摘要
个性化契约是基于员工能力与需求,企业与员工协商达成的个性化的工作安排,是人力资源管理实践的有效工具。本研究在社会交换理论和社会认知理论框架下,探究不同类型的个性化契约如何通过组织自尊对知识共享行为发生作用,以及情感性关系在其中的调节作用。研究结果表明:任务性与发展性个性化契约通过提升组织自尊,促进知识共享行为;情感性关系反向调节组织自尊对知识共享行为的正向作用,也反向调节个性契约通过组织自尊对知识共享行为的间接效应。
Idiosyncratic deal is personalized work arrangements accomplished through negotiation between enterprises and employ- ees based on the ability and needs of employees, which is an important tool with high - efficiency in modem human resource man- agement practice. Under the framework of social exchange theory and social cognition theory, this study explores the mechanism of how different types of idiosyncratic deals take effects on knowledge sharing behavior through organization - based self - esteem with the moderation of emotional relationship. Our research findings show that the task and development idiosyncratic deals can promote knowledge - sharing behaviors through improving organization - based self - esteem. Employee emotional relationships moderate the positive effect of organization - based self - esteem on knowledge sharing behavior. In the meanwhile, employee e- motional relationships moderate the indirect effects of idiosyncratic deals on knowledge sharing behavior through organization - based self - esteem.
作者
胡玮玮
丁一志
罗佳
王星勇
朱紫蓝
Hu Weiwei;Ding Yizhi;Luo Jia;Wang Xingyong;Zhu Zilan(Zhejiang Gongshang University, Hangzhou 310018, Zhejiang, China;Zheshang Research Center, Zhejiang Gongshang University, Hangzhou 310018, Zhejiang, China)
出处
《科研管理》
CSSCI
CSCD
北大核心
2018年第4期134-143,共10页
Science Research Management
基金
国家教育部人文社科项目(13YJC630050
2013.06-2018.06)
浙江省一流学科(A类)(浙江工商大学工商管理学科)(JYTgs20171112
2017.10-2018.10)
关键词
个性化契约
组织自尊
情感性关系
知识共享行为
idiosyncratic deal
organization -based self- esteem
emotional relationship
knowledge sharing behavior
