to promote knowledge sharing. Accordingly, strategies that enhance subordinate trust in supervisor should be incorporated into leadership training programs.
出处
《南开管理评论》
CSSCI
北大核心
2014年第5期24-32,共9页
Nankai Business Review
基金
国家自然科学基金项目(71302120
71073108)资助
关键词
知识共享
自我牺牲型领导
领导信任
传统性
Knowledge Sharing
Self-sacrificial Leadership
Trust in Supervisor
Traditionality
