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1.
知识员工是企业赖以生存和发展的宝贵财富。随着知识老化速度日益加快,知识更新成为知识员工普遍面临的压力。基于挑战—阻断性压力分类理论和压力交互理论,探讨知识更新要求对女性知识员工创造力的影响,分析了挑战性压力评估和个体技能发展的链式中介作用和工作家庭冲突的调节作用。运用结构方程模型和Bootstrapping方法对假设进行检验,结果表明：知识更新要求对员工创造力有显著正向影响,包括直接影响和间接影响;在间接影响方面,挑战性压力评估和个体技能发展在知识更新要求与员工创造力关系中起部分链式中介作用;在直接影响方面,工作家庭冲突在知识更新要求与员工创造力关系中起调节作用。 相似文献
2.
Pervasive social media has resulted in technology dependency and excessive usage, which can lead to negative outcomes in organizations. This paper aims to investigate the effects of social media’s different excessive usage patterns on employee job performance and the corresponding underlying mechanism. Specifically, we propose three dimensions of excessive social media use at work (i.e., excessive social, hedonic, and cognitive). These dimensions are related to technology-work conflict and strain, which in turn decrease employee job performance. An empirical study of 305 social media users in organizations reveals that excessive social media use for socialization and entertainment can generate conflict between technology use and work demand, whereas excessive social media use for information-sharing reduces employees’ psychological strain. In addition, technology-work conflict and strain negatively influence job performance. The theoretical and practical implications of this study are also discussed. 相似文献
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企业员工知识共享的理性行为模型 总被引：2，自引：0，他引：2
摘要：基于理性行为理论,本研究构建了企业员工知识共享行为的理性行为模型,探讨企业员工知识共享行为的驱动因素体系。对125份有效调查问卷的数据进行结构方程建模,结果证明：①理性行为模型可以有效地解释知识共享行为;②积极的知识共享态度和主观规则显著促进了员工的知识共享行为;③知识共享态度部分中介了主观规则对知识共享行为的作用;④经济报酬、人际关系以及预期收益显著影响了员工知识共享态度;⑤互惠责任感和成就感显著影响了主观规则感知。以上结论为企业系统性调整知识共享激励政策提供了借鉴。 相似文献
4.
领导教练行为被视为决定员工创新行为的重要前因变量，但尚未出现关于这种关系及作用机理的系统研究。采用282份领导-下属配对调查数据，基于社会认知理论构建并检验了一个被调节的中介效应模型。研究结果显示：（1）领导教练行为与员工创新行为显著正相关；（2）批判性反思在两者关系中起部分中介作用；（3）感知到的领导对创新支持在批判性反思与员工创新行为之间起调节作用；进一步，（4）批判性反思的中介作用受到了感知到的领导对创新支持的调节，感知到的领导对创新支持程度越高，领导教练行为通过批判性反思对员工创新行为的间接作用越强。研究结论丰富了教练行为与创新行为关系理论，同时有助于企业深入理解领导教练行为的重要性及其如何通过批判性反思对创新行为发挥效力。 相似文献
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尽管知识对创新能力的价值,权力对工作态度的影响,已经得到充分论证;但是,在创业组织情景下权力和知识之间的复杂交互关系,尚未达到充分揭示。本文通过实证研究方式,探索了创业组织权力和知识之间的耦合关系,对创新态度、创新能力和创新绩效的影响机制和作用路径。研究发现：权力和知识的耦合效应,主要是通过影响创新态度,从而影响创新态度和创新能力的交互效果,最终影响创新绩效。在创业组织中,正式权力以推动信息流通和知识利用为导向,尽量避免成为干扰创新活动的噪声;同时充分发挥专业人员的权力和知识之间耦合器作用,更有利于提升创新绩效,实现创新驱动高质量发展。 相似文献
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Fostering positive attitudes and increasing knowledge are key success factors for enterprise systems. Training can improve knowledge, but little research has investigated the effects of domain-relevant knowledge on salient cognitive beliefs and attitude in technology acceptance. We highlight the critical role of domain-relevant knowledge in the formation of beliefs and the shaping of attitude by developing a model of informed technology acceptance. We hypothesize the positive effects of multi-dimensional enterprise resource planning (ERP) knowledge on salient cognitive beliefs (i.e., ERP self-efficacy, perceived ease of use, and perceived usefulness) and general affective attitude toward an ERP system. Using survey data from gamified ERP training of 248 professionals from three different organizations, results support the proposed model, suggesting that ERP knowledge is an important antecedent of ERP self-efficacy, perceived ease of use, perceived usefulness, and attitude. We find that ERP knowledge exhibits both direct and indirect effects on attitude. Moreover, we find that gamified training is an effective means of improving ERP knowledge. 相似文献
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This paper presents a research model aimed to investigate the impact of organizational climate, motivational drivers, and empowering leadership on behavioral intention formation in knowledge sharing. A research model has been developed by integrating several knowledge management studies having in-focus behavioral intention formation in knowledge sharing. The hypotheses are tested on data collected from 873 employees from public and private sector organizations from Serbia’s province of Vojvodina, using partial least square structural modeling technique and SmartPLS software. Findings suggest that organizational climate with prominent dimensions of fairness, innovativeness and affiliation, empowering leadership, sense of self-worth, and altruism significantly influence individuals’ knowledge-sharing attitude, intention, and behavior thus confirming the theory of reasoned action. Results obtained in this research expand and deepen findings reported in previous studies and enable a comprehensive framework for understanding the influence of some organizational variables on employees’ tendencies to be engaged in knowledge sharing. 相似文献
8.
