摘要
旨在研究员工适应期阶段如何通过组织社会化策略来影响员工与组织的匹配,进而影响到员工的知识共享行为。以社会认同理论和个人-组织匹配理论为基础,探讨了组织匹配在两类典型的组织社会化策略(接受培训和组织理解)对员工知识共享行为影响过程中的中介作用。本研究以326名新入职员工为样本,对问卷调查数据进行统计分析,构建结构方程模型,应用Mplus软件进行假设检验。结果显示:(1)接受培训和组织理解均与员工知识共享行为呈显著正相关;(2)组织匹配在接受培训、组织理解与知识共享关系中起到中介作用。本研究最后对研究的理论意义和实践意义进行了讨论。
Based on social identity theory and person-organization fit theory, this study aims to study how organizational socialization tactics influence organizational fit, and then affect the knowledge sharing in the employees＇ adaptation period, and explores that organization fit plays the mediation role between training, understanding and knowledge sharing. This study selects 326 new employees as samples, constructs SEM, and uses Mplus software to test hypothesis. The results indicate that： （1） training and understanding are significantly positively related to employees＇ knowledge sharing; （2） organization fit mediates the impact of training and understanding on knowledge sharing. Finally, this paper discusses the practical significance and theoretical significance.
出处
《中国人力资源开发》
北大核心
2018年第1期19-26,共8页
Human Resources Development of China
基金
国家自然科学基金项目(71572170)
中国博士后科学基金项目(2016M590213)
国家旅游局项目(TYETP201517)的资助
关键词
接受培训
组织理解
组织匹配
知识共享
Training
Understanding
Organizational Fit
Knowledge Sharing