A cognitive model of intra-organizational knowledge-sharing motivations in the view of cross-culture
This paper explores individual cognitive mechanisms of knowledge-sharing (KS) motivation and intends to provide more effective measures to judge and influence individual inclinations toward KS in a cross-cultural context. First, it investigates four cognitive processes based on an individual's commitment toward KS, and studies through these processes how an individual's intrinsic motivation derived from social norms and personal norms, and extrinsic motivation derived from reward and punishment make concerted efforts to shape the ultimate intention to KS. Then, Hofstede's cultural framework is integrated to theorize cross-cultural differences in these processes. Finally, through a survey conducted in China and the US, the aforementioned theoretical analysis is confirmed. The results indicate that intrinsic motivation operates through affective commitment: internalization, identification and conformity; rewards have little direct effects on final intentions but they will influence attitude indirectly via identification; punishment for not sharing splits on cultural lines: Chinese tend to comply to avoid opposing their group and Americans tend to follow a more individualistic path; Chinese have more tendencies to conform to teams’ opinions and tend to favor KS as a means of achieving harmonious relationships, while Americans engage in KS because self-worth is viewed as the manifestation of their individual determinations. 相似文献
9.
《The Journal of High Technology Management Research》2019,30(2):100350
Employees' innovative work behavior (IWB) contributes to organizational innovativeness in the form of new processes, products, and services, and therefore it is worthwhile to examine motivational antecedents of employees' IWB. This study analyzes the relationship between motivation forms from self-determination theory and the concept of person-organization (PO) fit to provide insight into some of the factors that can influence high-tech R&D employees' IWB. Survey data from R&D employees in three high-tech organizations show that employees with higher levels of PO fit have higher levels of autonomous (identified and intrinsic) work motivation and that autonomously motivated employees engage in more frequent IWB. Autonomous motivation forms mediate PO fit's relationship with IWB. Furthermore, pay justice (i.e., distributive justice) and organization support of creativity are significantly associated with PO fit, indicating that these may be useful for managers to consider in relation to employee fit, motivation, and innovative work behavior. Ultimately, managers interested in fostering innovative behavior of R&D employees would be prudent to seek congruence between employee and organization values and support employees' autonomous motivation. 相似文献
10.
基于社会交换理论,探讨了员工组织关系中的社会交换和经济交换对员工情感承诺和离职意向的影响关系。运用层级回归的研究方法对广东、山东、江苏等地企业的1 994名员工的样本进行实证检验。实证研究表明,社会交换与情感承诺正相关,与离职意向负相关;相反,经济交换与情感承诺负相关,与离职意向正相关。领导—成员交换关系在其中具有调节作用。 相似文献
11.
The ascendance of knowledge to the rank of a key competitive resource has changed the way in which organizations attempt to manage what they know. To maintain their knowledge, organizations have implemented numerous strategies, one of which is the operation of knowledge repositories. Employees are expected to contribute their job-related knowledge to these repositories. Undoubtedly, this expectation creates dilemmas for both the employing organization and their employees. The organizations need the employees to contribute to the repositories in order to retain the knowledge within the organizations, but cannot force their employees to do so. The employees have to be convinced that it was worthwhile to contribute to these repositories. The study formulates and tests a theoretical model to explicate the Intention to Contribute and actual Knowledge Contribution of employees to organizational electronic knowledge repositories. Six previously uninvestigated relationships are proffered, and implications for practice are derived from the findings.
相似文献12.
知识型员工敬业度评价指标体系构建 总被引：1，自引：0，他引：1
在知识经济时代,知识型员工的人力资本价值日益凸显,知识型员工敬业度已经成为衡量企业人力资源管理效能的重要指标。通过对知识型员工敬业度结构及影响因素的分析,提出了员工特征、组织特征、工作特征、员工—组织/工作匹配程度的四维度结构,并以模糊层次分析法为基础构建知识型员工敬业度评价指标体系。研究结果表明,企业可以从薪酬、组织对员工的支持、工作环境和资源、信息反馈等方面的激励来提高知识型员工敬业度,为企业有效提升知识型员工敬业度提供了依据。 相似文献
13.
授权型领导影响知识型员工创新的信任机制 总被引：1，自引：0，他引：1
授权型领导是领导对员工信任基础上所作出的管理决策和领导方式,并影响到员工创新行为。本文研究授权型领导如何通过影响知识型员工的两种信任,并进一步影响知识型员工创新行为的中间信任机制,以及组织支持感在该机制中的调节作用。通过配对调研和数据收集与处理,实证研究发现,授权型领导能够正向影响知识型员工对领导产生的基于情感的信任和基于认知的信任,并最终正向影响知识型员工的创新行为,组织支持感正向调节授权型领导对知识型员工基于情感的信任和基于认知的信任的影响关系。 相似文献
14.
变革型领导行为、安全态度、安全绩效的关系——基于煤炭企业的实证研究 总被引：1，自引：0，他引：1
针对提升煤矿安全生产一线矿工的安全绩效问题,以生产一线管理者和矿工为研究对象,基于吉林、辽宁、北京、内蒙古等地区6家大型煤矿企业的调查数据支持,运用结构方程模型方法,对变革型领导行为、员工安全态度与员工安全绩效的关系及相互间的作用机制进行了探讨。研究表明:变革型领导行为的各个维度对员工安全绩效均有显著影响,并且员工安全态度在两者之间起一定的中介作用,从理论上支持了基层管理者变革型领导行为能够有效地提升员工安全生产绩效这一结论。 相似文献
15.
如何提高知识型员工的组织公民行为,是知识经济时代企业领导者面临的一个重要问题。既往研究揭示了LMX对组织公民行为的正向影响,但对其作用机制则关注不够。通过对高技术企业396名知识型员工的实地调查,从工作态度视角探讨LMX对组织公民行为的作用机制。结果表明,较之一般员工,LMX对知识型员工的组织公民行为表现出更高的预测力;工作态度在LMX影响组织公民行为的过程中起着部分中介作用。 相似文献
16.
Numerous articles, books and essays have shown that ongoing efforts to meet customers’ needs characterize market leaders. For a firm to successfully develop customer-oriented attitudes throughout the entire organization, employees at all levels and sections need to be committed to providing a high level of service. It is therefore essential to understand what drives employees – especially those who do not interact daily with customers – to adopt a customer-oriented attitude. The aim of this study is to shed some light on one facet of this relationship, namely the mechanism of knowledge sharing that may impact employee customer orientation. The underlying notion is that technology, in its various advanced forms of CRM software, enhances and enables client “knowing.” In other words, it leads to a greater ability on the part of employees to share knowledge, which brings about real customer orientation.This paper provides empirical evidence, based on a sample of 345 Hi-Tech workers from a telecommunication company, of a link between sharing explicit knowledge and tacit knowledge to enhance customer orientation. The findings indicate that sharing tacit knowledge has a positive effect on increasing employee customer orientation and increases sharing of explicit knowledge, while also strengthening communication about customers in the organization. It is concluded that firms should encourage tacit knowledge sharing and its transformation by technology into explicit knowledge to augment employees’ customer-oriented attitudes. 相似文献
17.
The semiconductor industry has made great contributions to Taiwan’s economy in the past 20 years. Because of competitive salaries and generous fringe benefits, some famous semiconductor manufacturers have become the best choice for students right after graduation. However, such magnetic effect has gradually faded away in the face of implementation of expensive employee bonuses. In a changeable environment, sharing knowledge will maintain organizational competitiveness and improve employees’ cohesion. As the semiconductor industry is characterized by a low-wage and high-turnover rate, the incurred job insecurities and career uncertainties have begun to force employees to change their cohesion, loyalty to organizations and even to reduce their willingness to share knowledge with others. This study aims to explore the relationships among organizational commitment (OC), knowledge sharing (KS) and organizational citizenship behavior (OCB) in the Taiwanese semiconductor industry. On the basis of 428 subjects, the results show that KS has a partial mediating effect on the OC–OCB relationship. 相似文献
18.
知识共享有利于促进企业员工知识更新与创新,提升企业竞争力,增加企业绩效。过去关于知识共享的研究很多是借助于信息技术的应用与支撑来开展,现在人们逐渐认识到知识共享是一个复杂的管理系统。本文选取了激励机制、同事态度与个人文化三个对知识共享产生影响的重要因素来展开实证研究,构建实验背景与材料进行了两组管理实验,一是组通过信息系统平台共享显性知识给全体组织成员,二组是通过互助交流共享隐形知识给组织的部分成员,通过对实验数据的分析,得出了一些研究结果:足够的奖励以及非货币奖励更能促进知识共享;把知识共享作为一种考核标准和增加培训均能增进知识的共享;同事态度对知识共享有显著影响;平面集体主义的个人文化与知识共享正相关。在此基础上提出几点管理启示与建议。 相似文献
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人际不信任作为判断人际关系质量的重要标准会导致知识隐藏,但至今鲜有研究探讨二者之间的内在机制,削弱了实践指导性。依据情感事件理论和心理所有权理论,重点关注消极情感在人际不信任影响员工知识隐藏行为过程中的中介作用,以及员工知识心理所有权在上述关系中的调节作用。通过对324个样本的层级回归分析发现：（1）消极情感部分中介人际不信任对员工知识隐藏行为的影响;（2）知识心理所有权不仅对消极情感与知识隐藏行为之间的关系具有显著的调节作用,而且显著调节人际不信任通过消极情感影响员工知识隐藏行为的中介作用,表现为员工的知识心理所有权水平越高,消极情感在人际不信任和员工知识隐藏行为关系间的中介作用越弱。 相似文献